Client: NMDC Group
Industry: Marine and Infrastructure Development
Services Provided: Culture Transformation, Leadership Alignment, Behavioral Change Programs
Responsibilities
Overview
NMDC Group, a leader in marine infrastructure and development, recognized the need for a culture transformation to align its workforce with its core values. The leadership team partnered with GRID International to create a sustainable cultural development program aimed at embedding the company’s values into day-to-day behavior. The transformation would ensure that these values were not merely written on walls but lived through every interaction, decision, and strategy across all levels of the organization.
Problem
Despite NMDC Group’s strong foundational values—Knowledge, Accountability, Morality, Alliance, and Leadership (KAMAL)—the challenge lay in translating these values into actionable behaviors within the company. The organization was experiencing:
- Disconnect between Values and Actions: Although NMDC Group had established core values, they remained aspirational, not influencing daily actions and decisions.
- Inconsistent Leadership Alignment: The leadership teams were not fully aligned, resulting in mixed messaging regarding the company’s priorities and how to live out its values.
- Low Employee Engagement: Without clear behavioral expectations tied to the values, employees struggled to connect their roles to the company’s vision, affecting engagement and productivity.
Responsibilities
Solution
GRID International initiated a systematic culture transformation journey at NMDC Group, modeled after a four-phase approach:
- Phase 1: Leadership Alignment and Culture Assessment
- The transformation began by aligning NMDC Group’s leadership, gaining their full support, and assessing the current state of the organization’s culture. This crucial first step set the foundation for subsequent phases.
- Leadership alignment, culture assessment, corporate values, behavior transformation
- Phase 2: Behavioral Workshops and Team Agreements
- GRID conducted interactive workshops where individuals and teams learned the behaviors required to live NMDC Group’s values. Teams collaborated to set clear behavioral agreements aligned with the company’s vision.
- Team collaboration, behavioral workshops, corporate behavior change, employee engagement
- Phase 3: Practical Implementation of New Behaviors
- The real change began with the practical implementation of the new behaviors. Progress was monitored, and adjustments were made to keep individuals and teams on the right path toward the desired culture.
- Behavior implementation, culture transformation, employee behavior tracking, corporate alignment
- Phase 4: Sustainability and Reinforcement
- In the final phase, NMDC Group’s culture had become self-sustaining. HR policies, processes, and systems were aligned to continually reinforce the desired behaviors and values.
- Sustainability in corporate culture, HR alignment, reinforcing corporate values
Responsibilities
Results
By partnering with GRID International, NMDC Group experienced a profound transformation:
- Cultural Alignment: The company successfully transitioned from having values as mere statements to living and practicing them daily.
- Increased Leadership Effectiveness: Aligned leadership created a unified direction, making it easier to cascade the right behaviors throughout the organization.
- Higher Employee Engagement: With clearer behavioral expectations tied to values, employee engagement and productivity saw a measurable increase.
- Sustainable Culture Change: The transformation created a self-sustaining culture where employees actively managed and maintained the desired culture through continuous improvement.
Responsibilities
Conclusion
GRID International’s culture transformation program allowed NMDC Group to embed its core values into the fabric of the company. This transformation not only improved employee engagement and productivity but also ensured long-term success by aligning behaviors with corporate values.
