Our models
The cornerstones of our approach are our models, developed by Fons Trompenaars, Charles Hampden-Turner and Peter Woolliams. An outstanding intellectual property supported by over 30 years of research that makes our approach uniquely effective
Abordarea 4R
“While most organization focus on recognizing cultural differences only (stereotypes), we try to help taking advantage of those differences.”
7 Dimensions
of Culture
“If you can’t measure something,
you can’t control it”
4 Corporate Cultures
“Organizational culture is the end result of competing values fighting for preference”
Gândirea la dileme
“All people face the same dilemmas. It’s the culture that half kills you."
The
7 dimensions of culture
Developed in the 80s by Fons Trompenaars și Charles Hampden-Turner and continually innovating through rigourous up to date research, the 7D is one of the most well reputed models to understand cultural differences
Human Relationships
Those which arise from our relationships with other people
Timp
Those which come from the passage of time
Environment
Those which relate to the environment
Dr. Fons Trompenaars
Gândirea dilematică
Reconcilierea dilemei este metodologia care stă la baza a tot ceea ce facem. Aceasta implică o schimbare de mentalitate, care poate părea puțin contra-intuitivă pentru oamenii occidentali, obișnuiți de obicei cu modelele bipolare.
Our “best of both” approach combines the opposites with "AND".
Principalele beneficii ale reconcilierii dilemelor sunt găsirea principalelor blocaje de performanță prin adresarea întrebărilor corecte, rezolvarea mai precisă a problemelor și soluții inovatoare superioare care funcționează în toate culturile.
4 Organizational Cultures
Over the years, we found out that every organization has a preferred way of operating across cultures, influenced by two main parameters, summarized in the following questions: Is the focus of what we do more on tasks or people? Do we operate in a more egalitarian or hierarchical way? This enables us to define four categorical types of corporate culture. Each of these types of corporate culture is an “ideal type”: it cannot be found 100% in practice, but it shows the preference that one has and gives us guidance on how we think and learn, how we change, and how we motivate, reward, and resolve conflicts.
