The management of a medium sized business perceived the interpersonal behaviour of a head of department as problematic, and the service provision of his department as inadequate. seecon developed a new strategy for future working relationships in this department, by identifying the organisational culture and bringing the objectives for change into line with this culture. Central to this consultation process was the technique of “Appreciative Enquiry”: The first step was to raise awareness of the organisation’s policies, standards, ideologies, conduct guidelines and thought patterns. The second step was to identify the strengths of the particular department and to define areas of tension. Following this, management determined the desired direction of development and defined objectives for change together with the head of department. These objectives were achieved, because they were developed in harmony with the culture of the organisation concerned.