fbpx

+57 601 5898562

+56 2 2595 2851

+52 55 4161 3942

Chapter 26: Cultural transformation with Tamara Codon

How is culture forged in an organization and what does it mean when talking about cultural transformation? Tamara Codón, with more than 10 years of experience in the field of Human Resources, offers some answers to these crucial questions in chapter 26 of Hirint, a space created for lovers of human resources.

 

Codón, who is the Head of Change Development, Change Management and Agerir Improvement at Navantia, explains that business culture is not simply a set of rules and policies, but an accepted way of operating that everyone in the company shares. In Codón's words, culture is "everything we do within the company and that we all accept as good."

 

Challenges and Cultural Evolution

Navantia faced significant organizational challenges beginning in 2018 with the implementation of a new strategic plan. This plan forced the company to evaluate its organizational culture and take action to change it so that it aligned with strategic objectives. Codón notes that company culture must evolve to meet modern challenges, including generational change and diversity in the workplace.

 

Integrating Various Generations

One of the biggest challenges for Navantia, and for many other companies, is the coexistence of multiple generations in the workplace. Codón emphasizes that the secret to successful coexistence lies in empathy and mutual understanding. It is not about favoring one generation over another, but about appreciating the strengths that each one brings to the whole.

 

Diversity and inclusion

Regarding diversity, Codón mentions that Navantia has been working on the implementation of diversity and inclusion policies. Although the marine sector may be seen as traditional, the company recognizes the need for change and is actively engaged in attracting diverse talent, from junior level to leadership roles.

 

Future and Constant Adaptation

Codón concludes that the constant challenge is adaptation and flexibility to face a constantly changing business environment. As challenges evolve, strategy and culture must keep pace. In the words of Peter Drucker: “Culture eats strategy for breakfast.”

 

If there is one lesson we can draw from this chapter by Hirint, it is that cultural transformation is not a one-time event, but rather an ongoing process that requires clear direction, enterprise-wide commitment, and a willingness to adapt and evolve.

Leave A Comment