New Culture

The New Culture transforms a company into a shared project based on trust, as we see a company like a rowing boat, in which everyone is rowing together in the same direction. The New Culture encompasses 8 key principles:

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1. Inspirational purpose

It is key to define why we do what we do, to share the direction in which we are heading and to row together in the same direction. An inspirational and shared purpose (in line with each person's individual purpose) gives meaning to our everyday work, stimulates commitment and a sense of belonging, strengthens motivation and offers the best version of each person.

2. Trust

It is the key that changes everything, making everything else much easier. It is people’s choice and it cannot be imposed and can only be gained by being worthy of their trust. It is built slowly and steadily over time. It integrates the person's confidence in themself, in others and in the organisation. Building trust requires focusing on the other person, developing collaborative relationships and thinking about the long term.

3. Shared values

Values play an essential role in every company by establishing how things should be done, guiding people's work and helping them make the right decisions, advancing together in its purpose and objectives. Shared values have a direct impact on motivation and commitment, constituting an important element in talent attraction and loyalty. They are also valuable in gaining new customers, who may be attracted by common values or values that inspire them.

4. People's Well-being

The new culture puts people at the centre of the organisation, guaranteeing the sustainability of the business project. Investing in people's well-being is not only good in itself, but there is growing evidence that devoting time and resources to people's health and well-being also has important benefits for the company. Cost savings from fewer stress- and fatigue-related illnesses, better professional performance, a good brand image that facilitates the attraction and retaining of talent or greater loyalty to the company are some examples. Focusing on people means attending to their material and emotional needs, asking them how they feel, looking after their physical and mental health, encouraging the development of their individual abilities and creating working environments in which people can reach their full potential.

5. Transformational leadership

Implementing the New Culture requires a conscious and facilitating leadership focused on people and relationships, able to create by example safe and trusted spaces where it is possible to share different ideas, tackle difficult conversations or explore new things without fear of failure. In these environments, people take risks, are more creative and collaborate in the search for integrated and innovative solutions that increase the company's performance and its ability to respond to changing environments (adaptability).

6. Transparent Information

The best information is truthful, sincere, clear, concise, coherent, simple and understandable by all those to whom it is addressed. It is key to define what information each person requires at any given time in order to build trust and encourage individual responsibility. Transparency is also fundamental in generating innovation and facilitating growth, giving teams the information they need to make decisions with more autonomy. We also need to provide transparent information to build trust with customers, suppliers and other stakeholders.

7. Effective Communication

Good internal communication is essential in order to achieve objectives and act in accordance with the company's fundamental values. With effective communication it is possible to improve organisational processes, remove barriers, generate relevant information and make better decisions. For communication to be effective it is essential to learn to work in different internal and external communication channels, to develop active listening, to ask people what they want or need to know and to focus on authentic and sincere communication.

8. Participation in management and/or Results

Participation in management encourages creativity, decision-making and commitment. An environment of freedom, responsibility and autonomy helps the company to be truly participative, although it must build its own rules of the game since there is no unique general model. Investing in people's participation in the company's results once the rest of the principles have been addressed is an initiative increasingly used to improve their motivation and commitment, in turn generating greater performance and competitiveness. If the company gains, everyone else must gain too, since everyone contributes, for which there are a wide variety of formulas linked to different indicators of the company's evolution.