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Eleven generations, one reinvented organisation
"Talkspirit lets every employee fully reveal their talents. Skilled in several areas? They can take on different roles without being locked into a job description. This flexibility strengthens the agility that's essential in today's complex world." — Karl Teufl, Talkspirit Guru, Welser Profile
Eleven generations, one reinvented organisation
Eleven generations working steel
Welser Profile has worked steel for eleven generations. Founded in 1664 as a pan forge, the family business took a decisive turn in 1960 by moving into rolled profiles. Today it's globally recognised as a specialist in developing and manufacturing steel profiles — 24,500 cross-sections in its catalogue.
Its purpose guides everything else: "Passionate people create opportunities for generations to come."
Breaking silos without breaking production
Five years ago, every department moved on its own. In 2018, Welser decided to reinvent its culture: more trust, more collaboration, empowered teams around a shared purpose.
Siloed work
Teams lacked a common framework to guide their actions and align their efforts toward collective goals.
Siloed work
Teams lacked a common framework to guide their actions and align their efforts toward collective goals.
Siloed work
Teams lacked a common framework to guide their actions and align their efforts toward collective goals.
A hybrid model, deployed step by step
Why Talkspirit: an intuitive interface to evolve governance, an all-in-one governance + collaboration tool compatible with multiple methodologies, and a responsive team.
The starting point
Defining the purpose, then choosing a hybrid model inspired by Holacracy to strengthen agility and autonomy. Talkspirit is chosen to anchor it.
The pilot test
Rollout starts with the Finance department, for one year. An early success, before expanding further.
Progressive rollout
Expansion department by department. 800 users today, with a goal of read-only access for 2,000+ employees. The company creates its "Welser Organisational System," combining Holacracy with traditional structures.
How it's used
The dynamic org chart to visualise and update roles, meetings to synchronise teams. Coming next: the Projects and OKR modules. A "Talkspirit Guru" role and a knowledge base (tutorials, FAQ) let everyone self-train.
A more agile, more collaborative organisation
What the cultural transformation, powered by Talkspirit, changed.
One purpose, one shared goal
All teams work around a shared purpose and a single goal shared across every circle.
All teams work around a shared purpose and a single goal shared across every circle.
Departments solve problems together
With mutual trust established, teams tackle client issues together instead of passing the buck.
With mutual trust established, teams tackle client issues together instead of passing the buck.
More autonomous employees
Role-based structure strengthened the sense of ownership. Everyone, across every circle, suggests ideas to evolve their roles.
Role-based structure strengthened the sense of ownership. Everyone, across every circle, suggests ideas to evolve their roles.
Beyond the job description
Everyone takes on different roles based on their skills and evolves them in an agile way — an asset in a VUCA world.
Everyone takes on different roles based on their skills and evolves them in an agile way — an asset in a VUCA world.
We showed the auditors what we were already doing every day in Talkspirit. Living governance wasn't a side project: it was built into the way we work.
Thanks to the organisational map built in Talkspirit, everyone knows who does what and what their responsibilities are. This transparency helps each person better understand the direction the company is taking, and lets us align our efforts to fulfil our purpose.
Talkspirit played a key role in clarifying roles, responsibilities and cross-team collaboration within our hierarchical organisation. [...] The tool has also transformed the way we run our meetings. In the past, our meetings were often unproductive. Today, they are better structured, roles are clearly defined and decision-making is far more efficient.
Having a strong intention to change wasn't enough. We needed a tool capable of supporting the practical workings of this new organisational approach.
Organisational clarity and agility allow everyone to fully apply their skills and reach their full potential. It gives people wings. And every organisation needs that.
Adopting Holacracy has helped us gain autonomy and clarity. Employees know what's expected of them, so they can make decisions without constantly seeking everyone's approval. [...] The result: our trust index now stands at 89 out of 100!
In the past, we would have managed with emails, but the documents would have ended up scattered all over the place. With Talkspirit, we share files directly in an organised, structured and centralised way. The latest updates are gathered in a single place, so we can discuss them in real time and act as quickly as possible.
Talkspirit brings us closer to our teams, fuels collective intelligence and makes day-to-day information sharing far smoother.
Pooling our strengths makes each of us stronger. Within our network of SMEs, Talkspirit is an essential driver of transformation and agility.
Talkspirit allows every employee to fully unlock their talents. If someone has skills in several areas, they can take on different roles without being boxed into a single job description. This flexibility in roles also strengthens our agility — an essential asset in today's VUCA world (Volatile, Uncertain, Complex, Ambiguous).
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