{"id":261617,"date":"2025-12-13T20:06:52","date_gmt":"2025-12-13T19:06:52","guid":{"rendered":"https:\/\/coachlab.hu\/?p=261617"},"modified":"2025-12-13T20:11:40","modified_gmt":"2025-12-13T19:11:40","slug":"szervezeti-kulturafejlesztes-szervezetfejlesztes","status":"publish","type":"post","link":"https:\/\/coachlab.hu\/en\/blog\/organisational-culturedevelopment-organisational-development\/","title":{"rendered":"Organisational development without organisational culture development is a one-armed game"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong><a href=\"https:\/\/coachlab.hu\/en\/blog\/organisational-culturedevelopment-organisational-development\/\">Organisational development without organisational culture development is a one-armed game<\/a><\/strong><\/h2>\n\n\n\n<p><br>Organisational development often starts with processes, structure and performance targets, yet we often find that real progress is stalled where <strong>no one touched the organisational culture. A <em>organisational culture development<\/em> not extra, but essential if you want long-lasting results<\/strong>, especially when managers and HR leaders expect rapid change from teams.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed aligncenter is-type-wp-embed is-provider-coachlab-coaching-szolg-ltat-sok-vezet-fejleszt-s-executive-coaching-tan-csad-s-coachlab-hu wp-block-embed-coachlab-coaching-szolg-ltat-sok-vezet-fejleszt-s-executive-coaching-tan-csad-s-coachlab-hu\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"VWYCJMiTbL\"><a href=\"https:\/\/coachlab.hu\/en\/organisational-development-coachlab\/\">Organisational Development (OD)<\/a><\/blockquote><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&quot;Organizational Development (OD)&quot; - CoachLab Coaching Services | Executive Development | Executive Coaching | Consulting | CoachLab.hu\" src=\"https:\/\/coachlab.hu\/szervezetfejlesztes-coachlab\/embed\/#?secret=JgU7v1dRvo#?secret=VWYCJMiTbL\" data-secret=\"VWYCJMiTbL\" width=\"600\" height=\"338\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>When organisational development is \u201egoing well\u201d, but no one believes it. A story from the beginning of a project<\/strong><\/h2>\n\n\n\n<p>A few months ago, I was the HR manager of a manufacturing company in Budapest, <strong>Rachel<\/strong>, greeted us with a slightly tired smile.<br>He said that the process improvement was finally completed, all the KPIs were nicely put together, the evaluation system was new, and the managers had also attended training. On paper, everything was in order. But the reality was different.<\/p>\n\n\n\n<p>Managers still did not ask for feedback, the fear remained in the teams that it was \u201ebetter not to speak out\u201d, and when the new operating rules were introduced, most just shrugged.<br><strong>Rachel<\/strong> at one point he snapped:<br><strong>\u201eDespite all the work we've done, nothing really changes. We must have missed something.\u201d<\/strong><\/p>\n\n\n\n<p>And we sat there with him, knowing that unfortunately we had seen the same thing in many organisations.<br>In most projects, there is an inescapable tension: everything is reworked except what is at the root of everyday operations. Shared habits, spoken and unspoken rules, leadership patterns, that is: <strong>the culture<\/strong>.<\/p>\n\n\n\n<p>A <em>organisational culture development<\/em> is not part of the project.<br>And this is when the slow erosion starts: paper is strong, reality does not follow.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why don't many people think that culture development is part of organisational development?<\/strong><\/h2>\n\n\n\n<p>Talking to managers and HR managers, we very often hear the same pattern.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. It seems too \u201eintangible\u201d<\/strong><\/h3>\n\n\n\n<p>Culture is not a tangible process, it doesn't have a map like an org chart and it doesn't follow the numbers reported month by month.<br>Managers often feel that <em>\u201eit would be nice, but not now, we need concrete results now\u201d<\/em>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Most projects start under time pressure<\/strong><\/h3>\n\n\n\n<p>The focus is urgent: performance, staffing, quality, customer complaints, turnover.