Turn strategy into the way people work.
Ludic Culture helps organizations shift behaviors, ways of working and employee experience at scale. We align leaders, engage employees, build capability and create the experiences, tools and feedback loops that turn strategic intent into everyday practice.
Culture at scale
Culture changes when everyday behavior changes.
New values, operating models and strategies only matter when they change how people lead, decide, collaborate and deliver. We design the conditions that help those changes take hold across complex organizations.
The challenge
Deciding to change is not the same as changing.
A leadership team can agree a new strategy, operating model or set of values in a room. The harder task is translating that intent across thousands of people, teams, markets and moments of work — while making the change relevant enough to be adopted and visible enough to be managed.
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Leadership alignment does not automatically cascade
People need context, not just the final message. When the reasoning and trade-offs disappear as a change moves through the organization, adoption becomes compliance rather than commitment.
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Old systems reinforce old behaviors
New language will not change culture if incentives, processes, tools and management habits continue to reward the old way of working.
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One shift has to work in many contexts
Global change has to remain coherent across functions, geographies, languages and levels while still making sense to people locally.
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You need to know what is changing
Attendance and completion tell you who participated. They do not tell you whether behaviors, decisions or business outcomes are moving.
From intention to behavior
Understand it. Shift it. Sustain it.
Understand it
Use diagnostics, interviews, crowdsourcing, data and open innovation to understand what the organization currently rewards, where the friction sits and where the desired behaviors already exist.
Shift it
Create experiences in which people help shape and practice the change — through design events, simulations, learning, campaigns, tools and collaborative working.
Sustain it
Reinforce the new behaviors through leaders, line managers, communities, nudges, recognition and real-time feedback so the change becomes part of how work gets done.
What we shift
Culture shows up everywhere work gets done.
Our culture work can focus on one specific challenge or connect several parts of the employee experience. What they have in common is the objective: turning strategic intent into behaviors, experiences and ways of working that people can understand, apply and sustain.
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Values and behaviors
Co-create, launch and embed values and behaviors through leadership alignment, employee participation, decision-making events, learning, communications and practical tools that show what the behaviors look like in action.
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Employee experience design
Design the moments, environments and interactions that shape how people experience the organization — from physical and digital workplaces to innovation hubs, collaboration spaces and the communications that connect them.
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Employee engagement
Create experiences that let people contribute to change rather than simply receive it, using live, virtual and hybrid events, collaboration tools, campaigns, games and interactive media.
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Digital culture and ways of working
Help people adapt to the behavioral and organizational changes that come with digital transformation — including new tools, operating models, decision-making practices and leadership behaviors.
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Future of work
Prepare leaders and teams for changing roles, skills and ways of working, and build the capability to adopt new tools and practices at pace.
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Customer experience design
Connect the customer experience to the culture that delivers it, helping teams design the behaviors, processes and interactions that create a more consistent experience for customers.
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Measurement and employee dashboards
Make progress visible through live data, diagnostics and dashboards that help people make decisions, track adoption and course-correct as the change moves through the organization.
Evidence
Culture change at organizational scale.
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Transformation
From leadership alignment to 3,000 employees
A multi-day design event established the future vision, solution design and transformation blueprint. Engagement, capability building and local cascade activity then carried the shift across the wider finance function.
- Employees reached
- 3,000
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Operating model
510 HR employees aligned around a new way of working
A gamified role-enablement experience, virtual workshops, blended learning and practical toolkits helped employees understand the new operating model, their role within it and how they needed to work differently.
- HR employees engaged globally
- 510
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Behaviors
10,000+ people learning through decisions
A simulation allowed employees to experience how their decisions affected client relationships, revenue, project morale and solution quality — while generating engagement and capability data at scale.
- Participants
- 10,000+
How we work
Align the shift. Activate it at scale. Embed it in the system.
Every engagement is different, but the work follows the same logic: create clarity around the change, involve the people who will make it real, then reinforce and measure the new behaviors until they become part of normal working life.
Align the shift
Create a shared understanding of what needs to change, why it matters and what success looks like.
- Diagnose the current culture and behaviors
- Align leaders around the future state
- Define priorities, outcomes and measures
- Design the roadmap and experience
Activate at scale
Turn the change into experiences people can participate in, practice and carry into their teams.
- Mobilize leaders and local change networks
- Deliver events, campaigns and learning
- Build tools, content and capability
- Use rapid, iterative design and feedback
Embed and evolve
Reinforce the change through the line, connect it to real work and use live feedback to course-correct.
- Support adoption of new ways of working
- Equip managers to reinforce the behaviors
- Track engagement, behavior and outcomes
- Sustain communities, nudges and communication
Where we can start
Start with the challenge, not the format.
Culture change can begin with a focused piece of work or become an end-to-end transformation program. We design the starting point around what the organization needs to understand, align or change.
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Future visioning blueprints
Create a clear, visual picture of the future that gives leaders and employees a shared language for the change and connects strategy to the journey ahead.
Download the blueprint about Future visioning blueprints -
Ludic Discovery Labs
Immersive working sessions that bring leaders and teams together to explore a challenge, surface new thinking and define practical next steps for transformation.
