It will be unfair to make a generalized statement on HR’s capacity… HR in many companies is extremely capable and matured to handle this strategic initiative however as a community and fraternity, there is an opportunity to raise the awareness on this issue… I personally believe that this agenda has to be driven by HR…

Any thoughts on how should we go about it? Bring more and more people up to the mark?

How does a well-crafted culture contribute to the resilience and adaptability of companies in dynamic industries, and what key elements do you believe are fundamental for success?

There is one single challenge that comes in the way – mindset towards maintaining the status quo and resistance to change… that’s probably because people take pride in retaining what they have been believing and practicing for long…

The key considerations are engaging first with the line leadership team of the community of leaders who are micro culture leaders

Once we have received the buy in of these leaders and then enable the micro culture leaders with proper toolkit etc we have got the alignment plan moving

One acknowledged that micro cultures exist. Pay lot of attention no make the leaders if microculture s feel seen and heard. Co- create with some of the brightest ones for your future big movements.

We ought to identify the micro culture leaders who typically manage a team of 50 to 150 members . Communicate your plans with them and get them to cascade with their Teams. Give them a Toolkit

Could you give some examples of what can be included in the toolkit?