Many companies today don’t settle with only satisfied customers. More and more companies strive for generating promoters that tell the world about their brand. As a burning tribe is not build through ppts and bureaucratic leadership, you need to evoke emotions and let people make front line decisions – guided by vision and values. In order to do so and move beyond merely satisfied customers, you need employees with passion.

Wildfire provides a platform that enables companies to interact with their employees, to implement values and to build a strong culture. By taking part of dilemmas when values are being challenged, sharing inspiration and listening to stories from co-workers – employees get fired-up and receive a more clear understanding of expectations in critical situations.

Many organizations have values in terms of words like respect, customer focus and engagement. What do these words mean? If you take 1000 employees, put them on a field and ask them if they have respe...
Many companies today don’t settle with only satisfied customers. More and more companies strive for generating promoters that tell the world about their brand. As a burning tribe is not build through ppts and bureaucratic leadership, you need to evoke emotions and let people make front line decisions – guided by vision and values. In order to do so and move beyond merely satisfied customers, you need employees with passion.

Wildfire provides a platform that enables companies to interact with their employees, to implement values and to build a strong culture. By taking part of dilemmas when values are being challenged, sharing inspiration and listening to stories from co-workers – employees get fired-up and receive a more clear understanding of expectations in critical situations.

Many organizations have values in terms of words like respect, customer focus and engagement. What do these words mean? If you take 1000 employees, put them on a field and ask them if they have respect, everyone will raise their hands. Probably even Idi Amin would, since we all interpret these words differently. When values are kept general it’s easy for everyone to agree. So, in order to make employees act similarly in critical situations, we need to exemplify and build culture with stories.

People often like to talk about when their job gets tuff. That’s why critical situations can help people connect values to behaviors. We identify the critical situations when values are challenged and let employees answer to dilemmas. We create areas for discussions and let employees get inspiration from other colleagues via films. This way, we reach little impact over time, allowing people to reflect and change their behavior.

Our platform is tailored to fit organizations with little or no time for meetings. We have a way to communicate directly to employees’ emails or private phones. It is playful, challenging and effective!

Organizations typically work with a program (dilemmas, movies and forums) for 6 months, take a break for 6 months and then they work for 6 more months. This way a program can be a continuous work with an organization for many years.
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Filip Cederholm

Thank you for a very inspiring seminar, I really like how you work on implementing values so they build the company to a strong unit. I look forward learn more from your new way of thinking.

Thanks again, Filip