NARRAVATE CULTURE
Narravate (NAR-uh-vayt): real decisions, experienced live
Every company has a values wall. Narravate Culture turns one value into a real moment your teams work through together, live on Microsoft Teams. In 60 to 90 minutes they decide, discuss and agree one behaviour they can see at work.
OUR VALUES
Tap a value to see it under pressure. Your values become the case.
Employees can recite the values. They appear in the induction deck, the town hall and the office lobby.
Sales promises a delivery date. Operations doubts it can be met. Both teams believe they are putting the customer first.
Narravate Culture works in that gap. Teams discuss what one value asks of them on a difficult day, and agree what it looks like at work.
Each clip runs about 30 seconds and stops before the outcome. In a live session, the facilitator pauses at that point and the group decides what the value asks of them.
The team has just won its biggest order of the year. The planning board is already full. One red magnet is left in a planner's hand.
A newly promoted president wants an IT company of thousands to put employees first. He has his own 360-degree feedback in hand. Who should see it?
Seven women on a Mumbai terrace roll their first four packets of papad, using ₹80 they borrowed. Before they grow, they must agree one rule about money.
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Narravate Culture is a values and behaviours workshop built around one value, or one line of your vision or mission. Employees see a moment where upholding that value comes at a cost. They decide before they know the outcome, then agree what the value should look like at work.
A short visual case, narrated live
The case stops where the value is tested
Employees choose what they would do
One behaviour the whole group can see
Documented moments when an organisation’s values were tested, built from recorded events and figures. Examples include Lijjat Papad and HCL.
Built from your values statement and a real situation you share, with names and details changed. Ready in two working weeks.
Six themes cover the moments when organisations most need their values to hold. Each session takes one value or situation from one theme.
01
A value meets a target, a deadline or a difficult customer. The case asks what the value requires when upholding it is inconvenient.
SITUATIONS A CASE CAN STAGE
EXAMPLE REAL-WORLD CASES
Lijjat Papad, 1959: seven women, ₹80 borrowed, and a choice about how to grow
Salesforce, 2015: an HR head asks whether a celebrated culture pays women and men equally
02
People do good work without seeing how it connects to the purpose. The case links one everyday decision to the mission behind it.
SITUATIONS A CASE CAN STAGE
EXAMPLE REAL-WORLD CASES
Patagonia, 2011: a Black Friday advertisement that told customers “Don’t buy this jacket”
Zoho, 2019: a founder moves to a village office, at a company that hires engineers without degrees
03
A merger, a restructure or new leadership changes how work gets done. The case asks what should stay constant while everything else moves.
SITUATIONS A CASE CAN STAGE
EXAMPLE REAL-WORLD CASES
Fujifilm’s reinvention: turning film chemistry into skincare and medical technology
IBM under Lou Gerstner: rebuilding around expertise instead of hardware
Sony Walkman: backing conviction against the company’s own research
Infosys and Y2K: turning Y2K remediation work into long-term client relationships
04
Someone notices a problem, and raising it has a cost. The case puts that moment in front of the group before it happens for real.
SITUATIONS A CASE CAN STAGE
EXAMPLE REAL-WORLD CASES
HCL, 2005: a new president asks employees to review him, then must decide who sees the results
Sudha Murty’s postcard, 1974: a young engineer writes to JRD Tata about a “men only” job advertisement
05
Head office, plants and regional teams each read the same value their own way. The case shows why one shared process, followed by everyone, protects the outcome.
SITUATIONS A CASE CAN STAGE
EXAMPLE REAL-WORLD CASES
WHO Surgical Safety Checklist, 2008: one page that helped operating teams work to one standard
Toyota’s andon cord: any worker can stop the production line to fix a problem
Delhi Metro, Phase 1: many contractors held to one standard, finished ahead of schedule
06
Different views get overruled before they are heard. The case looks at how a team treats the person who thinks differently.
SITUATIONS A CASE CAN STAGE
CASE FORMAT
A workplace case built from your own values statement, ready in two working weeks.
Share your values statement and the situation where it slips, and Excellential will build the case in two working weeks. It works for any theme above, too.
Every session runs live on Microsoft Teams and follows the same four stages. Employees commit to a choice before they see the outcome, so they think it through instead of only watching. Employees and leaders can attend together.
Step 1
The group watches the case and votes at the moment the value is tested, then sees what followed.
Step 2
The facilitator connects the case to your organisation: where this value shows up, and where it slips.
Step 3
The group debates what the value means when upholding it costs something, across roles, locations and levels.
Step 4
The group agrees one visible behaviour and names the support it needs from leaders.
MEASURED, EVERY TIME
Excellential measures every learning intervention, so you can see whether the session was effective in real work.
Level 4 (business results) can be added in a custom proposal.
LEVEL 1
Reaction
Feedback on the session, shared in a short form at the end
LEVEL 2
Learning
“What stayed with me”, asked at the end of the session
LEVEL 3
Behaviour
“What I have changed or am changing”, asked after 30 days to check the agreed behaviour at work
WHO NARRATES EVERY CASE
Excellential’s facilitators narrate every Culture session and pause the case wherever a value needs more discussion. Employees make the decisions.
Seasoned narrators
Experienced in holding a live online audience
Certified narration professionals
Formally trained and certified in live narration
Industry experts
Leaders who link each case to real work
A capsule makes one value discussable. A culture programme changes the systems around it. Many organisations start with the first.
or
| Compare | Narravate Culture capsule | Excellential culture change programme |
|---|---|---|
| Length | 60 to 90 minutes, live on Microsoft Teams | Several workshops over 8 to 12 weeks, scoped in a proposal |
| Covers | One value or trade-off | Leadership alignment, routines, systems and behaviours |
| Built from | Your values statement and one real situation | Diagnostics, interviews and a culture change plan |
| Takeaway | One shared behaviour people can see | A culture change plan with follow-through |
Every theme above lists the full programmes that go deeper on that area.
