Skip links

About Nibbana

Nibbana Institute is at the forefront of a new approach to organizational development.

We at Nibbana believe that the powerful act of listening is at the root of all change. When the act of listening is expanded to include perspective taking and dialoguing, then the perimeter of change can be widened endlessly, effortlessly to include groups, organizations, communities and even countries!

Our Philosophy

Our pioneering work in organizational change lasting two successful decades revolves around this pivotal philosophy- of listening being that the first step to change.

Every organization has a wealth of wisdom right within it that can be unearthed and utilised to strengthen the company. Nibbana has extensive on-field experience in developing learning environments that can bring to surface these hidden wealth of knowledge and those invisible threads of culture that bind the organization together. This intervention is crucial for the health of any company. Over years, we have developed time tested step by step processes to help build a healthy culture that is imperative for the growth of an organization. Our focus is on fostering a dialoguing culture that encourages listening within the organization, based on international trends in the field of organizational development while still being sensitive to the Indian context.

“Teaching behavioural or Psychological concepts to participants in an organisational workshop creates a reality outside the sphere of work. It is neither relevant to the organisation or organisational work”

A Geethan – Author , ‘ A guided journey of Caterpillar’

How do we work?

Our processes and programs help the leaders and employees to learn together and support in top down and bottom up integration of experiential knowledge derived from day to day work experiences. To enable learning and integration, we train the personnel to use dialogue as a base to frame good questions, learn systemic perspective, understand how culture breeds culture, diagnose and formulate resolution at the shop floor level and build those kinds of relationships that will enhance performance and overall productivity. A growing unit is one that has functioning parts that speak to each other. Simply put, Nibbana’s work is to revive communication and fine tune the functionality of organization in order to transform the organization from being a system of many parts into being a single, cohesive, organismic, working, growing, developing unit!

Defining our success

Nibbana has helped redefine success, enhance productivity, promote inter-organization dialogues and rewrite performance charts of more than seven companies over the past two decades. Further, Nibbana’s work is rewarded and deepened by our international collaboration with isb, Germany, the world renowned Systemic Consulting and Coaching institute founded by Bernd Schmid in 1984, Wiesloch, Germany. The collective knowledge and wisdom of both teams keep our services upgraded and aligned with international trends in organizational change initiatives.

“A change initiative progress is like a wave with back and forth movement. It may take 5 to 6 times of up and down movement before a change can be sustained”.

A Geethan – Author , ‘ A guided journey of Caterpillar’

A dialoguing culture is a set of values and practices that encourage individual members of an organisation to constantly increase their knowledge, add new competencies, and learn from their work context to improve their performance, thereby enhancing the functioning of the organisation as a whole.

  • Every company has a vision. Dialoguing is the medium by which the vision can be shared and made a reality.
  • Organisations with rich dialoguing cultures can adapt quickly to changes in the market environment, evolving alternate strategies and innovative responses.
  • Employees learn creative ways of resolving conflict, and are better able to reconcile the demands of the organisation with their personal realities. They understand the importance of aligning organisational strategies with market trends and plan their work accordingly
  • A constant emphasis on the sharing of knowledge improves communication, both internally between members of the organisation and with vendors and clients, resulting in smoother functioning, accelerated operations, and increased productivity.
  • Through dialogue, the members of the organisation become more aware of their roles and responsibilities. This helps avoid blame-shifting and discomfort and is reflected in increased business growth.
  • When dialoguing is a continuous process, it becomes easier to develop mentors who can share valuable experience and help achieve management objectives.
  • An organisational culture built with a focus on stability and reliability can become inflexible, and struggle with issues of openness and adaptability. In a fast-changing economic environment non-adaptability can slow growth.
  • In the words of legendary management consultant Peter Drucker, “Culture eats strategy for breakfast.”
  • The “motivation era” – Organisational development was once centered around the idea of motivation. Leaders focussed on how to motivate their team members to work harder and faster.
  • The “measurement era” – More recently, the emphasis shifted to collecting data about employee performance, analysing trends, and deriving strategies for management from that analysis.
  • The “dialoguing era” – While both motivation and measurement are important, success in the future will depend on the development of a robust dialoguing culture. An organisation that is built on a dialoguing culture gains flexibility and resilience, and is able to reinvent itself again and again
  • An increase in productivity and quality consciousness among employees at all levels
  • A healthy team culture in which individual goals are aligned with the goals of the organisation, and are continually being fine-tuned
  • An alignment of professional skills with responsibilities
  • Clear understanding of roles and enhanced professional pride
  • A culture of dialogue that promotes the 4 “S”s — an integrated strategy, operational stability, sustainability in the marketplace, and scalability of the business model — all leading to the 5th “S”: success.
  • We hold coaching and training sessions for teams, senior managers, and individuals. These sessions are tailored to the specific business requirements of the organisation.
  • Through dialogue, we use these sessions to map out desired changes in the organisation’s functioning, and develop collective strength within the organisation to implement those changes.
  • We encourage and facilitate the healthy expression of unspoken differences and emotions, leading to better team bonding.
  • Through an experiential, interactive learning process, we teach organisations how to promote honest and productive dialogues across hierarchies, enabling both top-down and bottom-up communication. We empower employees to teach and learn from each other, innovating and collaborating while working towards common goals.
  • We bring together a Change Facilitation Group within the organisation–a team of individuals who are trained to diagnose gaps, rifts, or breakdowns in communication and remedy them quickly in order to prevent blockers.

ImageWant to get more details ?
Call: +91 97907 62918/+91 93452 23107

Write to us