ORGANIZATIONAL CULTURE CONSULTING
"Navigate the complexities of today’s leadership and management environment with the competitive advantage of a unique winning culture."
– Avinash Ananda
Culture has been defined as "the way we do things here". A well-defined and internalized culture expressed as behaviors aligned with core values, strategy, and vision, helps leaders make faster and better decisions in today’s dynamic VUCA world.
Organizational culture is critical to achieving business objectives and goals, whether it is executing a strategy or undertaking change and transformation. Although culture has risen to the top of the C-suite agenda, it is something many organizations struggle to understand and manage. With Meta Mind Alignment, we demystify culture by adopting proven ground-breaking frameworks to drive employee behaviors and by designing accessible approaches to shaping the desired organizational culture.
Culture should be Future-Focused and Adaptive
It is important to have a common non-negotiable set of core values derived from and owned by the leadership teams and an agile market-oriented adaptive behavioral code which allows mini-cultures to seamlessly work aligned with the macro organizational culture.
Culture should promote diversity and inclusiveness.
Driving diversity and inclusion is a critical component of this journey to change organizational culture. Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
Culture should be ‘lived’.
Culture should help drive decisions and should have practical value otherwise the defined values and behaviors will remain idealistic platitudes.
Culture should be happiness-centric.
We believe investment in leadership should be led with a human-centric approach developing leaders with emotional intelligence and a growth mindset who can lead with purpose, shared values and positive energy of happiness. Latest research proves that a culture of happiness drives peak performance and business results.
The Importance of Organizational Culture
Culture can be the competitive advantage of an organization if well cultivated. There is enough evidence that suggests that a happiness-centric, performance-oriented and potential-optimizing culture cuts costs, and increases profitability. Higher Engagement, Aligned Decision-Making, Lower Attrition, and Higher Productivity are just some of the benefits of culture that will be presented to align the participants on the need for and understanding of having a powerful organizational culture.
The urgency of the climate change crisis, growing social movements and the pandemic, are transforming how we operate and do business. People have new expectations of employers and customers are increasingly making buying decisions based on their values. Employees are expecting more from employers, particularly as they anticipate a post-pandemic world.
To succeed, leaders need to lead in an entirely new way and corporate culture needs to change.
Leadership and culture can accelerate or hinder business success. Our ways of being, seeing and doing can create energy, focus and capacity for us to adapt, unite our strengths, help us recover from losses, and enable us to celebrate victories together. Or they break us down, sapping our energy and leaving us to focus on individual performance to our collective detriment.
We’re here to start a movement to accelerate growth by shifting habits and behaviors, reigniting innovation, building greater trust and transparency, and fueling your people to meet the future with excitement, and resilience, together.
Even if agreement is verbalized as to what are referred to these "soft aspects" of management and leadership, the challenge remains to define, articulate, disseminate, and reinforce culture throughout the organization. For this there has to be alignment at the top on why and how all of the above should be done.
Alignment across an organization's culture and leadership strategy is essential to achieving business objectives, both during periods of change and during business as usual. Good leadership and an inclusive organizational culture, drive results and workforce performance with a focus to deliver long term sustainable growth for the organization.
The journey must begin from "where we are" to "where we want to be" in terms of values, principles, behaviors, and culture. It also helps to have clarity as to which of these must be non-negotiable and which of these can be aspirational.
We focus on the whole person, a 360 degrees happiness-centered approach, bringing the very best innovative experiences and data-led, insight-driven interventions to help you crack your knottiest challenges and optimize human potential throughout your organization.
4 keys to any leadership and culture journey.
We believe that:
(for vision and values inculcation)
(for inclusion, trust, and engagement),
(for exploring and adapting to what really works)
(for mindsets, skill-sets and tool-sets to navigate through challenges)
are the four keys to any leadership and culture journey.
ELEMENTS OF THE PROCESS OF CULTURE CREATION & CULTURE CHANGE
Some elements of the process of culture creation and culture change are:
Leadership & culture strategy
Working with you through diagnosis and design to unlock potential and prepare your organization for the future in a hypercompetitive world.
Assessing and benchmarking future-relevant capability through analytics and psychological assessment for successful leader selection and development.
Using data and insights to experiment and drive behavior changes, to drive growth and build human-centric organisations which are adaptive and customer-focused.
