ELEVATING ORGANIZATIONAL & TEAM PERFORMANCE
Culture Assessment Services
Culture Change Services
Today’s giants like Google, Amazon and Facebook were once startups with their founders boldly pursuing a dream like any other startup. Along the way, however, these companies not only innovated, customized and strategized, but also created a distinctive culture, an unassailable competitive advantage. As they scaled up rapidly, culture was the glue that kept the organization unified, while helping it grow around deeply cherished values.
For every startup, founders have an opportunity to consciously define their values and culture, and thus set up themselves for growth.
Key leadership question:
What are our values and what kind of culture do we want for our organization?
Mergers, Acquisitions &
As organizations grow, challenges appear in the form of new technologies, competitors and customer expectations. The need for strong, enabling culture becomes even greater to provide the organization an anchor against the waves of unpredictable challenges. Proactively shaping culture, as the business grows, is a proven growth strategy.
Key leadership question:
Do we have a culture that supports our growth strategy?
When two or more business entities come together in the form of a merger or acquisition or a joint venture, cultural challenges inevitably arise. With each entity owning a distinct culture prior to merger, the new entity starts with no "shared history" or "common set of values." Post-merger, the new organization grapples with the problem of a cultural clash, which takes a toll on its performance.
Key leadership question:
If we are contemplating a merger or an acquisition or a joint venture, why not take proactive steps to avoid cultural clash and shape the culture of the "new entity"?
What do we accomplish in culture assessment & culture change?
With a culture assessment, an organization learns about its present culture, specifically its values and beliefs. An assessment helps to identify an organization’s cultural distinctiveness in terms of its “core values,” which drive almost all the key decisions.
This process is followed up with a quantitative analysis to discover in greater details various dimensions of culture. For example: Is the organization a very structured place or an entrepreneurial climate governs employees’ behavior? Does loyalty and mutual trust hold the organization together or individual achievements and results matter more? Details like these are important diagnostic inputs for deciding the direction of future culture.
Culture change is often the solution to the "problems" faced by an organization (e.g., slipping market share or inability to move faster or unable to deal with new customer expectations or a new technology) by nudging it towards new desirable behaviors in alignment with a new strategy.
Based on a cultural assessment, when we construct a picture of how the future culture should look like, you get a good idea of what should change, and how much? This is then is the goal of culture change project. Success of culture change project is always measured by desirable business outcomes.
In practice, culture change means describing desirable behaviors in actionable terms, both for the leadership and for the employees at large. Clarity is brought to concepts like collaboration, market orientation, experimentation, and risk taking so that new cultural norms are easy to use and thus start taking roots. Finally, organization identifies and acts on modifying processes and systems that would facilitate desired culture, such as, recruitment, onboarding, and performance management & rewards.
Right Culture uses both qualitative and quantitative tools to assess organizational culture. Qualitative tools include systematically evaluating organization's values, beliefs and behaviors that the organization cherishes and rewards.
Amongst the quantitative tools, we recommend using OCAI (Organization Culture Assessment Instrument), based on “Competing Values Framework,” a highly validated culture assessment instrument used by some 10,000 organizations worldwide.
Its online version is available in association with OCAI Online, Netherlands. For organizations based in India, Right Culture provides exclusive suite of services related to its procurement, use and interpretation. OCAI provides a comprehensive approach for assessing present culture, desired future culture, and the change process.
Consistent with OCAI framework, we also provide services related to procurement, use and interpretation of MSAI (Management Skills Assessment Instrument) and LCAI (Leadership Competency Assessment Instrument), two highly rated leadership competency instruments, specially developed to facilitate culture change using OCAI. Approximately 100,000 people have used these instruments worldwide to guide a culture change program at the individual level.