Several major elements identified in the case study contributed to Celsia's effective deployment of the new organizational culture:

Strong leadership and vision: The CEO, Ricardo Sierra, was instrumental in supporting the development of Celsia's organizational culture. His creative leadership and devotion to innovation laid the groundwork for the Orange Culture to thrive. Sierra's ability to define a compelling vision for the company's future centered on customer$-$centricity and sustainability, motivated people to accept change and align their behaviors with new cultural norms.

Assessing the existing culture: Before initiating the cultural change, Celsia analyzed her existing organizational culture. For an external organization, this survey of $96\%$ of employees highlighted the need for significant changes in attitudes, practices, and practices within the organization By identifying specific areas for improvement, Celsia was able to design targeted interventions to address cultural differences and barriers to change.

Participatory approach: The new organizational culture implemented at Celsia was characterized by a participatory approach involving employees at all levels of the organization. People and Management department leader Claudia Salazar led a participatory activity in which various areas and levels of the company explained the pillars of Orange Culture This inclusive approach allowed employees to develop ownership and purchase, making them active participants in the process of cultural change.

Strategic communication: Effective communication was important in implementing the new organizational culture. The various communication strategies and tactics used by Celsia to disseminate information about the orange culture, its pillars, and associated desired practices were designed to be transparent, fair, and inclusive, ensuring that employees are informed well and in line with the cultural exchange process.

Visible change: Celsia used visible change to support the adoption of fig culture. These changes include reconfiguring offices to create more open and collaborative work environments, eliminating hierarchical titles and business roles, and digitizing strategies to improve efficiency and accessibility This apparent shift marked a departure from old ways of working and reinforced the organization$$s commitment to cultural change.

Training and Support: Celsia has provided training and support programs to help employees adjust to the new organizational culture. Recognizing that cultural change required attitudinal and behavioral change, the company invested in programs to raise awareness, acquire new knowledge, and overcome resistance to change These efforts supported employees and led to the transition and adoption of Orange Culture values and principles.

By implementing these measures Celsia was able to capitalize on its new organizational culture and position itself for continuous improvement and competitiveness in the dynamic energy market