The Katzenbach Center
Welcome to our Katzenbach Center site.
The Katzenbach Center is a center of excellence in the areas of organizational culture, leadership, informal organization and motivation. We develop leading-edge foresight in these areas by working across multiple industries, geographies and client situations, developing and deploying hands-on tools and methodologies to deliver the highest level of service to our clients.
Our experts are located across all major geographies. Have a look to see who is the best contact in your area.
Aetna’s CEO talks about the disruption affecting his industry, the resulting impact on cultural evolution, and why he just raised the wages of his company’s lowest-earning employees.
How the practices of "pride builders" can help you develop a high-performance culture.
These time-honored tools and techniques can help companies transform quickly.
DeAnne Aguirre, senior partner with Strategy& and global leader of the Katzenbach Center of innovation for culture and leadership, discusses techniques that can help companies transform quickly and effectively.
Culture is not only critical to business success, but also plays a pivotal role in effective, lasting change efforts – according to findings from our 2013 culture and change management survey. However, results also indicate a disparity between the way culture is seen and the way it is treated.
Our thought leadership
Companies with the most effective culture seek out and continually reinforce so-called keystone habits. Companies that recognize and encourage such habits stand to build cultures with influence that goes beyond employee engagement and directly boosts performance.
GCC business leaders seeking to compete with best-in-class companies abroad should rigorously harness the emotional energy of their organizational culture. Using elements of their current cultures, they can alter critical behaviors.
Company culture changes very slowly, so efforts to do an about-face are inevitably a waste of time and energy: Organizations either declare victory prematurely or, in frustration, abandon the attempt.
To create the kind of cultural impact that enables, energizes, and engages employees, a CEO must own the role as cultural leader. It’s a job that starts on Day One and lasts until the final day in office. But, considering everything else on a CEO’s plate, the temptation to delegate is immense!
As companies evolve away from traditional hierarchies, a major cultural shift is required.