With our professionally trained and Certified Organization Development interventionists and our fund of knowledge of business organizations, we deep dive into client organization specific situation and thereafter co-create the intervention.
At every stage, we seek to drive the change intervention through internal Change Agents carefully identified for the purpose. They serve as our torchbearers in successfully implementing change, closely hand-held by our experts. This also enables us to closely watch the outcome of implementation, aiding us in the process of course correction and evolving remedial measures in real time.
The Organizational Development Intervention leading to Culture Change can be specific to one area or a combination of areas, depending on the diagnosis and the desire of the organization. Accordingly, in terms of the time, it spreads over a couple of months to a couple of years and function/level-specific to the organization as a whole.
Certified OD Specialists
In-house expert Consultants
for system design & implementation
Our approach brings together a robust engagement process that goes
through various stages of implementation:
Appreciating and internalizing the organization’s situation, its needs and expectations. Securing the organization’s partnership through the Process Owners and Steering Committee.
Evolving appropriate diagnostic tools for situation-scan and developing insights through other data collection approaches like Leadership Interactions, FGDs (Focused Group Discussions), Face to Face Interviews, gleaning through past records and more. Analyzing and zeroing down on areas of concern.
Sharing of findings with the client organization and jointly evolving areas for intervention. Designing customized initiatives with involvement of internal Change Agents that best fit the current and the foreseeable needs of the organization.
Implementing the planned initiatives with Change Agents to co-create the desired future, with regular monitoring and course correction.
Capturing progress of implementation in meeting the intended changes and measuring the impact of the intervention.
Creating mechanisms for the sustenance of intended changes and creating capability in the client organization for effective transition from the consultant to the client.
Company culture has a profound appeal. It has everything to do with how employees, existing or prospective, perceive your organization. Positive company culture is powerful, and its areas of impact are in
Culture may seem like an intangible concept, but it can be managed. Some of the ways it can be managed are 1:1 interactions alignment of incentive systems and consistent communication.
Many believe that it takes years for organizational culture change to take place, but that’s not true. With the right approach, culture can be changed within a year.
Consider a culture includes these two sets:
If you attempt to change the culture by dictating values, you are on a long, frustrating journey. Because it’s increasingly difficult to teach people how to feel or what to value. However, if you attempt a behavioural approach, you are more successful and can implement culture change quicker. Because behaviours are tangible, easy to teach, model and measure.
You can bring about rapid culture changes by creating clear and actionable principles, implementing a strong culture change management program to teach and reinforce desired behaviours.