Culture change is a long-term process that requires continuous learning and adaptation. If you want to keep your culture change training relevant and effective, you need to refresh it regularly. Here are some tips on how to do that.
Before you update your culture change training, you need to evaluate how well it is working. You can use surveys, interviews, focus groups, or other methods to gather feedback from your employees, managers, and stakeholders. You should also measure the impact of your training on key performance indicators, such as engagement, retention, productivity, or customer satisfaction. This will help you identify the strengths and weaknesses of your current training, as well as the gaps and opportunities for improvement.
Identity whether there have been shifts or changes in the culture before. Also check to see if there are any gaps between the desired culture and the current culture?
Culture change training is an interesting term ?? I don't think a 60 minute session on culture would change anyone's actions and behaviours. Culture change starts with leaders role modeling healthy behaviours and interactions that they expect of their teams. This is always an excellent starting point..... Unless of course you have toxic leaders. You know the saying, a fish always rots from the head. This is especially true for leadership and the culture of your organisation.
To evaluate the true culture of any business, a survey needs to gauge the feelings of people about physical, emotional and mental elements. In 2003/4 UK, I designed and carried out a survey to touch the hearts of people yet define data that the CEO could measure against fiscal results. Studying people's perceptions (as reality in the eyes of the perceiver) we asked subjective questions. We asked the "In your experience of your organization, how do most people.. " 84 questions under 4 quadrants - Balance (self value) Connection (relationships) Purpose (sense of alignment) Performance (ability to be energetic) Have you ever asked this style of question to elicit collective subjective views?
Once you have a clear picture of your current situation, you need to align your training with your culture change goals. You should review your vision, mission, values, and strategy, and make sure your training reflects and supports them. You should also consider the external factors that may affect your culture change, such as market trends, customer needs, or regulatory changes. You should update your training content, methods, and tools to match your desired outcomes and expectations.
Refreshing your culture change training is not only about changing the content, but also about enhancing the learning experience. You want to engage your learners and motivate them to embrace the culture change. You can do this by using interactive and experiential methods, such as games, simulations, case studies, or role plays. You can also use storytelling, storytelling, or testimonials to illustrate the benefits and challenges of the culture change. You should also provide feedback, recognition, and support to your learners throughout the training.
I like the mention of role plays as well as interactive and experiential methods. Employees often relate better to concrete examples of the culture in practice.
Refreshing your culture change training is not enough if you don't reinforce it in the workplace. You need to ensure that your training is followed by action and behavior change. You can do this by creating a culture change plan that outlines the specific steps, roles, and responsibilities for implementing the culture change. You should also monitor and evaluate the progress and results of your plan, and make adjustments as needed. You should also celebrate the successes and learn from the failures of your culture change.
Refreshing your culture change training is also an opportunity to learn from others who have gone through a similar process. You can seek inspiration and guidance from other organizations or experts who have successfully achieved or facilitated a culture change. You can also network and collaborate with other culture change practitioners or learners who share your goals and challenges. You can exchange best practices, tips, resources, or feedback with them. You can also join online or offline communities or events related to culture change.
Refreshing your culture change training is not a one-time event, but a continuous cycle. You need to keep it fresh and relevant by updating it regularly based on the feedback, data, and insights you collect. You should also be open and flexible to adapt your training to the changing needs and demands of your organization and your learners. You should also seek new and innovative ways to deliver and enhance your training. You should always strive to improve your culture change training and make it more effective and engaging.