A strong culture acts as the backbone of any organisation, laying the groundwork for employee engagement, talent development, and overall business success. Recognising this, the latest episode of the People Matters Podcast, Unplugged 3, features Sahil Mathur, CHRO (People and Culture) at InMobi Group, who shares his insights on building a strong culture that drives both talent growth and business results.
Mathur’s philosophy of “support first, challenge later” has become a guiding principle at InMobi. This approach fosters a nurturing environment where trust is paramount, allowing employees to feel safe to express their ideas and take calculated risks. With 24 years of experience across various roles, including sales, business development, and human resources, Mathur brings a unique perspective to the discussion. His diverse background equips him to understand the complex dynamics of employee engagement and leadership.
In this episode, the leader emphasises the need for organisations to align their values with those of their employees. When employees identify with the company’s culture and ethos, their engagement and productivity soar. He also stresses the significance of open communication and constructive feedback, which help create a culture of continuous improvement.
Moreover, Mathur discusses the pivotal role of leadership in shaping corporate culture. Leaders who demonstrate empathy and support can cultivate strong relationships with their teams, ultimately fostering a collaborative and innovative workplace. Tune in to Unplugged season 3 for actionable insights on how to develop a thriving culture that benefits both employees and the organisation.
The Importance of ownership in corporate culture
At the heart of the CHRO at InMobi Group’s approach to leadership is the expectation that employees should feel as though they are co-founders of the organisation in their own right. He encourages employees to think about the business as if it were their own and make decisions that align with the company’s values while maintaining freedom, responsibility, and integrity. This cultural philosophy fosters a deep sense of ownership and accountability, ensuring that employees take pride in their contributions and are empowered to drive change.
InMobi’s goal is to focus on individuals’ strengths rather than their weaknesses. This strength-based approach encourages employees to embark on an inward growth journey, identifying their unique capabilities and leveraging them to create meaningful work.
“When we truly focus on the strengths of people, we create the capacity for them to absorb more, to challenge themselves in new ways, and to see growth differently,” Mathur said. This focus on personal and professional growth not only enhances employee satisfaction but also builds organisational capability in a transformative way.
A key theme of the conversation in this new episode of People Matters Unplugged was how corporate culture directly influences capability building. At InMobi, capability building is not merely about education but also exposure and experience. Mathur emphasised that while education is fundamental, it’s the hands-on experience and opportunities for exposure that truly differentiate an organisation’s approach to development.
One unique program that Mathur highlighted is InMobi’s Keystone Program, which identifies high-potential, high-performing employees and places them in situations where they can solve organisational challenges. This experiential learning fosters innovation and equips employees with the skills to lead projects and initiatives across different functions, further reinforcing the company’s belief in empowering people to own their growth.
This experienced leader stressed the importance of creating a “safe space” for employees to express what truly gives them joy, meaning, and satisfaction at work. “When employees find alignment between their inward growth journey and the organisation’s goals, the energy, hope, and faith they bring to the table are unmatched,” he explained.
The B2B cycle: Belief, behaviour, and business
In this inspiring conversation with Ester Martínez, Mathur introduced an interesting concept known as the “B2B Cycle”—not to be confused with business-to-business marketing, but rather a framework that connects belief, behaviour, and business outcomes. “Think of it as a triangle,” he said. “At the apex is your belief, which is essentially your values and culture. At the base are behaviour and business, with your belief driving your behaviour, and behaviour in turn influencing business outcomes.”
This belief-driven culture ensures that employees understand the ‘why’ behind the company’s actions, leading to behaviours that are aligned with the organisation’s long-term goals. When belief systems are strong, they create the right behaviours, which naturally translate into positive business results. The absence of this cultural alignment can lead to short-term successes, but they are unlikely to withstand external pressures or evolve into sustainable outcomes.
Embedding culture in the onboarding process
Mathur emphasised that the cultural journey for new hires begins even before they join the organisation. From the first interaction with a recruiter, candidates are already evaluating whether the company’s culture is a fit for them. This early exposure is crucial because it sets the tone for the entire hiring process and impacts how new hires integrate into the organisation.
The onboarding process at InMobi is crafted meticulously to ensure that new employees feel connected to the company’s culture from the outset. Mathur believes that the first 30, 45, and 60 days are critical for employees to feel confident in their decision to join the company. During this period, they are exposed to culture carriers—leaders and managers who embody the company’s values—and engage in structured orientation programs that align them with InMobi’s mission and vision.
This focus on onboarding goes beyond logistics and training. It’s about creating lasting impressions and ensuring that new hires understand the company’s values and feel supported in their growth. “If people believe they can come into an organisation without having to be someone else, the level of engagement skyrockets,” Mathur said.
The role of analytics and AI in HR
In his closing remarks, Mathur discussed the evolving role of technology in HR, particularly the use of analytics and artificial intelligence (AI) in decision-making. While intuition and empathy remain important, Mathur advocated for a balance between data-driven insights and human-centred approaches. “It’s not about template solutions; what works for one company might not work for another,” he explained.
He emphasised that the future of HR lies in leveraging technology to complement, rather than replace, human judgment. By using AI and analytics strategically, companies can tailor solutions to their specific needs, fostering a more agile, adaptive, and personalised approach to workforce management. This balance between tech-driven insights and human intuition ensures that decisions are both data-informed and empathetic, allowing organisations to address unique challenges while staying aligned with their core values.
As People Matters Unplugged Season 3 dives “From Inspiration to Action,” we focus on turning strategic insights into tangible HR outcomes. Stay tuned for episodes that shape the future of work.