A profound analysis and quality mark of your core business processes.

Best fit for

Companies ready to direct all their key processes toward doing Good.

Strengths

Clear baseline, actionable insights, credible label, practical support & continuous care.

How it works?

Step 1: Ultra-thorough analysis.
  • 1. Personal Interviews
    → not just numbers, but real conversations

 

  • 2. More than Surveys
    → insights beyond checkboxes

 

  • 3. Workplace Observation
    → seeing your company in action
Step 2: Insights,  Plan & Certificate. 
  • 1. Narrative Report
    → combining insights, strengths and growth opportunities

 

  • 2. Doing Good Works Certificate
    → handed over in person, not by mail

 

  • 3. Public Recognition
    → listed on Doing Good Works channels

 

Step 3: From insights to collective learning and action.

  • 1. 3-Year Access
    → to the peer-2-peer learning programme with the certified organizations

 

  • 2. Annual Review
    → revisiting drivers and actions each year

Our Frame of Reference: Timeless & Universal.

A Doing Good Works Company pursues  the seven universal virtues of a purposeful and effective community—not only in how leaders and employees think, but also in the skills they develop and the systems and processes they design.

 

FAITH
HOPE
LOVE
JUSTICE
COURAGE
WISDOM
MODESTY
CYNISM
FATALISM
INDIFFERENCE
PARTISANSHIP
COWARDICE
IGNORANCE
GREED

Our Definition of Doing Good Works.

To make ‘Doing Good’ tangible, we defined what it looks like across 35 key business processes. This sets the bar we measure against, and shows where we can grow together with your organization.

FAITH VS CYNISM
  • Vision and company goal
  • Leadership philosophy
  • Strategy and strategic process
  • Sales
  • Organisational structure
  • Change and agility
HOPE VS FATALISM
  • Balance between impact and profit
  • Talent development
  • Progress and innovation
  • Commitment, flexibility and work planning
LOVE VS INDIFFERENCE
  • View of humanity
  • View of organizations
  • Competition
  • Meeting hygiene
  • Cross-team collaboration and networking
  • Recruitment and onboarding
JUSTICE VS PARTISANSHIP
  • Responsibilities
  • Decision-making
  • Conflict resolution
  • Performance management
  • Remuneration & rewards
  • Dismissal policy
COURAGE VS COWARDICE
  • Setting objectives and goals
  • Feedback
  • Marketing
  • Environmental & social management
  • Crisis management
WISDOM VS IGNORANCE
  • Information sharing
  • Learning & development
  • Purchasing & investments • Governance
  • Shareholders
  • Board
MODESTY VS GREED
  • Quality versus speed
  • Planning & Budgeting
  • Priorities
  • Project Teams & Task Forces • Mood Management
  • Wellbeing and burnout prevention

Our Frame of Analysis: Four Dimensions of Performance

For each of the 35 business processes, we clearly identify which (1) beliefs and (2) skills your employees bring to the table, and how they experience the (3) culture and (4) daily operational context—systems, processes, and rituals.

This methodology is inspired by Ken Wilber’s Integral Theory. It emphasizes that all four quadrants are interconnected and influence each other. For lasting change toward a Doing Good Works Company, it is crucial to address all four quadrants, rather than focusing on just one or two.

For example, a more agile organizational structure (bottom right) will not be successful if it does not align with the existing culture (bottom left) or if individuals do not have the necessary skills (top right) or mindset (top left) to adapt to the change.

1. FUNDAMENTAL CONVICTIONS

How do employees feel about critical business issues? What beliefs guide their thinking, and what behaviors do they exhibit in practice?

2. SOCIAL CULTURE

What are the shared values, beliefs, cultural norms, customs, symbols, language, and unwritten rules—and do they reinforce or undermine the embodiment of each virtue?

3. OBSERVABLE BEHAVIOR

What skills do employees and their managers possess to embody the seven virtues in their daily work?

4. OPERATIONAL CONTEXT

What are the systems, processes, structures, and rituals that the organization offers to bring each virtue to life?

Practical information & investment

Engagement for 3 years

Because progress requires time.

  • 1 – 50 employees: € 5.000 per year
  • 51 – 100 employees: € 7.500 per year
  • 101 – 200 employees: € 10.000 per year
  • 201 – 300 employees: € 12.500 per year
  • 301 – 400 employees: € 15.000 per year
  • + 2.500 € per year per 100 extra employees.
Ready to measure your organization against the Good?