<br>Culture is not a quick fix.<br>This is why it is often left out of the plan, even though it is the long-term solution to these problems.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Culture requires a leadership presence<\/strong><\/h3>\n\n\n\n<p>Some organisational development projects can be delegated, but culture cannot.<br>Leaders must lead by example, consistently, over weeks, over months.<br>In many places, this looks scary.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. The word \u201eculture\u201d is too soft, but the effect is very hard<\/strong><\/h3>\n\n\n\n<p>An interesting dichotomy.<br>Culture is often thought of as a mood element, but it is measured in terms of patterns of behaviour, choices, responsibility and cooperation.<br>Where the culture is not right, the new process simply does not survive.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<figure class=\"wp-block-embed aligncenter is-type-wp-embed is-provider-coachlab-coaching-szolg-ltat-sok-vezet-fejleszt-s-executive-coaching-tan-csad-s-coachlab-hu wp-block-embed-coachlab-coaching-szolg-ltat-sok-vezet-fejleszt-s-executive-coaching-tan-csad-s-coachlab-hu\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"QfrpZ7pjdY\"><a href=\"https:\/\/coachlab.hu\/en\/blog\/how-to-say-no-if-they-say-yes\/\">Saying NO, or how do I say NO when everyone expects me to say YES?<\/a><\/blockquote><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&quot;How to say NO, or how to say NO when everyone expects me to say YES?&quot; - CoachLab Coaching Services | Leadership Development | Executive Coaching | Consulting | CoachLab.hu\" src=\"https:\/\/coachlab.hu\/blog\/nemet-mondas-hogyan-mondjak-nemet-ha-igent-varnak\/embed\/#?secret=8S2wa5uVwU#?secret=QfrpZ7pjdY\" data-secret=\"QfrpZ7pjdY\" width=\"600\" height=\"338\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><figcaption class=\"wp-element-caption\">You have to know how to say no - <a href=\"https:\/\/coachlab.hu\/en\/blog\/when-your-organisational-development-project-is-successful\/\" title=\"When your organisational development project proves \u201etoo successful\u201d\" target=\"_blank\" rel=\"noopener\">Organisational development without organisational culture development is a one-armed game<\/a><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What do we see in the research? (HBR, Forbes, CNBC - selected external links)<\/strong><\/h2>\n\n\n\n<p>Several analyses in the Harvard Business Review highlight that development projects spend around. <strong>70%-a does not deliver the expected results<\/strong>, when the behaviour of the teams does not change.<br>Source: <em>Harvard Business Review \u201eCulture is Not the Soft Side of Business\u201d, 2023.<\/em><\/p>\n\n\n\n<p>According to an article in Forbes 2024, targeted interventions in culture can significantly reduce turnover, especially in organisations where change is already a burden.<br>Source: <em>Forbes \u201eWhy Culture Work Outperforms Process Change\u201d, 2024.<\/em><\/p>\n\n\n\n<p>And a report from CNBC HR reports that more than half of fast-growing companies are now paying special attention to measuring and developing culture because processes alone are not holding teams together.<br>Source: <em>CNBC \u201eThe Missing Piece in Organizational Change\u201d, 2023.<\/em><\/p>\n\n\n\n<p>These show that culture is not an additional element, but the medium for the whole development.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/coachlab.hu\/en\/\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/CoachLab-logo-144x144_favicon-invert.png\" alt=\"Organizational culture development without organizational culture development is one-armedCoachLab Inverse Logo Favicon Coach Coaching Executive Coaching, Consulting, Sales Consulting, Business Consulting Sales Coaching, Executive Coaching, Business Coaching, Life Coaching, Online Coaching, Health Coaching, SEO Coaching, Coaching Prices, Coach Prices, Mediation, Coach Budapest, Coaching Budapest\" class=\"wp-image-251025\" srcset=\"https:\/\/coachlab.hu\/wp-content\/uploads\/CoachLab-logo-144x144_favicon-invert.png 144w, https:\/\/coachlab.hu\/wp-content\/uploads\/CoachLab-logo-144x144_favicon-invert-12x12.png 12w, https:\/\/coachlab.hu\/wp-content\/uploads\/CoachLab-logo-144x144_favicon-invert-20x20.png 20w\" sizes=\"(max-width: 144px) 100vw, 144px\" \/><\/a><figcaption class=\"wp-element-caption\"><strong>Organisational development without organisational culture development is a one-armed game<\/strong><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why does CoachLab Coaching Services also believe that culture development is fundamental?