When an organization grows or changes, its culture must also evolve.
The cultural challenge in times of change
Does it feel like there are “multiple cultures” within your organization? Do you notice that each team seems to speak a different language or work in very different ways?
This happens often — especially during:
Mergers or acquisitions
Accelerated growth
New strategies or restructuring
At these key moments, working on culture isn’t a nice to have… it’s a must. Because culture is the personality of an organization. And when that personality isn’t clear or aligned, moving forward together becomes extremely difficult.
Imagine a Shared Culture
A shared culture means understanding one another, moving in the same direction, and seeing values reflected in everyday actions.
Imagine a meeting where everyone — no matter where they come from — feels like part of the same professional family.
That’s what is happening at CNTA
The CNTA Case
Culture in times of merger
After merging with FUDin, CNTA knew that reorganizing structures and processes wouldn’t be enough:
They needed to take care of their culture.
They wanted to:
Recognize and honor what each organization brought to the table
Co-create a desired culture that would support their strategy
Ensure that culture was truly lived day by day
That’s how we began a participatory and in-depth process — one that is still ongoing.
What are we doing at CNTA?
Conducting an initial cultural diagnosis, including both legacy cultures
Collaboratively defining the desired culture
Translating 4 key values into observable behaviors
Creating a cross-departmental design team responsible for ideating and implementing action plans
Designing and facilitating dynamics with both the project team and the executive committee to embed and activate the values
Halfway through the journey, the impact is already visible:
Values are becoming present in everyday work, behaviors are spreading, and the culture is beginning to feel truly shared.
“Working with them is easy and enriching. From the very beginning, they connect through closeness, listening, and deep respect for each organization’s language. Their dynamics thoughtfully integrate all profiles, moving forward without force. What we value most is their warmth, their human approach, and the practical usefulness of what we work on — it becomes part of our daily reality. They are not traditional consultants: they don’t tell you what to do or offer closed formulas. They walk alongside you, provide tools, and create the space for you to build it yourself. That’s why people want to repeat the experience.”
Marta Gil Latorre
People & Talent Director at CNTA
Our work at Manahmana
Designing and facilitating the initial diagnosis
Creating a participatory process to define the desired culture
Providing methodological support to the project team
Facilitating the design sessions for each value
Supporting the executive team with strategic reflection and action-oriented accompaniment
And You — What Culture Do You Want to Build?
If you’re going through a moment of change — or want to evolve toward a more cohesive, human, and vibrant culture — we can help.
Tell us what’s happening in your organization.
We’ll be delighted to listen and explore how to approach culture in a participatory, fresh, and innovative way with you.
