Your culture is your real competitive advantage.
At NamanHR, we work with you to ensure your culture becomes your biggest business driver. Today and tomorrow.
Culture eats strategy for breakfast.
Attributed to Peter Ducker and popularized by Mark Fields, this sentence is as true today as it was when first spoken. It truly underscores the importance of culture in an organization.
But what is culture?
At NamanHR, we think of culture as…
“… the underlying beliefs, assumptions, values, and ways of interacting that contribute to the unique social and psychological environment of an organization. It’s a manifestation of what the organization believes in and the way it conducts itself. ”
Why should leaders and HR care about something as intangible as culture?
Can you really change an organization’s culture?
Of course, it takes time to alter how people think, feel, and behave. But, it is certainly possible to take concerted steps to move culture in the right direction. After all, cultures evolve over time – sometimes slipping backward, sometimes progressing – the best you can do is work with and within them, rather than fight them. What that means is to truly make an effort to:
Because that is exactly what Cultural Change is.
It’s a process through which an organization educates and encourages employees to adopt behaviours and mindsets that are consistent with its values and new goals.
At NamanHR, we’ve found that almost every enterprise that has attained peak performance across the world (Apple, Microsoft, Southwest Airlines, Tata Consulting, Google, Mahindra, Flipkart) got there by being ferociously focused on their culture. On what it currently is and how it needs change to push their aggressive growth plans.
The NamanHR Advantage
Our culture coaches look at your business and the organization holistically. Through exhaustive dialogue and collaboration with your internal change champions, we design empirical diagnostic assessments that are 100% bespoke to your unique culture.
In effect, we methodically:
At every stage, we work closely with your internal Change Agents. They serve as our torch-bearers and also enables us to monitor impact in real time. This means timely course correction and remedial measures.
A cultural change intervention can be specific to one area or a combination of areas, depending on the diagnosis and business goals. Accordingly, an intervention can last for over a couple of months to a couple of years.
Some common goals we’ve helped our clients achieve include:
Our Approach
-
Stage 1
Discovery
Understanding gaps, needs, and expectations; securing partnerships through Change Agents, Process Owners, or Steering Committee
-
Stage 2
Diagnosis
Evolving appropriate diagnostic tools for situation-scan and data collection; zooming in on areas of priority; creating a charter of actionable and outcomes
-
Stage 3
Delivery
Implementing actionable with Change Agents, regular monitoring, real-time course correction
-
Stage 4
Evaluation
Measuring progress and impact against desired goals and benchmarks
-
Stage 5
Institutionalizing
Creating strong mechanisms for sustaining desired changes and enabling smooth transition from consultant to client
FAQ
How do cultures change over time?
Cultures change as a result of leadership directives, external pressures, workforce demographics, and technological advancements. Change agents introduce new practices, role‐model behaviors, and reinforce desired values through communication, training, and recognition to gradually reshape norms.
Why pursue cultural change in an organization?
Pursuing cultural change helps organizations adapt to evolving environments, foster innovation, improve employee engagement, and reinforce values that drive performance. It enhances resilience, aligns behavior with strategic priorities, and supports long‐term transformation objectives.
How does HR facilitate culture change initiatives?
HR facilitates change through employee training, leadership coaching, feedback mechanisms, aligning incentives, and reinforcing behaviors that reflect the new culture.
Clients
