At first the existing culture was analyzed by means of a structured questionnaire as well as the evaluation of already existing culture data (employee survey, Great Place to work, etc.) in order to describe the gap between the ACTUAL and the TARGET culture and to derive precisely fitting measures for the development of the culture. Research and documentation of best practice examples for New Work transformations around ten key factors of culture (e.g. purpose, collaboration, values, trust). Workshops with the board with the documentation of the results and commitment to prioritize culture development as a pillar alongside strategy and innovation. Implementation of specific change measures with the internal transformation team.