What kind of company are we aiming to be?
Corporate philosophy is the most important element of a company’s identity, as the company’s flag and symbol of unity. By understanding what the company stands for and what it cares about, employees will feel loyal. In addition, the philosophy is the axis of all human resources activities, including recruitment, development and evaluation.
CONCEPT
Verbalize Your Beliefs
Properly verbalize the words that describe your company. By properly involving employees in the process, it is possible to create empathy for the philosophy.
Visualize Your Philosophy
If you can’t see your philosophy, it’s important to use visuals and posters to help people understand your philosophy.
Sharing the Philosophy
Through the workshop, we understand the philosophy and create an opportunity for dialogue to discuss the way of thinking of each philosophy, so that the philosophy can be incorporated into each person and lead to action.
SERVICE
Corporate Philosophy Redesign Consulting
Renew corporate mission, vision and values by leading interactive discussion between key organizational members (managers/employees).
Corporate Philosophy Sharing Workshop
Share the corporate philosophy in an engaging way and generate commitment of organizational members to achieve goal.
PROJECT
Case 1
Redesigning Corporate Philosophy After Organizational Merger and Integration
Company A had a merger through M&A where they had to recreate the corporate philosophy. A new corporate philosophy (Mission, Vision, Value) was created based on the direction decided by the new management and the discussion with the project members. To support them, we subsequently conducted a series of philosophy penetration workshops for all employee and as a result, employees began to work with a common identity based on the new corporate philosophy.
Case 2
Reforming of Organizational Culture for Employee’s Behavior Transformation and Creation of Trust-Based Organization
Company B had a quality problem in their manufacturing process which was thought to be caused by a lack of openness in the organizational culture. We interviewed the employees to identify the issues and helped them to develop a new course of action through a workshop with selected members. Based on this, we conducted a training for on-site leaders and changed the employees’ behavior.
