What topics are essential for culture change training?

1 Vision and values

One of the first topics to cover in culture change training is the vision and values of the organization . These are the guiding principles and aspirations that define the desired culture and the direction of change. Training should help participants understand and connect with the vision and values, and how they relate to their roles, responsibilities, and behaviors. Training should also provide opportunities for feedback, dialogue, and co-creation of the vision and values, to foster a sense of ownership and commitment among the stakeholders.

2 Mindset and skills

Another topic to include in culture change training is the mindset and skills that are needed to support and drive the change. Mindset refers to the attitudes, beliefs, and assumptions that influence how people perceive and respond to the change. Skills refer to the abilities, competencies, and tools that enable people to perform and adapt to the change. Training should help participants identify and develop the mindset and skills that are aligned with the desired culture, such as collaboration, innovation, agility, resilience, and communication. Training should also address any gaps or barriers that might hinder the mindset and skills development, and provide strategies and resources to overcome them.

3 Behaviors and habits

A third topic to focus on in culture change training is the behaviors and habits that reflect and reinforce the desired culture. Behaviors are the observable actions and interactions that demonstrate the vision and values of the organization. Habits are the repeated and automatic patterns of behavior that form the culture. Training should help participants recognize and practice the behaviors and habits that are consistent with the desired culture, such as giving and receiving feedback, sharing ideas, celebrating successes, and learning from failures. Training should also help participants monitor and modify their behaviors and habits, and provide feedback and recognition to others.

4 Resistance and challenges

A fourth topic to address in culture change training is the resistance and challenges that might arise during the change process. Resistance is the natural and inevitable reaction to change that manifests as fear, anxiety, denial, or opposition. Challenges are the difficulties and obstacles that might hinder or delay the change. Training should help participants understand and empathize with the sources and impacts of resistance and challenges, and how to cope and overcome them. Training should also help participants develop and apply the mindset, skills, behaviors, and habits that can reduce or prevent resistance and challenges, and increase or sustain motivation and support for the change.

5 Feedback and evaluation

A fifth topic to incorporate in culture change training is the feedback and evaluation that can help measure and improve the change outcomes. Feedback is the information and opinions that are collected and exchanged among the stakeholders about the change process and results. Evaluation is the systematic and objective assessment of the change performance and impact. Training should help participants understand and appreciate the value and benefits of feedback and evaluation, and how to use them to monitor, adjust, and enhance the change. Training should also help participants design and implement effective and appropriate feedback and evaluation methods and tools, and how to communicate and act on the findings and recommendations.

6 Learning and growth

A sixth topic to emphasize in culture change training is the learning and growth that can help sustain and advance the change. Learning is the process of acquiring and applying new knowledge, skills, and insights that can improve the change outcomes. Growth is the process of expanding and enhancing the potential and performance of the organization and the people involved in the change. Training should help participants cultivate and demonstrate a learning and growth mindset, and how to create and leverage the opportunities and resources for learning and growth. Training should also help participants share and celebrate their learning and growth achievements, and how to inspire and influence others to do the same.

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?