<\/strong><\/h2>\n\n\n\n<p>We don't use it very often, but it's in place now: <strong>in our view<\/strong> a <a href=\"https:\/\/coachlab.hu\/en\/blog\/organisational-development-what-when-how-coachlab\/\" title=\"Organisational development why, when, how?\" target=\"_blank\" rel=\"noopener\">organisational development<\/a> will only be sustainable if it is reflected in the project:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the thinking behind decisions,<\/li>\n\n\n\n<li>the management function,<\/li>\n\n\n\n<li>the reality of feedback,<\/li>\n\n\n\n<li>and the common pattern of the teams.<\/li>\n<\/ul>\n\n\n\n<p>Together they make up the culture.<br>Leaving them untouched is like drawing a new floor plan for a house when the walls have been moving for a long time.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h1 class=\"wp-block-heading\"><strong>What is real organisational culture development and why does organisational development not work without it?<\/strong><\/h1>\n\n\n\n<p>After the introductory story, let's get to what CEOs and HR managers most often ask us:<br><strong>\u201eWhat exactly is organisational culture development and how can you see it missing from the project?\u201d<\/strong><\/p>\n\n\n\n<p>The answer is much simpler than it first seems.<\/p>\n\n\n\n<p>A <em>organisational culture development<\/em> is really nothing more than the conscious shaping of the patterns that determine how we work with each other.<br>This includes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>how we ask for and give feedback<\/li>\n\n\n\n<li>how to deal with errors<\/li>\n\n\n\n<li>how much we dare to ask<\/li>\n\n\n\n<li>how quickly we decide<\/li>\n\n\n\n<li>how much the opinion of the teams matters<\/li>\n\n\n\n<li>how leaders show up in everyday life<\/li>\n<\/ul>\n\n\n\n<p>Without them, the best process will be no more than a document.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What are the signs that organisational development without culture is stalled?<\/strong><\/h2>\n\n\n\n<p>Managers and HR leaders are often looking for where the fault lies, when the signs are very clear:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>New processes are not used<\/strong>, or just formally.<\/li>\n\n\n\n<li><strong>Leadership patterns do not change<\/strong>, any <a href=\"https:\/\/coachlab.hu\/en\/blog\/why-coaching-is-the-key-to-personal-development\/\" title=\"What is coaching for - The key to personal development?\" target=\"_blank\" rel=\"noopener\">training<\/a> was.<\/li>\n\n\n\n<li><strong>The teams remain silent<\/strong>, even though they would have an opinion.<\/li>\n\n\n\n<li><strong>No real ownership<\/strong>, everyone points to someone else.<\/li>\n\n\n\n<li><strong>Decisions are slow<\/strong>, because no one really dares to do it.<\/li>\n\n\n\n<li><strong>No reduction in turnover<\/strong>, the system is improving in vain.<\/li>\n\n\n\n<li><strong>Performance improves in the short term, then declines<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p>These all suggest that the improvement has been on the surface, not at the root of the operation.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Table 1: What happens without culture and what happens with culture development?<\/strong><\/h2>\n\n\n\n<p>(According to the specifications, the table is zebra-striped, blue in colour, with well-structured rows.)