Anchoring culture, collaboration, and leadership in behavior
You work in an organization where much is already in place. The structure, the processes, the strategy: they’re all there. But you sense the acceleration is missing. Despite engaged teams, good intentions, and well-designed programs, progress stalls in practice. Topics like culture, collaboration, and leadership keep resurfacing, but remain hard to anchor. Movement seems to evaporate as soon as attention shifts.
It doesn’t have to be this way. DURVT helps reveal what otherwise remains invisible: how team behavior determines what does or doesn’t succeed. Not another program, intervention, or external project, but a light weekly rhythm that makes behavior in teams visible, discussable, and actionable, right in the flow of work.
How it is today
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The strategic HR agenda is clear, but it doesn’t come to life in daily work.
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Culture and collaboration remain recurring themes, without lasting breakthroughs.
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External programs create temporary effect, but fail to anchor within the organization.
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Teams feel engaged, but alignment is fragile and energy quickly drains away.
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Leadership is well-intentioned and capable, but struggles to spark a truly collective movement.
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HR is often the driving force, but it feels like constant pulling: the system doesn’t respond on its own.
What’s possible
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Behavior that is tangibly and strategically linked to cultural and organizational ambitions.
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Teams that learn to reflect and adjust on their own, without dependency on HR or external support.
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Behavioral data as a basis for monitoring and steering at the organizational level.
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Less noise and reactive behavior, more rhythm and shared responsibility.
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An organization where change doesn’t come from outside, but grows from within.
How it works
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A weekly structure for reflecting on behavior in the flow of daily work (15 minutes).
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A behavioral dashboard: real-time insight into the development of team behavior and culture at the organizational level.
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Teams working with their own mirror: continuous, tangible, and measurable insight into team behavior.
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Concrete reflection prompts supported by instructions and triggers: light, low-threshold, and self-directed.
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No dependency on external facilitation: teams build their own steering capacity.
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A scalable model that contributes to organizational learning and adaptive capacity.
What it delivers
An organization where people learn together, show ownership, and grow. You’ll notice that culture development is no longer an “extra,” but part of the work itself. That builds confidence and space, because movement doesn’t just depend on HR anymore: it emerges within the teams. This creates equality in leadership: HR as a true strategic partner, not just a “fixer.” And the satisfaction of continuous impact without external dependency.
“HR has a grip on culture and collaboration – with data we can take seriously.”
As HR, we often found ourselves between feelings and policy. We knew that behavior makes the difference, but had no measurable insights to steer on. With DURVT, we can now see where things are stuck at the organizational level and per team. Managers appreciate that, because they no longer have to rely on assumptions. We now combine soft skills with hard data. And that gives HR a stronger role in strategic issues. - HR Business Partner (tech company)