MISSION
In 2019 when the new gambling law took into effect on Swedish market, the gambling industry had to change and adapt to a new set of rules. The new gambling rules along with more competition from smaller and more agile companies made Svenska Spel initiate a new strategy alongside a new internal culture to be able to keep their leading position on the market.
SOLUTION
For the 2019 conference Svenska Spel gathered all of their employees, including Casino, for a conference at Clarion Arlanda in Stockholm with the mission to help them understand:
– WHY there need to be a transition in the corporate culture
– WHERE the company is heading at
– WHAT the meaning of the new culture is and HOW it should be implemented in the day-to-day work
– With brains and heart accept the new culture and start ACTING according to it
The half-day-conference agenda was built to keep a high level of engagement, interest and activity for the group where the challenge was to get a clear message through to the group in the different blocks while also keeping the energy throughout the afternoon. The event was in the form of a talkshow led by an internal moderator and a live band to get away from the regular slide-presentations.
The day started with an empowering intro from the CEO Patrik Hofbauer, looking back at the challenges they have encountered during the year and anchoring why the strategy is important. With the strategy introduced, the rest of the day focused on the different parts of the culture. Using the management team as messengers, each part of the culture (4 in total) got it’s time in the spotlight – each block starting with a description of what the definition is, why it is important for the onwards success and how it is implemented in the daily work. Each session also highlighting specific success cases from the organization already aligning to the new culture. Each block was boosted with different interactive sessions; dialogue with the external speaker Linda Hammarstrand who is an expert on building culture, dramatized situations with Stockholms Improvisationsteater where the audience controlled the outcome of scenarios, live quiz with an interactive tool where the audience could put their knowledge to the test. Between each of these blocks the moderator led energizing break activities to keep the energy up. The program was concluded with a session where the audience could reflect on what they will change when coming back to work after the conference to support the transition of the culture.
RESULT
The result was a dynamic and high paced event with lots of interaction. Giving the employees tools to implement the strategy and energy for the journey ahead. Surveys conducted after the event showed that the conference was highly appreciated and seven weeks after the event there was a clear difference in the attitude towards the new culture showing that:
– 84% understood WHY there needs to be a transition
– 74% felt they know HOW they need to change to align with the culture
– 88% stated that they are now doing something to ACT according to the new culture
