I mean it when i say "age does have effect on one's confidence". Rainy days, in literal terms, not metaphorically, have been having dampening effect on my confidence when it comes to travelling or even stirring out of house, since long past. The pull to compel me to move out has to be exceptionally high, on such days. And it was high, the otherday. The reason to travel was to attend a workshop being part of annual calendar of Sewa Rural, that great institution of selfless service to the 'poorest of poor', again literally.
I have had enough chances of listening to or reading 'experts' from large, for profit (at times making shamelessly vulgar amounts of profits) organizations talking about cultures of various shades responsible for their success without and at time evidence to contrary. I have also closely observed 'experts' struggling to help client organizations define, develop and change organizational cultures with extent of success 'nothing much to write home about'.
I have experienced and observed that organizations invest time and efforts in developing vision and mission statements. These are expected to guide organizations in their journey of sustained growth by being a way of daily life for all employees. I have not found organizations where employees have these statements by heart, in spite of the fact that these statements decorate board rooms, common places and web sites. I have hardly come across leadership teams walking these talks. This could be due to my limitations, though.
The founders of the Not-for-Profit, all dedicated to service of poor, had great clarity about the mission they set out with (Serving the poorest of poor, preserving values, and self development of employees), values (Transparency, Religious Harmony, Equality, Honesty, Political Neutrality, Service to the most vulnerable) and the guiding principles (Social Service, Scientific Approach & Spiritual Outlook). By shear demonstration by practice, of these coveted statements, they created a strong organization culture which helped organization scale heights on each of the parameters stated in their mission, values and principles through decades covering multiple generations from Boomers to Gen Z. I am estonished to find all of them irrespective of age and education level rattle out these key descriptors of Sewa Rural and demonstrate identical motivators and commitment to the mission.
Need to take actions to sustain and strengthen the culture inherited from founders, in the fast changing socio-economic and industrial environment, was diagnosed early by the present leadership team. For about 8 years now, an annual workshop covering all employees (they are known as Karykar) is conducted, entirely by internal facilitators, without much ado about glamourized intervention design, focusing on strengthening culture.
Since all the stakeholders communicate in Gujarati internally, the workshop had to be branded suitably in Gujarati. It is difficult to find one word in Gujarati for 'Culture', and it is equally difficult to find one word in English for 'સંસ્કાર (संस्कार). The organization was clear that what we understand by Culture is the result of the organization's સંસ્કાર (संस्कार). The annual workshop is branded as સંસ્કાર સીંચન વર્કશોપ (Sanskar Sinchan Workshop). And that was the reason for my travel, I referred in the beginning.
When I reached the hall for workshop, part of their training center located on outskirts of a village (and i mean village), I saw the participants, about 40 in number from across functions, across age groups and education level varying from professionals (doctors and paramedics) to almost illiterate (Aya, ward boys and drivers). One thing visibly common was respect for each other personally, and respect for each other's contribution to organization's achievements.
The team of facilitators had met once to 'design' the program and 'develop' content. I had attended that meeting as a trainee and was aware about the same generally, but was stumped by the way the sessions unfolded, starting with a prayer (their anthem) 'જીવન અંજલી થાજો' (May life be an Offering). Every one of those 40 employees sang in unison, without discord, by heart. Strengthening service had started.
What followed was introduction of participants in a fun filled way in small groups. The information asked to be exchanged was not just the name, village, department and job. Each one mentioned about one happiest day and their source of inspiration. That was not enough. Participants talked about in large group what made the other small group members happy and who inspires her/ him. Without much complication the sanskar of looking for others' happiness and acknowledgement of indebtedness for inspiration was the work-in-progress.
The first item on program was what they know as 'વાંચન અને ચિંતન' (Reading And discussion). Show me one program, workshop, retreat whatever name the large successful organizations and their expert Instructional designers call, where they provide for this session. Facilitator, a seasoned expert medical professional and member of the board of trustees, patiently, clearly pronouncing each word and repeating where necessary, read out a story, just one page, stopping intermittently at appropriate places to enable the group to absorb information, understand meaning and decode the message through discussion.
Astonishingly participants were called out by name to ensure participation and their understanding. Let me know a top management team member of an organization of 350 employees, knowing each one by name. This helps in building and strengthening cultures.
The debriefing, itself outcome of what participants expressed was completed with group clearly identifying need for value of honesty, causes (all workplace related) which may lead to dishonesty, ways and means to get over the causes and implications of demonstration of dishonesty to Organizational brand image and beneficiary experience. Remember there were some participants who are may be primary school drop outs. I was stunned by the manner in which the humble people contributed to discussion. I found it difficult to contribute myself. 'Sanskar Sinchan' was on its way.
The other two sessions were also equally well thought out, one a small group discussion activity focusing on improving quality of service through own behaviour, improving beneficiary experiences and another very effective introspective exercise leading to awareness about own behaviour and need for improvement.
During that exercise of introducing self, I mentioned to the group I was in, that every time I visit Sewa Rural, it is my happiest day since I spend time amongst God's own children, extremely simple, very loving, helping each other to help the distressed poor. And their young leadership are my inspiration. They teach me how to be humble, how to listen, how to show gratitude and how to spread love.
