Preliminary conversation
Sixty minutes with founders and leadership on purpose and personal values, as the foundation for the workshop.
Values workshop for companies
Four hours to valuesyour team acts on when you are not in the room.
Most company values hang on a wall and nobody decides by them. In this workshop you develop three to five values your people actually use: in difficult decisions, in leadership situations and in the way you work together.
Twenty minutes, online, no sales pitch. You will know afterwards whether the workshop is worth it for you.
The real problem
Values cost nothing. Missing values do.
When nobody knows how decisions are made in your company, everyone decides by their own pattern. This rarely shows up straight away and still gets more expensive every month, in friction, in turnover and in bad hires that nobody corrects for two years.
13 %
of employees in Germany have quietly checked out. Only 10 percent feel strongly engaged.
Gallup Engagement Index Germany 2025
33,000 €
is the average cost when a single employee leaves, and up to two annual salaries in individual cases.
Turnover cost benchmarks
3 x
the annual salary is what one wrong hire at leadership level costs, direct and indirect costs combined.
German Association of Management ConsultantsWithout lived values
- Every difficult decision ends up back on the leadership desk.
- Conflicts revolve around people instead of issues.
- New joiners need months to understand how work really happens here.
- The culture rests on the founders alone and does not scale.
With lived values
- Your team decides the way you would, even when you are not in the room.
- Feedback is measured against a shared standard instead of personal sympathy.
- Onboarding gets shorter, because behaviour can be described.
- The culture carries itself and grows with the company.
How it works
We do not invent values. We surface the ones already there.
Values invented by a management team on a whiteboard are values nobody follows. Values your own people name, they recognise immediately. The whole process is built around that.
- 01Preliminary conversation with founders and leadershipBefore the workshop we clarify your purpose, meaning why your company exists, and your personal values. These shape the company more strongly than any mission statement, which is why we start there.60 minutes, upfront
- 02The treasure huntThe group first works in silence, guided by eight questions that connect to memories and images instead of management language. What ends up on the table is a large set of genuine words.In the workshop
- 03Clustering and two hard filtersThe words are grouped into clusters and run through two filters: are we truly like this already, and does this value give us strength for what lies ahead? Whatever fails both, goes.In the workshop
- 04PrioritisationThe clusters turn into a ranking. What remains are three to five values the group carries together, instead of a list that means everything and nothing.In the workshop
- 05The personal commitmentEach value is written as a sentence in the first person. The word responsibility becomes a sentence everyone can immediately tell whether they can sign. That is what makes values usable day to day.In the workshop
Why on site only
Three reasons why I do not run this workshop online.
- 01Resonance in the groupThe treasure hunt works with memories, images and feelings. Whether a word carries in the room shows in glances, agreement and hesitation. Most of those signals are lost in a grid of video tiles.
- 02Shared material in the roomDuring clustering, every word is visible on the wall at the same time. The group moves, sorts and removes words together. Digital boards imitate this and lose the pace and the participation of everyone.
- 03Four hours without side tasksOnline, the inbox stays open and the next meeting stays in view. On site the group is genuinely out of daily business, and that is the condition for speaking honestly about your own company.
My base is Hamburg and I work throughout Germany. You provide the room, I bring the material. Travel costs are agreed in advance.
What you get
A result you can use next Monday.
The workshop
Four hours, facilitated, with a fixed group of four to eight people from your company. On site only.
Your values document
Three to five values, each written as a personal commitment and explained. Ready to use in onboarding, leadership and communication.
If you want to go further
Embedding over 90 days
For companies where the values should not only exist but land in leadership, hiring conversations and everyday work, there is a continuation: a check-in after 30 days, a leadership guide for difficult situations, a selection framework based on talent, experience and values fit, plus individual sessions for your leaders. We discuss that once the foundation is in place.
The investment
What it costs, and what to measure it against.
I name the price in the values check, once I know how large your group is and where you are based. Any number before that would be a guess.
For comparison, before you think about the price.
A single wrong hire at leadership level costs up to three times the annual salary, according to the German Association of Management Consultants. At an annual salary of 80,000 euros that is up to 240,000 euros, for a decision nobody made wrong on purpose.
The workshop costs a fraction of that. It pays for itself the moment you avoid one single decision of that kind.
The outcome guarantee
If at the end of the workshop day you do not have three to five values that the group carries together and can apply in daily work, I will not invoice the workshop. You keep all documents and results.
I can make that promise because I know the format and because the values we are looking for already exist in your company. My job is to make them visible and usable.
Who facilitates this
Thorben Schütt
I have been managing director of BGM³ GmbH since 2017 and have been working with leaders in individual and group coaching since 2020. I know both sides of the table: the responsibility of running a company, and the work on values, goals and identity as a coach.
- Managing director of BGM³ GmbH since 2017
- NLP Practitioner, NLP Master and NLP HypnoCoach
- More than 100 leaders accompanied in individual and group coaching
- Host of the Leadership Forum, peer group coaching for leaders
- Ran the values process in my own company, not only facilitated it for others
Honestly
Who this is not for.
I would rather decline beforehand than deliver something nobody uses:
- When leadership does not take part and delegates the values instead.
- When it is already decided which values should come out.
- When the goal is a pleasant team event rather than behaviour in daily work.
- When nobody afterwards is willing to draw consequences from the values.
Frequently asked
What leadership and HR want to know beforehand.
Often yes, especially when nobody uses the existing values in daily work. We run them through the same two filters and rewrite them as personal commitments. Usually two of the existing values stay, two are dropped and one new one appears that nobody had said out loud before.
Founders or leadership in any case, plus a fixed group that covers different areas and levels of experience. Four to eight people work best, more than that breaks the time frame of the format. We define the group together in the preliminary conversation.
The process is deliberately tight, because the values already exist in your company. We search for them instead of inventing them. A longer format usually produces more discussion rather than more result. The real work starts afterwards, in daily business.
No, deliberately not. The format depends on the dynamic in the room. The three reasons are described above. Travel costs are agreed transparently in advance.
You receive your values document with the personal commitments. If you want to embed the values more deeply, there is a continuation over 90 days with a check-in, a leadership guide and a selection framework for hiring conversations. You decide that once the foundation is in place.
In many companies yes, either from the leadership development budget or from organisational development. You receive an invoice with a clearly stated service that fits into both budgets.
Your next step
Twenty minutes that make the decision easy.
In the values check we look at your situation and I tell you honestly whether the workshop will change something for you, or whether your current topic is a different one.
Free · Online · No sales pitch