close · Culture Change · 60–120 min · 5-20 people · medium energy

Culture Change Implementation

This method helps organizations translate desired cultural shifts into concrete actions and behaviors. It fosters alignment and commitment by involving participants in defining and implementing cultural changes.

When to use Culture Change Implementation

Use this method when an organization needs to operationalize a new or revised set of cultural values and ensure they are embedded in daily practices.

What it solves

Lack of buy-in for cultural changes, disconnect between espoused values and actual behaviors, difficulty translating abstract values into concrete actions.

How to run Culture Change Implementation, step by step

  1. Review the desired cultural attributes. (10 minutes)
  2. Brainstorm specific behaviors that exemplify each attribute. (20 minutes)
  3. Identify existing obstacles preventing these behaviors. (20 minutes)
  4. Develop actionable steps to overcome these obstacles. (30 minutes)
  5. Assign owners and timelines for each step. (20 minutes)

Materials needed

  • Whiteboard or flip chart
  • Markers
  • Sticky notes
  • Timer

Facilitator tips

  • Encourage participants to be specific and practical in their suggestions.
  • Ensure that the actionable steps are measurable and achievable.

Common pitfalls

  • Participants may focus on superficial changes rather than addressing deeper issues. Guide them towards addressing root causes.
  • Action steps may be too vague or unrealistic. Help participants refine them into concrete and achievable tasks.

Variations

  • Use a pre-defined set of cultural attributes as a starting point.
  • Incorporate a survey or assessment to identify areas where cultural change is most needed.

Running it online or hybrid

Use breakout rooms for smaller group discussions and collaborative online whiteboards for sharing insights.

What it produces

A set of actionable steps and initiatives to support the desired cultural changes, with assigned owners and timelines.

Origin

Adapted from NOBL Academy's Culture Change approach — source

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