Explore Discovery Labs about Ludic Discovery Labs -
End-to-end culture change
Design and deliver a connected program of leadership alignment, engagement, learning, communications, tools and measurement to shift behavior across the organization.
Talk to us about culture change about End-to-end culture change
Where we apply it
Culture is part of every major transformation.
Whether the trigger is strategy, technology, structure or regulation, transformation ultimately depends on people changing how they think, decide and work. We apply the same culture-change principles across a range of business transformations, adapting the approach to the decisions, behaviors and capabilities each one requires.
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Digitally-enabled change management
Use digital collaboration, engagement and feedback to involve people throughout the change journey — from shaping the direction to adopting new ways of working. We help organizations:
- Connect distributed teams and stakeholders
- Crowdsource insight and ideas
- Co-design roadmaps and solutions
- Support role and talent planning
- Embed change through participation and feedback
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Digital transformation
Digital transformation succeeds when people change with the technology. We align teams around the vision, build the capabilities required and help the organization adopt new behaviors and ways of working at scale. This can include:
- Engaging the global workforce
- Co-creating solutions with the people who will use them
- Building digital capability
- Shifting mindsets and leadership behaviors
- Embedding new ways of working
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Strategy implementation
Turn strategic direction into the behaviors, decisions and capabilities required to deliver it. We combine engagement, communications, learning and practical tools so people understand both the strategy and their role in making it real. This can include:
- Engagement campaigns
- Multimedia communications
- Games and simulations
- Collaborative events
- Learning and capability building
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Large systems implementation
Technology implementation is also a people-change challenge. We help organizations connect system rollout with role clarity, capability building, communications and adoption so teams are ready to use the new system effectively from launch. This can include:
- Role-based learning and enablement
- Communications and multimedia
- Gamified learning and practice
- Leadership and team alignment
- Ongoing adoption support
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Shared service center implementation
Help leaders and teams understand, design and transition into a new shared-services model, with SmartLab supporting alignment, learning and engagement throughout implementation. We support organizations to:
- Clarify the role and purpose of the new model
- Align leaders and affected teams
- Build the required capabilities
- Prepare people for new roles and processes
- Reduce disruption during transition
- Establish sustainable new ways of working
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Shared service center optimization
Align leadership around the next stage of the shared-services strategy and help teams redesign the processes, roles and ways of working required to improve performance. This can include:
- Leadership alignment
- Process redesign
- New ways of working
- Business partnering capability
- Operating model development
- Consolidation of business operations
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Finance transformation
Finance transformation requires more than new systems and processes.
Working alongside finance experts, we combine transformation design, capability building, communications and engagement to help finance teams adopt new operating models, practices and ways of working while minimizing disruption to the wider business.
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Value stream optimization
Bring cross-functional teams together to understand how value flows through the organization, identify friction and redesign the way work gets done. Our collaboration, visualization and learning tools help teams:
- Map the current system
- Identify opportunities and constraints
- Co-design improved ways of working
- Align teams around the future model
- Build the capability required to sustain it
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ESG implementation
Turn ESG commitments into clear organizational actions, ownership and accountability. We support strategy, engagement and implementation programs that connect organization-wide goals with the commitments people and teams make in their everyday work. SmartPromises can support organizations to:
- Cascade commitments across the organization
- Track ownership and progress
- Measure outcomes
- Reinforce accountability
- Communicate goals and commitments
- Build employee ownership and alignment
One connected environment for culture change at scale.
SmartLab is Ludic’s digital experience platform for structured collaboration, learning and engagement. It gives a culture program one connected environment before, during and after key interventions — where people participate, learn, work together, access resources and contribute feedback.
SmartLab goes beyond providing a place to meet. It supports a facilitated process that can connect physical and virtual teams and help organizations shape strategy, engage people and build capability.
Experiences at scale
Run structured in-person, virtual and hybrid experiences across functions, regions and time zones — from focused leadership cohorts to large organizational populations.
Community and continuity
Keep people connected between interventions through teams, discussion, shared resources, activities and facilitator-led engagement.
Real-time insight
Use surveys, check-ins and participation data to understand what people are seeing, doing and struggling with while the change is still moving.
Dashboards for course correction
Bring key measures into a visible shared view so leaders can track progress, identify friction and adjust the program as it evolves.
The global shared service center implementation project was completed a year ahead of schedule and under budget. Thanks to Ludic's innovative approach and digital change platform it was a tremendous success with minimal disruption.
Recent work
All culture case studies-
Culture
Global Salesforce implementation
End-to-end change and enablement for a global platform rollout, from requirements to adoption
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Culture
Crowdsource values and behaviors
Accelerate a culture shift by engaging 120,000 people across an organization in defining a new set of globally-agreed values and behaviors
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Culture
Digital Awareness Hub
A compelling learning solution to enable a leading pharmaceutical organization to engage its workforce in making the shift to digital
What needs to change in the way your organization works?
Bring us the shift. We will help you align leaders, engage the people affected, build the capability and create the experiences, tools and feedback that turn it into everyday behavior.
Talk to us about a culture shift