<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table class=\"has-black-color has-text-color has-link-color has-fixed-layout\"><thead><tr><th><strong>Email<\/strong><\/th><th><strong>Without culture<\/strong><\/th><th><strong>Cultural development<\/strong><\/th><\/tr><\/thead><tbody><tr><td><strong>Introduction of new processes<\/strong><\/td><td>Passive resistance instead of acceptance<\/td><td>Faster adaptation, open cooperation<\/td><\/tr><tr><td><strong>Management operation<\/strong><\/td><td>Old patterns are returning, <a href=\"https:\/\/coachlab.hu\/en\/blog\/business-coaching-for-better-team-performance\/\" title=\"Business Coaching For A More Effective Team\" target=\"_blank\" rel=\"noopener\">training impact<\/a> fade away<\/td><td>Conscious, consistent leadership presence<\/td><\/tr><tr><td><strong>Team dynamics<\/strong><\/td><td>Quiet, off-peak operation<\/td><td>Open communication, real cooperation<\/td><\/tr><tr><td><strong>Performance<\/strong><\/td><td>Improves in the short term, then falls back<\/td><td>Stable, lasting improvement<\/td><\/tr><tr><td><strong>Staff turnover<\/strong><\/td><td>Not significantly reduced<\/td><td>Noticeably lower<\/td><\/tr><tr><td><strong>Decision making<\/strong><\/td><td>Careful, slow, many laps<\/td><td>Faster, more transparent<\/td><\/tr><tr><td><strong>Liability<\/strong><\/td><td>Blurred, many uncertainties<\/td><td>Clearer borders, more initiative<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>This difference shows that the <em>organisational culture development<\/em> not a luxury, but a stable base.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/Munkafolyamat-optimalizalas-AI-segitseggel-Miert-nem-szoftvert-hanem-partnert-kell-valasztanod-plan-1725510_1280.webp\" alt=\"Organisational culture development without organisational culture development is a one-armed gameWorkflow optimisation with AI: Why choose a partner, not software?\" class=\"wp-image-261484\" srcset=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/Munkafolyamat-optimalizalas-AI-segitseggel-Miert-nem-szoftvert-hanem-partnert-kell-valasztanod-plan-1725510_1280.webp 1280w, https:\/\/CoachLab.hu\/wp-content\/uploads\/Munkafolyamat-optimalizalas-AI-segitseggel-Miert-nem-szoftvert-hanem-partnert-kell-valasztanod-plan-1725510_1280-980x551.webp 980w, https:\/\/CoachLab.hu\/wp-content\/uploads\/Munkafolyamat-optimalizalas-AI-segitseggel-Miert-nem-szoftvert-hanem-partnert-kell-valasztanod-plan-1725510_1280-480x270.webp 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1280px, 100vw\" \/><figcaption class=\"wp-element-caption\"><strong>Organisational development without organisational culture development is a one-armed game<\/strong><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What does a culture development focused organisational development look like?<\/strong><\/h2>\n\n\n\n<p>In a typical development project, the focus is typically on processes, structures and roles.<br>But cultural development brings a different approach.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Understand how the organisation really works<\/strong><\/h3>\n\n\n\n<p>This is not clear from the documents, but:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>from interviews<\/li>\n\n\n\n<li>workshops from<\/li>\n\n\n\n<li>from observations<\/li>\n\n\n\n<li>from management interviews<\/li>\n<\/ul>\n\n\n\n<p>This is where what Adam Grant or Malcolm Gladwell often stresses comes in:<br><strong>it's the patterns behind the behaviour that really teach us.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Identify the three most critical operational patterns<\/strong><\/h3>\n\n\n\n<p>Our experience has shown that the same three areas of the 80% give most of the tension in the organisations:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>feedback habits<\/li>\n\n\n\n<li>decision-making style<\/li>\n\n\n\n<li>patterns of responsibility<\/li>\n<\/ul>\n\n\n\n<p>They are the basic layer of culture.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Together with leaders, we build the vision of the desired operation<\/strong><\/h3>\n\n\n\n<p>This step is often unmissable.<br>Leaders are not only participants, but also shapers.<br>Here we often use coaching questions to help you get a clearer picture.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. Making change a part of everyday life<\/strong><\/h3>\n\n\n\n<p>Culture development is not training, it is practice:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>short, targeted meetings<\/li>\n\n\n\n<li>jointly defined new habits<\/li>\n\n\n\n<li>regular feedback loops<\/li>\n\n\n\n<li>support for executive presence<\/li>\n<\/ul>\n\n\n\n<p>This gives it durability.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>5. Tracking and correction<\/strong><\/h3>\n\n\n\n<p>Not one big project, but a continuous tuning.