60 Bits Consulting

Everyone can recite the values. Almost nobody uses them.

Culture is not what is framed on the wall near reception. It is what happens when a deadline is at risk, when someone makes an expensive mistake, when a junior disagrees with a senior in a full meeting room.

If that behaviour doesn’t match your stated values, you don’t have a communication problem. You have a culture nobody genuinely agreed to in the first place.

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Is this your challenge?
On the wall and on a hard day

On the wall

  • Integrity
  • Collaboration
  • Openness
  • One company
  • Excellence

On a hard day

  • What gets rewarded is what gets copied
  • Departments with their own rules
  • People tell you what you want to hear
  • Head office and the plant, two cultures
  • New joiners energised for ninety days, then quiet
Culture is what happens when a deadline is at risk
Signs this challenge exists

Tick the ones you recognise

0of 7

Culture problems are uncomfortable to name out loud. That discomfort is usually the clearest signal that one exists.

Nothing is stored or sent. It is just for you.
Business impact

What it costs to leave this alone

Culture is invisible until it starts costing you things you can measure.

  • Strategy fails at the execution layer.Because everyday behaviour doesn’t support it.
  • Attrition rises fastest among the people you most wanted to keep.The ones with options leave first.
  • Employer brand suffers.Candidates read employee reviews long before they read your careers page.
  • Innovation stops.Nobody feels safe raising an unwelcome idea or an early warning.
  • Leaders police behaviour instead of building the business.Time spent on the symptoms, not the cause.
  • Every new initiative meets the same invisible resistance.And nobody can quite explain it.
How 60 Bits helps

Culture doesn’t change because you announce it. It changes because people help write it.

A culture handed down from a leadership offsite is a culture that gets ignored. A culture people helped shape is one they will defend.

We use Appreciative Inquiry, large group interventions and creative-arts-based facilitation to get the real culture into the open, including the parts nobody says out loud. Then we help your people define what they are genuinely willing to be accountable for.

Handed down, ignored. Helped write, defended.Appreciative Inquiry, large group interventions, creative arts.
  1. 1

    Surface

    Discovery

    Facilitated dialogue, focus groups and diagnostics to establish the culture you actually have, not the one described in the induction deck.

    DialogueFocus groupsDiagnostics
  2. 2

    Define

    Design

    Your people articulate the culture the business needs, in their own language, with observable behaviours attached.

    Their languageObservable behaviours
  3. 3

    Align

    Design

    Leadership goes first. We work with your senior team on the gap between what they say and what their calendars, decisions and reactions communicate.

    Leadership firstSay / do gap
  4. 4

    Live

    Deliver

    Large-scale participative workouts that take the new behaviours to the wider organisation - with involvement, not broadcast.

    Participative workoutsWhole organisation
  5. 5

    Reinforce

    Deliver

    We align the systems that shape behaviour: rewards, recognition, performance, promotion, onboarding. Culture follows consequences.

    Rewards & recognitionPromotionOnboarding
Relevant solutions

Solutions we typically recommend

Rarely all six. Usually two or three, in this order.

Surface

The culture you actually have

Culture diagnostics & assessment

A clear-eyed read of your current culture, backed by evidence rather than anecdote.

Values articulation & behaviour mapping

Turning abstract values into behaviours people can actually be held to.

Involve

Change people help write

Appreciative Inquiry summits

Building change from what already works, rather than from what’s broken.

Large group interventions

Getting hundreds of people into one honest conversation, and out with commitments.

Lead

Because culture is set at the top

Leadership alignment workshops

Because culture is set at the top, whether or not it is intended.

Post-merger cultural integration

Bringing two ways of working into one, deliberately.
Proof

How this played out for a client

The Unstoppable Together leadership conclave
₹1croreannual savings in one plant
5,000from 3,000pieces a day, same line, same people
Consumer durables · Appliances

A leading Indian kitchen and home-appliances manufacturer

Departments behaved like separate companies: siloed working, ownership stopping at functional boundaries, escalation as the default. The culture had to change before the numbers could - a leadership journey for the top and middle-management teams, then three months of daily huddles, cross-functional squads and improvement projects.

The behaviour moved first - ownership of outcomes, trust, proactive problem-solving, collaboration across the joins - and the numbers followed: ₹1 crore a year in one plant.

Read the case study
Book a consultation

What is your culture actually rewarding?

It’s a difficult question to answer from inside. We’ll spend 45 minutes with you on it - no pitch, no obligation - and give you an honest outside perspective on what we hear.

info@60bitsconsulting.com +91 922 326 8309 Mumbai, India





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