At Naman, we work with you to ensure your culture becomes your biggest business driver. Today and tomorrow.
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 organisation.
At Naman, 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 organisation. It’s a manifestation of what the organisation believes in and the way it conducts itself. ”
Wondering if there is an evidence-based approach to quantify your organisation’s culture and measure its impact?
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 organisation educates and encourages employees to adopt behaviors and mindsets that are consistent with its values and new goals.
At Naman, 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.
Is your organisation going through a change? New ways of working? Or a new management?
It’s definitely the right time to bring about a small cultural shift to inspire the best in your people. What and how?
Our culture coaches look at your business and the organisation 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 torchbearers 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:
Understanding gaps, needs, and expectations; securing partnerships through Change Agents, Process Owners, or Steering Committee
Evolving appropriate diagnostic tools for situation-scan and data collection; zooming in on areas of priority; creating a charter of actionable and outcomes
Implementing actionable with Change Agents, regular monitoring, real-time course correction
Measuring progress and impact against desired goals and benchmarks
Creating strong mechanisms for sustaining desired changes and enabling smooth transition from consultant to client
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