Collaboration across departments improved
Horizontal and vertical connection grew, making it easier for people to find each other and solve daily challenges.
Case
Helping Intratuin break down silos and strengthen leadership through one shared culture journey
Intratuin wanted to strengthen collaboration, trust, and leadership across the management team and line managers. Together with FranklinCovey, they built a co-created learning journey that helped leaders work across silos, speak one shared language, and turn culture into daily behavior.
Results
Trust became stronger
Leaders got to know and understand each other better, creating more openness and faster cooperation.
A shared leadership language took hold
Teams started using common concepts like the Time Matrix, Q1, and Q2 to talk about priorities and focus.
Leadership expectations became clearer
The management team and line managers created a culture statement to define what the desired culture should look like in practice.
About Intratuin
Intratuin stands for green. Since its founding in 1980, the organization has helped people live closer to nature by sharing expertise, inspiration, and ideas for inside and outside living. With stores across the Netherlands, Belgium, and Germany, Intratuin wants to make the world around us greener and contribute meaningfully to nature conservation.
Industry
Retail, Franchise Retail Chain
Employees
3,300+
Footprint
Netherlands, Belgium, and Germany
The Challenge
Intratuin’s management team faced several challenges at once. Departments were operating too much in silos, and the Covid period made it harder to build connection and synergy. At the same time, many new people had joined the organization, several major projects came under pressure, and Intratuin wanted to strengthen its HR policy and management development.
The organization needed more than a training program. It needed a way to strengthen culture, build trust, and create a shared leadership foundation across the management team and line managers.
Our Approach
The goal was clear: strengthen connection, culture, and leadership in a way that felt practical, shared, and relevant to Intratuin’s daily reality.
Co-create the journey with the business
Intratuin and FranklinCovey built the learning journey together. That co-creation mattered. The program was not dropped into the organization as a standard solution, but shaped around the challenges, ambitions, and leadership questions Intratuin was actually facing.
Build one shared foundation with the 7 Habits
The journey started with a joint kick-off for the management team and line managers based on The 7 Habits of Highly Effective People®. This created a common language for personal leadership, trust, proactivity, and prioritization.
Develop the management team and line managers in parallel
The management team continued with The 4 Essential Roles of Leadership®, while line managers developed through The 6 Critical Practices for Leading a Team™. This gave both groups practical tools for leading people, setting direction, building trust, and strengthening execution.
Turn culture into something leaders can practice
During the journey, participants created a culture statement describing the desired culture. This gave leaders a clear mirror: what do we say we stand for, and are we setting the right example in daily behavior?
The Results
Stronger horizontal and vertical connection
Departments became less isolated. Leaders started finding each other faster, which helped them solve daily challenges with more trust and less friction.
A shared language for focus and priorities
Concepts like the Time Matrix, Q1, and Q2 gave leaders a practical way to talk about urgency, long-term priorities, and where attention should go.
More awareness of personal leadership
Participants gained clearer insight into their own leadership behavior and received tools to keep developing it.
A culture statement that made expectations visible
The desired culture was translated into a shared statement. That gave leaders a practical mirror to check whether they were setting the right example.
Want to strengthen culture without losing daily momentum?
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