What is the First Step Towards Designing a Company Culture intervention?

The Role of Research, in the Form of FGDs, in Our Work.

How do we get our clients to say: “Hmmm, we hadn’t seen it that way”?

If you’re one of the 3,00,000 people who’ve experienced our work, you’ve most likely experienced our Focus Group Discussions (FGDs).

Here’s how it plays out:

A Business Lead, HR Head, or Founder might approach us asking for a team-building workshop.

Instead of stopping there, we speak with different stakeholders, both direct and indirect beneficiaries. These conversations help explore where the real problem is coming from.

For instance, a team struggling with “corporate bonding” might actually be facing issues of ownership, with members waiting for instructions instead of taking initiative.

FGDs help us get beneath the surface to the bottom of the iceberg.

They allow us to gather qualitative data that surveys and assessments alone can’t capture. Typically, a facilitator engages 4–10 people in conversation, asking nuanced questions according to their context.

This data is then triangulated with other data sources to form a hypothesis about what’s truly going on.

When we finally that back to the leaders, the reaction we often get is: “Hmmm, we hadn’t seen it that way.”

If you’re exploring culture integration, leadership development program, or team building, ask your client partner (Aditya Pai) at aditya@yourarctea.com