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Our organisational development consulting helps large organisations change how people think, behave and work when the business needs something different from them. We measure the culture you have, define the one your strategy needs with your leaders, and build it into the way people are hired, led and rewarded.
Employee satisfaction up from 73% to 94% · Attrition down from 18% to 7% · 8,500+ people across two capability centres
New owners, a new entity or a new operating model change the structure overnight. The habits people brought with them do not change on their own.
Values go on the wall without anyone knowing where the organisation really stands, or how far each level has to move.
If hiring, appraisals and promotions still reward the old ways of working, people follow the systems, not the speeches.
Each level of the organisation needs to shift differently. A single programme for all of them changes very little in any of them.
We work on the organisation, not just the people at the top of it.
We measure your current and desired culture using the Organisational Culture Assessment Instrument (OCAI), a widely used, research-based tool, led by an OCAI-certified consultant. We run it across every level and combine it with leadership interviews, so you see exactly where the gaps are and how they differ by level.
With your leadership team, we define the values and behaviours the strategy requires: what to keep, what to shed and what to build. Where leaders need to be hired and assessed against them, we turn them into leadership competencies through competency mapping.
We take the new culture through the organisation, from intimate workshops with the top team to large-scale sessions with hundreds of people at once, and support leaders to role-model it through executive coaching.
Where specific teams struggle with behaviour or delivery, we work with them directly rather than running another organisation-wide programme. For capability centres, we work on both sides of the relationship with headquarters.
We build the new behaviours into hiring, performance, promotion, rewards, team structures and career paths, so the culture holds once we step back. See our competency-based hiring work.
Assess current and desired culture across all levels using OCAI, interview leaders, and map the shift each level needs to make.
Agree with leadership the culture the strategy requires, and the specific behaviours to shed and to embrace.
Bring the top team together first, then involve the wider organisation through large-scale and level-specific workshops.
Coach selected leaders to role-model the new behaviours, and realign leadership roles where needed.
Build the behaviours into people systems, team structures and measures, and track the shift through engagement, attrition and culture data.
Private equity, a new group owner or a family-to-professional transition brings new expectations.
A back office or absorbed vendor team needs to start behaving like a strategic partner.
A merger, insourcing or rapid hiring has brought very different working cultures together.
People are leaving, or staying without commitment.
The strategy is clear, but the way the organisation works will not deliver it.
A 5,000-person Bengaluru back office needed to become a strategic capability centre. We assessed the culture across all 5,000 employees using OCAI, mapped the shift needed at each level, engaged 500 people in a single large-scale intervention, coached leaders and built new behaviours into people processes and hiring.
Result: Employee satisfaction rose from 73% to 94% and attrition fell from 18% to 7% over 18 months.
Moving from family to private-equity ownership with plans to triple capacity, the airport needed a professional, customer-centric culture. Over 24 months we assessed the culture using OCAI, redefined values and behaviours, ran culture sessions across the organisation and built the new behaviours into hiring, performance and rewards.
Result: Top 75 leaders aligned on the new values, and a visible shift to a customer-centric, performance-driven culture.
More than 1,000 people absorbed from an outsourcing vendor and 2,500 new hires needed one identity. We diagnosed the culture, built cohesion in a new leadership team, ran targeted interventions with struggling teams and cross-cultural work between India and the Nordics.
Result: Employee satisfaction above 85% every year, and talent progressing into global roles in the bank.
A culture assessment across levels, with leadership interviews and a clear view of the shift needed, as a starting point.
Assessment, definition, organisation-wide engagement, leadership coaching and embedding, typically over 18 to 24 months.
Focused work with specific teams, or between a capability centre and headquarters, where the problem is local rather than organisation-wide.
Every engagement is confidential and designed around your organisation, its levels and its strategy.
Tell us what is changing in your organisation and where the culture is getting in the way. Our organisational development consultants will help you see where to start, for organisations across India and the UAE.
An organisational development consultant helps an organisation change how it works: its culture, behaviours and the systems that shape them. We diagnose where the organisation is, define with leaders where it needs to be, and design and run the work to get there.
Organisational development builds lasting capability and culture; change management takes people through a specific change. In practice we use both. Read more in our article on organisational change versus organisational development.
We use the Organisational Culture Assessment Instrument (OCAI), led by an OCAI-certified consultant, across every level of the organisation. It measures both the current and the desired culture, and we combine it with leadership interviews. Repeating the measure shows whether the shift is happening.
A measurable shift is possible within the first year. At one retail client, satisfaction rose from 73% to 94% over 18 months. A full transformation, embedded in people systems, typically takes 18 to 24 months.
Both. Change starts with the top team, but we design work for every level, including large-scale sessions with hundreds of people at once.
Yes. For capability centres we have worked with Nordic and British headquarters as well as Indian teams, on both sides of the relationship.
Yes. We work with organisations across India from Bengaluru and across the Gulf from Dubai, in person and virtually.
Planet Ganges is a prominent player in Business Transformation, delivering tailored interventions in Organisational Culture, Climate, and Leadership Capability.