Organizational Culture

The Culture of an organization or any social group echoes the values, beliefs and behaviors of its people. Culture is about a society’s DNA represented by symbols, rituals, its people and behaviors. It is how they share a legacy or a common identity.

NB HEART believes that Culture is the true expression of the business strategy, with an impact that goes far beyond its own people as it has an impact on its entire ecosystem. In an ever-changing world of social, structural, and economic transformations, fast-paced by the current scenario, it is key for the BUSINESS to align its PEOPLE with the STRATEGY, PURPOSE and its external impact on the COMMUNITY.

NB HEART’s cultural values program follows its own methodology inspired by The Barrett Academy’s Seven Levels Model® aimed at ensuring the robustness of the organizational change process while consolidating the transformation achieved towards a stronger Organizational Culture.

NB HEART’s methodology aimed at transforming the organizational change involves business and human aspects, such as Self-knowledge, Values, Leadership, Transparency, Trust, Open Communication, Collaboration, Accountability and Innovation, among others, with a comprehensive perspective of internal processes ripe for change and progress.

We believe Organizational Culture is an integrated system – just like a tree and its relationship with nature. The roots are the solid foundation; the trunk is the core that supports the sprawling branches that evolve with time and seasons, sprouting leaves and flowers and bearing fruit, following an endless cycle of self-care that is vital for its longevity, always integrated into the ecosystem for the benefit of all.

 

Qualifying and quantifying stakeholders’ needs are key to building a sustainable culture. But we believe transforming and evolving require courage and emotional motivation. Engaging internal publics in the process is also part of our cultural transformation process.

 

NB HEART believes that the key factors for cultural transformation include aligning Leadership teams with the Organizational Culture and expected behaviors. In addition, a structural alignment involves reviewing Governance, Systems and Processes, while aligning personal and organizational Values allows connecting the organization with its people, and, ultimately, aligning the Purpose of the organization with its people enables its social impact to be widely diffused for a fairer, equal and prosperous world for all.