Future-oriented thinking within an organization

Euroclear Bank wanted to take an important step toward a new organizational culture that was more responsive to the changing needs of customers and employees. The challenges were:

• Drive a culture change that embeds collaboration, innovation and customer-centric thinking.
• Inspire employees and give them practical tools to apply new working methodologies.
• Apply external learning by drawing insights from organizations that are already successfully implementing agility and innovation.

The challenge was not only to make employees aware of this new mindset, but also to let them experience how it works and give them the necessary skills.

The #HORIZON learning program was structured in three phases:

1. Inspiration & exploration: We started with inspiration sessions and company visits to show employees how innovation and new ways of working are successfully implemented. The visits to the Corda Campus and the Nike distribution center offered insights into:
   • Flexible and agile work cultures.
   • Efficiency through automation and innovation.
   • Human-centered and collaborative work processes.
2. Hands-on learning: We facilitated interactive workshops and coaching moments in which employees worked concretely on new ways of working together and customer-oriented thinking. Themes such as agile working and design thinking took center stage.
3. Co-creation & action: During co-creation sessions, participants worked together on actions and ideas applicable within Euroclear Bank. Ambassadors were appointed to further disseminate and implement the insights within teams.

The combination of external inspiration, practical tools and internal co-creation made the process tangible and effective for all participants.

The #HORIZON learning journey brought Euroclear Bank the following concrete results:

• Inspiration from external best practices: Insights from visits to Corda Campus and Nike gave employees a clear picture of how innovation and flexibility are successfully applied.
• A customer-centric mindset: Teams learned to apply new methodologies, such as agile working and **design thinking**, to become more customer-centric and efficient.
• Concrete actions and support: The co-creation sessions resulted in initial actions and initiatives that contribute to a more agile organizational culture.

This process not only created awareness, but also laid the foundation for a sustainable culture change, supported by employees and ambassadors.

With the #HORIZON learning program, Euroclear Bank demonstrated its commitment to innovation and customer focus. By inspiring employees with external examples, such as Corda Campus and Nike, and actively involving them in shaping new ways of working, the foundation was laid for an agile and future-proof organization.

The Argonauts guided the process as facilitator and coach, with a strong focus on inspiration, hands-on learning and co-creation.