How do you create culture change training that works for everyone?

2 Conduct a learner analysis

The next step in creating culture change training is to conduct a learner analysis. This involves collecting and analyzing data about your target audience, such as their demographics, backgrounds, roles, responsibilities, motivations, challenges, learning styles, and preferences. By doing so, you can identify the commonalities and differences among your learners, and tailor the training content, format, and delivery methods to suit their needs and expectations. You can also use the learner analysis to segment your audience into groups or personas, and design different learning paths or options for them.

3 Design the learning experience

The third step in creating culture change training is to design the learning experience. This involves selecting learning objectives, strategies, activities, materials, and assessments that will help learners achieve the desired outcomes. To make the learning experience engaging, interactive, relevant, and meaningful for learners, you can use storytelling and scenarios to illustrate the benefits and challenges of the culture change. Incorporate feedback and reflection to help learners assess their progress and identify areas for improvement. Utilize gamification and social learning to motivate and reward learners, as well as foster collaboration and communication. Additionally, provide opportunities for learners to practice their new skills and behaviors in realistic and relevant situations. Leverage various media and formats such as videos, podcasts, e-books, infographics, etc., to cater to different learning styles and preferences.

4 Deliver the training effectively

Delivering culture change training effectively is the fourth step in creating culture change training. It involves choosing the right delivery mode and platform, such as online, offline, or blended, as well as facilitating the training in a way that supports and enhances the learning experience. To ensure success, it is beneficial to set clear expectations and ground rules for the training, create a positive and supportive learning environment, encourage participation and interaction among learners, provide timely and constructive feedback and guidance, adapt the training to the learners' needs and feedback, and reinforce the key messages and takeaways of the training.

5 Evaluate the training impact

The final step in creating culture change training is to evaluate the training impact. This involves collecting and analyzing data on the effectiveness and efficiency of the training, as well as its influence on the learners' attitudes, skills, performance, and behavior. It is also important to measure the impact of the training on the organizational culture, such as its alignment with the vision, mission, and values, its effect on employee engagement and satisfaction, and its contribution to organizational goals. To do this effectively, you should use multiple methods and sources of data collection such as surveys, interviews, observations, and tests. Additionally, you should apply different levels and criteria of evaluation including reaction, learning, behavior, and results. Comparing the data before and after the training as well as against predefined goals will help identify strengths and weaknesses of the training. Finally, it is important to communicate the results and recommendations of the evaluation to stakeholders and learners.