How do you train and coach Culture Change for all levels and functions?

1 Assess the current culture

Before you can plan any training or coaching activities, you need to understand the current state of your organization's culture. What are the values, beliefs, behaviors, and norms that shape how people work and interact? How aligned are they with your vision and goals? You can use various tools and methods to assess your culture, such as surveys, interviews, focus groups, observations, or cultural audits. The results will help you identify the strengths, weaknesses, gaps, and opportunities for improvement.

2 Define the desired culture

Once you have a clear picture of your current culture, you need to define what you want to achieve. What are the key attributes of the culture you aspire to create? How will they support your strategy and performance? You can use frameworks and models to guide you, such as the Competing Values Framework, the Organizational Culture Assessment Instrument, or the Culture Map. You should also involve your stakeholders and leaders in co-creating a shared vision and values for your desired culture.

3 Design the learning interventions

Based on your assessment and definition, you can design the learning interventions that will help you bridge the gap between your current and desired culture. You should consider the different levels and functions of your organization, and tailor your content and methods accordingly. You should also use a variety of formats and modes, such as workshops, webinars, e-learning, mentoring, coaching, or peer learning. You should aim to create engaging, interactive, and relevant learning experiences that foster awareness, reflection, dialogue, and action.

4 Deliver the learning interventions

When you deliver the learning interventions, you need to ensure that they are aligned with your desired culture. You should model the behaviors and values that you want to promote, and create a safe and supportive environment for learning. You should also use feedback, evaluation, and follow-up tools to measure the impact and effectiveness of your interventions. You should celebrate the successes, acknowledge the challenges, and adjust your approach as needed.

5 Reinforce the learning outcomes

Training and coaching are not enough to sustain culture change. You need to reinforce the learning outcomes through ongoing communication, recognition, and reinforcement. You should communicate the purpose, progress, and results of your culture change initiatives, and share stories and best practices. You should recognize and reward the individuals and teams that demonstrate the desired behaviors and values, and provide constructive feedback and support. You should also align your policies, processes, and systems with your desired culture, and remove any barriers or obstacles.

6 Review and revise the learning strategy

Culture change is a dynamic and iterative process that requires constant review and revision. You should monitor and evaluate the outcomes and impacts of your learning interventions, and collect feedback from your learners, leaders, and stakeholders. You should also scan the external and internal environment for any changes or trends that may affect your culture. You should use the data and insights to refine your learning strategy, and plan for new or updated interventions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?