Euphoria designed this as a Strategic OD and culture realignment intervention, combining diagnosis, leadership coaching, capability building, and communication redesign over a two-year period.

1) Diagnose—clarify the starting point and the case for change
We conducted a comprehensive culture and capability assessment across the organization to diagnose current norms, identify leadership and capability gaps, and define the rationale for change. The diagnostic phase also helped secure stakeholder buy-in across leadership, plant teams, customers, and European headquarters, creating shared ownership of the transformation.

2) Design & deliver—align leadership, capability, and culture with future growth
The intervention aligned organizational capabilities with culture pillars and automation goals. We profiled 150 employees across levels to support restructuring, launched capability-building interventions for 600 employees, and delivered leadership coaching and capability upliftment for the top 100 employees. At the same time, we supported the transition of HR and Operations toward greater automation-readiness.

3) Embed—reset execution style and create new collaboration norms
To make the shift visible in everyday work, we restructured execution rhythms, redesigned communication processes, and reinforced new culture pillars through leadership programs, workshops, and trust-building initiatives. Campaigns such as “Chai-pe-Charcha” and weekly feedback huddles helped create dialogue, reduce silos, and foster more interdependent work dynamics across the organization.