<br>No new pattern will set itself; support is crucial.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/coachlab.hu\/en\/blog\/category\/coaching-es-szervezetfejlesztes\/\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" width=\"180\" height=\"180\" src=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/cropped-CoachLab_Logo_180x180_favicon.png\" alt=\"Organisational development without organisational culture development is one-armed CoachLab Coach Lab\" class=\"wp-image-250248\" srcset=\"https:\/\/coachlab.hu\/wp-content\/uploads\/cropped-CoachLab_Logo_180x180_favicon.png 180w, https:\/\/coachlab.hu\/wp-content\/uploads\/cropped-CoachLab_Logo_180x180_favicon-12x12.png 12w, https:\/\/coachlab.hu\/wp-content\/uploads\/cropped-CoachLab_Logo_180x180_favicon-20x20.png 20w\" sizes=\"(max-width: 180px) 100vw, 180px\" \/><\/a><figcaption class=\"wp-element-caption\"><strong>Organisational development without organisational culture development is a one-armed game<\/strong><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What role does CoachLab Coaching Services play in this?<\/strong><\/h2>\n\n\n\n<p>The CoachLab team uses a two-threaded approach to development:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>organisational functioning<\/strong><\/li>\n\n\n\n<li><strong>culture and leadership patterns<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The two together give a lasting result.<br>We mention this for the second time: <em>based on our experience<\/em> development without culture rarely brings real renewal.<\/p>\n\n\n\n<p>If you are interested in a process that includes organisational culture development, you can find details here:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/coachlab.hu\/en\/organisational-development-coachlab\/\">https:\/\/coachlab.hu\/szervezetfejlesztes-coachlab\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/CoachLab.hu\/executive-coaching\/\" target=\"_blank\" rel=\"noopener\">https:\/\/CoachLab.hu\/executive-coaching\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/CoachLab.hu\/coaching-arak\/\" target=\"_blank\" rel=\"noopener\">https:\/\/CoachLab.hu\/coaching-arak\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/odlab.hu\" target=\"_blank\" rel=\"noopener\">https:\/\/ODLab.hu<\/a> - Organizational Development<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-medium-font-size has-custom-font-size wp-element-button\" href=\"#kapcsolat\"><strong>Let's work together<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why is organisational development one-armed without culture?<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"1535\" height=\"1022\" src=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/Szervezeti-kulturafejlesztes-nelkul-felkaru-a-szervezetfejlesztes-4623513-1.webp\" alt=\"Organisational development without organisational culture development is a one-armed game\" class=\"wp-image-261636\" srcset=\"https:\/\/CoachLab.hu\/wp-content\/uploads\/Szervezeti-kulturafejlesztes-nelkul-felkaru-a-szervezetfejlesztes-4623513-1.webp 1535w, https:\/\/CoachLab.hu\/wp-content\/uploads\/Szervezeti-kulturafejlesztes-nelkul-felkaru-a-szervezetfejlesztes-4623513-1-1280x852.webp 1280w, https:\/\/CoachLab.hu\/wp-content\/uploads\/Szervezeti-kulturafejlesztes-nelkul-felkaru-a-szervezetfejlesztes-4623513-1-980x652.webp 980w, https:\/\/CoachLab.hu\/wp-content\/uploads\/Szervezeti-kulturafejlesztes-nelkul-felkaru-a-szervezetfejlesztes-4623513-1-480x320.webp 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 1535px, 100vw\" \/><figcaption class=\"wp-element-caption\">Organisational development without organisational culture development is a one-armed game<\/figcaption><\/figure>\n\n\n\n<p>If all the processes in a development project are put in place, but the way managers and teams operate remains the same, then the change will not take root.<br>For a manager or HR manager, this is the biggest risk: the project looks successful, but the real work is not moving forward. A <em>organisational culture development<\/em> fills exactly this gap.<\/p>\n\n\n\n<p>Where culture is part of development:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>shorter lead times<\/li>\n\n\n\n<li>less resistance<\/li>\n\n\n\n<li>faster decision-making<\/li>\n\n\n\n<li>higher involvement<\/li>\n\n\n\n<li>more durable new operation<\/li>\n<\/ul>\n\n\n\n<p>Where it is not part of it, everything new is on shaky ground.