The Katzenbach Center

Welcome to our Katzenbach Center site.

The Katzenbach Center at PwC’s Strategy& 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.

Latest publications

Our experts are located across all major geographies. Have a look to see who is the best contact in your area.

10 Principles of Organizational Culture
Companies can tap their natural advantage when they focus on changing a few important behaviors, enlist informal leaders, and harness the power of employees’ emotions.
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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.
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How the practices of "pride builders" can help you develop a high-performance culture.
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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.

Our thought leadership

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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.
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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.
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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.
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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!
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As companies evolve away from traditional hierarchies, a major cultural shift is required.