Slow Culture

Many think that culture is just one aspect of the game. But as soon as we let ourselves see how deep culture is set in everything we do 4-6-8 hours a day in the name of „work”, we realize that it is THE GAME.  

Organizational culture is the sum of values and rituals which serve as 'glue' to integrate the members of the organization
Richard Perrin

What is slow company culture?

Slow company culture is often described as the opposite of performance and comparison culture. Performance culture is characterized by a focus on productivity, efficiency, and meeting targets, and often involves a high level of competition and pressure to succeed. Comparison culture is characterized by a focus on comparing oneself to others, often in the form of competition or ranking.

In contrast, slow company culture is characterized by a focus on sustainability, balance, and well-being. This type of culture values quality over quantity, and encourages employees to take the time needed to do their work well and to care for their own well-being. In a slow company culture, there may be a greater emphasis on collaboration and teamwork and a more relaxed and flexible approach to work.

Words to describe slow company culture include:

  • Human-centered
  • Collaborative
  • Balanced
  • Sustainable
  • Quality-focused
  • Well-being-oriented

Building slow cultures around the globe

We believe that by going further than one-day conflict training, by providing long-run presence, establishing soulful rituals, and providing programs and coaching to all members of the company,- we are able to create a slower company culture.

You can expect from us

Do, assess, redesign

We have a strong foundation in the principles and practices of organizational development and training. This includes knowledge of adult learning principles, instructional design, and assessment methods.


As organizational trainers, we are able to communicate complex ideas and concepts in a clear and concise manner and are able to adapt our message to suit different audiences and learning styles.

Excellent facilitation skills

A good organizational trainer should be able to facilitate learning and discussion in a way that is engaging, interactive, and inclusive.

Creativity and flexibility

Thinking on our feet and being open to adapting our approach to suit the needs of the group or organization is a no-brainer.

A focus on results and impact

HR managers and leaders are looking for trainers who can demonstrate the results and impact of their work, and be able to measure the effectiveness of their training programs. We do just that.

Scroll to Top