Excellential shares fees in a written proposal after a free consultation.
One value in one 60 to 90 minute session, using a documented real-world case.
Several values, one per session, run across induction, foundation day or quarterly meetings.
A case built from your values statement and a real situation, ready in two working weeks.
Every Friday
11:30 AM IST
Microsoft Teams
Excellential runs a free live demo for HR, culture and L&D leaders every Friday at 11:30 AM IST. It runs on Microsoft Teams. You join as a participant, reach the decision point and see how the discussion unfolds. Register below, and the Teams link reaches you by email.
A large Indian conglomerate is running a series of 20 visual case sessions through its corporate learning academy. Employees from its businesses in India and abroad can join. The first session had 60 people. Word spread, and attendance kept climbing until 1,500 people joined a single session.
In the live chat after each case, participants wrote what the case asked of them:
Always agreeing may lead to no solution. Healthy disagreements.
Participant, Indian conglomerate
Not holding myself back from changing, and moving forward in my own role.
Participant, Indian conglomerate
Faith in the process, and realignment of the process.
Participant, Indian conglomerate
Narravate is built by Excellential, a leading HR consulting & learning and development company.
85+ organisations served · 20,000+ professionals trained · 25+ years of HR and L&D practice
It is a session that helps employees understand and apply the organisation’s vision, mission and values. It is also called a company values workshop or a core values workshop. Some sessions define or rank values. Narravate Culture starts after the values exist. It puts one value under pressure in a visual case, and people agree what living it looks like.
Values become behaviour when people discuss what a value asks of them in a specific, difficult situation. Leaders then reinforce that behaviour and fix routines that work against it. Narravate Culture starts that conversation with a case where upholding one of your values comes at a cost. It ends with one agreed behaviour.
Employees feel they belong when they are heard and see the company’s values lived, not just printed. In a Narravate Culture session, new joiners and senior leaders face the same decision together, and every view counts. Teams leave with a shared language for what a value means at work, and one behaviour everyone can see.
Role, location, seniority and pressure all shape how people read a value. Customer first can mean speed to sales and caution to operations. These differences rarely surface in a town hall. A shared case brings them into the open, so teams can agree what the value requires in practice.
The useful ones ask people to apply a value, not recite it. Discussing a real dilemma, comparing how different teams would act and agreeing one visible behaviour all work well. A Narravate Culture session does this in 60 to 90 minutes. A live facilitator runs it around one value.
Start with the few standards both teams need to share, and let people discuss where their habits differ. Leaders must model the agreed standard and remove processes that conflict with it. A Narravate Culture case gives both teams one shared situation to discuss, which helps while old loyalties are still strong.
No. One session makes one value discussable and agrees one visible behaviour. Lasting culture change needs leadership follow-through, consistent routines and systems that support the value. For that wider work, Excellential’s Culture Change Training runs over several weeks. A Narravate session can open or reinforce it.
Share your vision, mission or values statement, one situation where a value slips and who will attend. Excellential drafts the case and your team reviews it before production. A custom case takes two working weeks from the agreed brief. Names and identifying details are always removed or changed.
Yes, after a confidentiality review. Names, roles and identifying details are removed or changed before the case goes into production. Participants discuss the situation without naming colleagues or revealing sensitive information. That makes it safer to talk honestly about what happened and what the value asked of people.
Each real-world case is built from documented sources. The script marks what is documented fact, what is reasonable inference and what is dramatic reconstruction. Excellential shares the source list before the session. Custom cases follow the situation you share, and your team reviews the draft before production.
Yes, as engagement with a clear purpose. It works well at induction, virtual town halls and foundation day. Each session still has one value, one discussion and one agreed behaviour. That purpose separates it from an activity people enjoy but rarely connect to their daily work.
New joiners usually meet the values on an induction slide, then learn the real rules by watching colleagues. A Narravate Culture case can sit inside induction. New employees see one value tested in a real moment. They discuss it with peers and agree what it looks like in their role. Excellential can build the case from your values statement.
Yes. Every session runs live on Microsoft Teams, so people in any city or country join the same case. Comparing answers across sites shows how head office, plants and regional teams read a value differently. The facilitator then helps the group agree one common standard.
Excellential uses the Kirkpatrick model. Participants share feedback in a short form at the end (Level 1) and note what stayed with them (Level 2). After 30 days they answer what they have changed or are changing (Level 3). Business results (Level 4) can be added in a custom proposal.
Excellential recreates events and cases using licensed generative AI, under human direction. A person checks every scene against the documented facts or the agreed brief before use. The narration is never AI. Seasoned narrators, certified narration professionals and industry experts narrate every session live. They pause wherever the group needs more discussion.
Leadership works on what one manager does, such as giving feedback or delegating. Culture works on what the whole organisation means by a value, across roles, levels and locations. Employees and leaders can attend a Culture session together. The cases on each page are different, and so are the discussion questions.
Excellential offers three formats: a Single Capsule, a Capsule Series and a Custom Visual Case. The fee also depends on group size, the number of sessions and any follow-up. Excellential agrees these in a free consultation, then shares a written proposal, so scope and price are clear before booking.
Disclaimer: Narravate cases are built for learning and discussion. Each real-world case draws on public, documented sources, which Excellential researches in depth before designing the visuals. Events and cases are recreated using licensed generative AI, under human direction. They show reconstructions, not footage of the events. Company and brand names belong to their owners. Their use does not imply any endorsement of, or connection with, Excellential.
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