Building a culture plan

Written by Mairi Doyle & Jerome Parisse-Brassens

Organisational culture can sometimes seem a nebulous concept. While you can clearly feel culture and its impacts, defining what needs to change and how, and measuring the results, are more challenging. But culture is a critical strategic enabler, and as such needs to be treated as a discipline in the same way as HR, Finance, Legal functions etc are. Because as the cliché goes (and clichés have a habit of being true) ‘What gets measured gets managed’, and therefore significantly increases your chances of being successful.?

In this blog we’re going to explain what a culture plan is, why it’s important, and how to build one. We will look at the constituent parts of a plan, relevant timelines, the common challenges faced in creating it, and how to overcome them.

What is a culture plan??

Put simply, it’s a plan that contains all your programmes and projects that are going to move your culture forward, in one place. It typically begins with your business strategy, followed by an outline of what culture you want to move away from, and which one you want to move to (your target culture change strategy), and how you’re going to do this, to achieve your corporate goals.??

There is then a high-level overview of:

• Key culture initiatives over the next 12–18 months.
• How they support your desired future culture.
• Who’s responsible for leading them.
• Critical actions/next steps.?

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