<\/p>\n\n\n\n<p>CoachLab Coaching Services' practice is that lasting change starts where leaders are able to set a pattern in their own operations and teams feel safe to speak up, ask questions and make suggestions.<br>This is the essence of culture: a common pattern in everyday life.<\/p>\n\n\n\n<p>If you are looking for support, you can find details of our processes here:<br><a href=\"https:\/\/coachlab.hu\/en\/organisational-development-coachlab\/\">https:\/\/coachlab.hu\/szervezetfejlesztes-coachlab\/<\/a><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><a href=\"#kapcsolat\">Contact<\/a><\/strong><\/h2>\n\n\n\n<p><strong>If you want to find out which patterns in your organisation are holding back progress, schedule a short online consultation.<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><em><a href=\"#kapcsolat\">Contact us here<\/a> or the <a href=\"https:\/\/coachlab.hu\/en\/\" target=\"_blank\" rel=\"noreferrer noopener\">On the CoachLab homepage<\/a>:<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div class=\"faq-section\">\n  <h3>Frequently Asked Questions<\/h3>\n\n  <div class=\"faq-item\">\n    <h4>What is the essence of organisational culture development?<\/h4>\n    <p>Organisational culture development is the conscious shaping of operating patterns, leadership habits and teamwork. It is the basis for lasting change.<\/p>\n  <\/div>\n\n  <div class=\"faq-item\">\n    <h4>When should you integrate culture development into organisational development?<\/h4>\n    <p>If process improvement is not making a real difference, if teams are not actively engaged or if managers are following old patterns, then it is absolutely necessary.<\/p>\n  <\/div>\n\n  <div class=\"faq-item\">\n    <h4>Why can't organisational development work without culture?<\/h4>\n    <p>Because processes alone cannot sustain the new functioning. If behaviours, habits and decision-making patterns do not change, the new system will regress.<\/p>\n  <\/div>\n\n  <div class=\"faq-item\">\n    <h4>How does culture development start?<\/h4>\n    <p>Through interviews, observations and management discussions. These will be used to identify the key operational patterns that are the keys to change.<\/p>\n  <\/div>\n\n  <div class=\"faq-item\">\n    <h4>How does CoachLab Coaching Services help?<\/h4>\n    <p>The CoachLab team offers a development process that focuses on both the functioning of the organization and the shaping of culture, thus achieving more stable results. Furthermore, within the CoachLab group, ODLab (https:\/\/ODLab.hu) focuses exclusively on Organizational Development and Organizational Culture Development.<\/p>\n  <\/div>\n<\/div>\n<span class=\"et_bloom_bottom_trigger\"><\/span>","protected":false},"excerpt":{"rendered":"<p>Why can't organisational development work without touching culture in a sustainable way, and what are the signs that change is only apparent? We will show, through short, clear examples, how organisational culture development helps to ensure that improvements make a real difference.<\/p>","protected":false},"author":526,"featured_media":261636,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[331],"tags":[472,330,470],"class_list":["post-261617","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-szervezetfejlesztes","tag-od","tag-szervezetfejlesztes","tag-szervezeti-kultura-fejlesztese"],"_links":{"self":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/261617","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/users\/526"}],"replies":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/comments?post=261617"}],"version-history":[{"count":10,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/261617\/revisions"}],"predecessor-version":[{"id":261654,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/261617\/revisions\/261654"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/media\/261636"}],"wp:attachment":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/media?parent=261617"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/categories?post=261617"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/tags?post=261617"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}