Changing behavior and developing the capabilities of managers, leaders and teams to become more purposeful, connected, responsible and agile through insight, learning and experimentation.
What do we deliver for our clients?
The Meta Mind Alignment team can help you unlock the potential of your people to drive peak performance through inculcating mindsets, skill-sets and tool-sets for high levels of excellence and engagement.
Tools, Frameworks and Solutions for Organizational Culture Change
We will present and discuss integrated frameworks that allow culture to be defined, owned and consistently "lived" as behavioral habits at every level of the organization:
A Meta Mind C.A.R.E. (Clarify, Activate, Reinforce, Embed) framework that allows leaders to clarify and articulate what a leading organizational culture looks like, activate new behaviors to make it a reality, reinforce target behaviors to make sure it sticks and empower each employee with competencies which will help them be role-models and ambassadors of the culture throughout the organization.
A Meta Mind Competencies Development framework that allows leaders to understand and implement the process of lasting behavioral change by Learning, Internalizing, Synergizing & Applying (LISA) the Mindsets (Will), Skillsets ( Skill) and Toolsets for Execution Excellence (Thrill) that are related to the core values espoused in the culture. For true alchemical transformation to happen, these competencies should be inculcated at all levels of the organization.
A Meta Mind Growth Framework that allows companies to unlock and maximize their people’s full potential by meeting their needs in six fundamental human growth areas. These are: Personal ( Feeling positive emotions and maintaining Emotional & Mental wellness), Professional (Continuous Learning of relevant skills for Career Advancement), Relational (Sense of belonging, being included and feeling heard, having strong personal relationships), Physical ( Being in good Physical Health and able to take on normal stresses), Financial (Being economically secure, without financial worries and Motivating, seemingly equitable financial rewards) and Purposeful (Sense of Meaning and Fulfilment, Connectedness to a Higher Purpose beyond Self)
All decisions stem from values.
WHY CORPORATE VALUES
All decisions stem from values. Most individuals and organizations are simply not aware of their underlying values. If each employee knows the organization's values, it will help them align their personal values and vision to the same. It will also help managers lead more boldly, make decisions more confidently and create a unique, sustainable competitive advantage for your company. Across the organization, decisions need to be made and executed with speed, confidence and adaptive clarity. To cultivate and sustain this entrepreneurial spirit, specific and customized core values must first be identified which will provide a compass for each employee, increase trust levels, and drive long-lasting business growth.
ESTABLISHING A CORPORATE VALUES MAP INVOLVES THE FOLLOWING:
Think about values in an objective way.
Understand and align organizational goals, processes, employees' drivers and desired culture.
Explore values using the framework.
Communicate choices of values to others
Map out values clearly
Check for missed values
Pinpoint sources of conflict
Assess the impact of decisions based on the values.
Have a clear map of which values should guide everyone's actions
Developing and engaging people
Talent management is the process of developing and engaging people. It can involve streamlining development initiatives, using data to understand what talent exists within the organization, what talent populations are needed and crucially having the ability to identify and select the most effective methods for developing and retaining that talent.
Why must organizations take action?
An organization that understands the evolving context and business case for effective Talent Management can build a high-performance culture and add value to their employer brand. From changing workforce demographics to talent shortages, effective Talent Management is becoming a requirement to sustain a competitive advantage.
What do we deliver for our clients?
Our happiness-centered approach to talent management focuses on enhancing both engagement and performance simultaneously through a Meta Mind Alignment competencies development framework. This approach is highly customized and considers the context in which our clients are working, helps define their talent strategy in alignment with the business strategy by working through key considerations, and assists in determining what to focus on in order to drive real business impact. Avinash Ananda’s team helps strengthen the organization's most valuable asset, its people.
Embracing change in order to survive and thrive
It has long been said that the only constant is change, and given today’s market realities, businesses have little choice but to embrace change in order to survive and proactively drive change in order to sustain a competitive advantage.
Effective change management mitigates organizational risk in the pursuit of benefits realization.
Whether the change is focused on a specific function or at an organization-wide level, changes in corporate strategy, processes, systems, and technology require that people perform and behave differently. To enable and sustain lasting change, a formal change management effort is integral to any significant project a company undertakes.
Our Meta Mind Will (mindset), Skill (behavioral skill), and Thrill (tools and techniques for speedy, adaptive, execution excellence) Change Management Method is an approach used to manage the people or behavioral factors of change to achieve intended business outcomes.