We offer following services:
Culture Measurement Tool
Culture makes a huge impact on any organization's performance. It gets reflected in day-to-day behavior of people in terms of how they treat customers, think about certain issues, take decisions, prioritize tasks, allocate resources and work with one another. At another level, it also provides cohesion and gives a certain meaning to work lives.
Its leadership's responsibility to ensure that culture of their organization fully enables achievement of their business goals.
If you are not happy with your organization's performance or feel that it is not ready to face the future with a degree of confidence, it is time you should scientifically assess what your present culture is? It is important to know your cultural strengths and weak areas vis-a-vis your business needs before you can act on any aspect of culture.
CVIEW is a uniquely designed culture measurement tool that gives you a clear, quantitative view of your current culture on 10 key attributes and 33 sub-attributes, as also some pointers towards future desirable culture. You can then use these finidings to generate a healthy debate in your organization at various levels. You thus arrive at a plan which is fact based, greatly enhancing your probablity of future success.
Values & Culture Assessment
Organizations work through their own unique assumptions about what has made them successful and these principles or values, either stated explicitly or implied, run deep into the organizational dynamics. Culture is a broader idea that incorportates these beliefs or values. At some point of time in organization's journey, these very assumptions might hinder its progress or not allow it to be fully prepared to face the challenges of the future. There may be a need to revisit some of these values and key cultural attributes or some might need tweaking. This is especially true if external challenges due to technology shifts or market are threatening your performance. Leadership must act before it is too late.
Culture measurement tool CVIEW provides a solid starting point. But we need to go a step further and distinguish between values and cultural attributes at three levels: Fundamental, Performance and Future. This is accomplished using a Values Hierarchy Framework, which is based on the idea that not all values will take an organization into future even though they would have played a stellar role in the success so far. Thus this hierarchy must be understood and then each key value or attribute tested against the goals business would have set for itself. At the end of this exercise, you will have clear understanding of values, key cultural attributes and a set of "actionable behaviors" ( that people can easily understand and apply in their day-to-day jobs) that will not only keep your present business vibrant but also give you a strong sense of vitality to win the future.
Setting up Winning culture for Startups
Research shows that many great ideas fail to scale up or turn to stable businesses because they did not pay adequate attention to culture in the first place. On the other hand, those who paid adequate attemtion are success stories.The founders have a great opportunity to set the values and the culture early on, so that the organization follows a consistent, desirable logic as it expands and as new team members join, they all pull in the same direction. Not codifying these basics can lead to disharmonious working and leave business outcomes at less than the best possible level.Founders must grab this once in a lifetime opportunity to define their organization's values and culture, and thus set up a winning game.
Founders and top leadership of startups need to devote time to the values and the key cultural attributes they would cherish and the principles they would like to live by. Implied assumption is that such a culture would be just right to take them along the aspired business trajectory. These could be, for instance, experimentation & responsible risk taking or balancing individual initiative and group work while inculcating a performance driven culture or instill pride in a certain aspect of business which distinguishes it from others etc. We help you undertake this self reflection journey through a series of well structured workshops and interviews, and thus bring clarity. At the end of it, you can expect clearly expressed values, key cultural attributes and related "actionable" behaviors. If you already have sizeable number of employees, we would encourage you to use CVIEW, the culture measurement tool while you reflect on your values to bring a measure of objectivity.
If your organization is facing serious performance issues, such as, declining profitability or slippage in market share, heavy churn of profitable cutomers or series of missed opportunities or you feel it is just not prepared to handle shifts in technology or markets, you may need a more drastic action to reverse the tide and recalibrate your culture. You may need nothing short of a cultural transformation.
In other cases, leadership may have set for itself a mandate to significantly enhance organizational performance than just incremental gains, and again you need a comprehensive approach for cultural makeover. In yet other cases, leadership might be grappling with internal inconsistencies of behavior including low employee morale threatening to pull down best of ideas and plans.
Besides an initial measurement of current culture and a values & culture assessment exercise, you would need a comprehensive approach to arrive at what to change and how to change? Organization would need introspection through series of structured workshops and interviews, understand the key assumptions running the organization and understand the change agenda. This effort will help the organization discover the dysfunctional aspects of culture that needs change as also new elements that would be needed to secure its future.
In this exercise, you can expect a comprehensive layout of how would the cultural change be attempted, on a time scale, the key interventions that would be needed and their design and a system to measure progress towards cultural change goals. Eventually, the change would be linked to measurable business results.