Development and Implementation of Organizational Values

We help implement cultural changes and introduce new values

What primarily distinguishes successful organizations from others is their culture. Unfortunately, the existing culture and values often do not support the strategy; values are merely declarative or lack connection to daily work. How can such typical mistakes be avoided, and how to create an organization that operates based on values?

Our Competence and Approach

We have over 10+ years of experience advising more than 50 organizations on achieving cultural changes and implementing new values. By using tested methods and tools, we involve the entire organization in this process, ensuring management commitment, meaningful dialogue, and lasting change in people’s behavior.

We use various dialogue methods to raise employees’ awareness of values and to generate the necessary motivation to timely discover and resolve value dilemmas within the organization.

We have assisted leading organizations on the topic of values

Main Steps in Implementing Values

STEP 1 – ASSESSMENT AND CREATION

Defining important behaviors and organizational values

Assessing the organization’s current value principles and functioning culture.
Formulating organizational values necessary for realizing the organization’s vision, mission, and strategy.

STEP 2 – COMMUNICATION

Awareness and acceptance of values

Understanding, accepting, and implementing values at all levels of the organization.
Combining various methods and dialogue formats that support the implementation of the company’s values.

STEP 3 – IMPLEMENTATION AND EMBEDDING

Aligning values and practice

Making interim summaries and planning follow-up activities to integrate values into daily activities, strategy, and objectives.
Adjusting existing structures, processes, and practices; continuing the dialogue about values.

Tools We Use

Dialogue Card

The Dialogue Card game helps engage different levels of the organization in discussions on how to implement changes, new values, behavioral habits, and strategy into employees’ daily work. Through effective dialogue, connection and understanding are created, which is the key to successful change. This format has worked successfully in over 50 organizations in the Baltics, both large and small, in the public and private sectors.

Values Game

A playful format that allows people to have a dialogue about organizational values, helping them better understand and develop organizational culture. It is a board game designed for organizations that connects employees’ values with daily activities and choices. Through a playful approach, people gain a better understanding of what’s behind each value and how to apply values in practice.

Typical Problem Situations in Implementing Values and the Consequences of Leaving Them Unresolved

PROBLEMS

CONSEQUENCES IF LEFT UNRESOLVED

Formulated values not linked to strategy

Little or no impact on activities and results
Hard or impossible to generate commitment

Behavioral descriptions of values are missing or declarative

The content of values is not understandable
Daily situations cannot be interpreted and evaluated through the prism of values

Content and meaning of values not linked to daily work

Values remain abstract for employees who do not understand what is expected of them and how to meet expectations
Low motivation to change one’s behavior

Leaders are not carriers of values and drivers of implementation

Double standards, loss of trust, ignorance
Talents become disappointed and leave

Insufficient metrics and recognition and support system

Unable to assess or provide feedback on the actions of managers and employees, making it impossible to suggest developments
Value-based approach does not improve

What Have Clients Said?

Alexela Values Day

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“My first encounter with Change Partners was during the creation of Nordea Bank’s values in 2010. I believe it was one of the most successful value implementation projects in Estonia and certainly the most successful at Nordea. Based on this experience, I chose Change Partners to assist with the values project implementation at Alexela, and as before, the project execution, management, and implementation were excellent. I would like to thank Mati and Ekke for their fantastic contribution and warmly recommend them.”

Andreas Laane

CEO (2015-2021)

Consultants

Mati Sööt

Mati has 25 years of experience as a management expert and consultant, trainer, and coach in the Baltic States and beyond. He has advised many leading organizations in both the private and public sectors.

Liis Paemurru

Liis is a practitioner with over 10 years of experience in the human resources field, organizational psychology, and leading changes. She is a certified change management consultant and trainer, helping both private and public sector organizations to successfully implement changes.

Maarika Lember

Maarika is a practitioner in HR management, driven by the desire to support the development of people and organizations and to see real results. Over more than 20 years, she has worked both as a consultant supporting teams in various companies and as an HR manager.

Ekke Sööt

Ekke is one of Estonia's leading experts in implementing changes, having worked with more than 100 organizations. He assists in planning and executing changes in organizational culture, implementing new strategies, processes, and IT systems.