All Leaders want to build an effective Organization that has a healthy Culture and Strategy that is aligned with each other. For many Organizations, Culture acts as competitive advantage that drives the results. In certain other cases, the Strategy acts as the driver from where the money comes from. The Organization’s Culture comes from the Founder and undergoes tremendous change over generations to align with Strategy adhering to Market Conditions. Vision, Mission & Core Values forms the foundation of building effective organization. The Core elements of the Organizations are Leadership, Culture & Strategy. The Key components that help drive building effective organizations are People, Process, Product/Services & Customer.

Predominant focus of this presentation is about Strategic Agility. While Operational Agility focusses on value gains from tweaking existing process and products, the Strategic Agility (a.ka. Blue Ocean Strategy) helps Organization to create new product with highest value and low cost with a new customer base. The disruptive (a.k.a Moon Shot) Innovation and Incremental Innovation aligned with these strategies.

How do we achieve Strategic Agility in an Organization? The Executive Management of a fictitious Video Game Console Organization called as ‘Blue Buddies’ wants to maximize the Share Price Index (SPI). There is good understanding of current players in the market and their offering. There is fixed budget for 9 years (each year separately) for the Organization to achieve the goal.

The first three years, the Organization drove Operational Agility and pose result on SPI and Market share end of every year. The results weren’t that appalling and as a result the Management decides to go for ‘Value Innovation’ with ‘Low Cost’ using Strategic Agility.

Blue Buddy Management starts with designing ‘The Value Curve or Strategy Canvas’ and uses ERRC Grid to eliminate, reduce, raise and create product features. They started to witness increase in SPI, Market share and Revenue initially but after 2 years the SPI plummeted with Revenue fall because of competitors being more Smart.

At the end of the 9^th year, after many tweak in Strategy Canvas and ECCR, the Blue Buddies emerges as Market Leader and SPI/Revenue was ALL TIME HIGH.

Welcome to the Blue Ocean Strategy Case Study executed as part of Business Simulation workshop @ IIM-K. My team emerged as the winner at end of 9^th year among 22 teams that participated in the workshop. Not only that, we are part of Top 5 teams @ IIM-K to achieve higher Share Price Index among all the teams who has ever played this simulation game at the college campus

Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.

Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one’s behavior is tough, then how difficult is to change behavior of big Organization?

Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts that would drive you to do more of cultural transformation at work place!!

Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.

Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one’s behavior is tough, then how difficult is to change behavior of big Organization?

Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts that would drive you to do more of cultural transformation at work place!!

Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.

Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one’s behavior is tough, then how difficult is to change behavior of big Organization?

Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts that would drive you to do more of cultural transformation at work place!!

Back in 2014, one of the service's business unit of World's biggest networking company with 1000+ employees wanted to embrace Agile methodology. The company hired Agile consultant and went all in to the transformation starting with 3 day Agile onboarding session. There were 55 scrum teams both in US and India who were disrupted by Agile and were sailing against the wind.

In 2016, after many re-orgs, one of the biggest program in the service's business unit went Agile with a beautiful kick off session and introduced 'Centre Of Excellence' to give more meaning for the transformation effort.

Come and join me for story telling on interesting case studies of Agile transformation. If transformation was successful what made it success, if not what were the reasons for the failure. What's the role of culture in enabling transformation ?

Finally, let's together explore how to build a culture that supports transformation. The practical use case of Winning team's framework (Research WIP) that is methodology agnostic in creating winning teams would be discussed. .

Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one’s behavior is tough, then how difficult is to change behavior of big Organization?

Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.

Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts that would drive you to do more!!

Let us together explore below topics:

• 'The way we say we get things done’ vs ‘The way we really get things done’
• Different dimensions of Corporate and National culture
• Explore the complete cultural iceberg
• How do we build a strong culture?
• Vision vs Mission Vs Strategy Vs Culture
• Case studies on Culture and Transformation

Finally, I will present my research based winning team cultural framework that bolsters employee engagement through ‘‘If Organization work towards welfare of employees, the employees will work for it well"