Organizational Culture Change & Transformation Training Course

Course Overview

Learning Objectives

• Analyze the concept of organizational culture and its influence on strategy execution, performance, and employee engagement on Day 1.
• Apply recognized culture models, including Schein's three levels, the Competing Values Framework, and the Cultural Web, to diagnose the current culture of a selected organization or unit.
• Develop a target culture profile that is directly linked to strategic priorities and organizational purpose.
• Assess the gap between current and target culture and identify the priority shifts with the greatest impact on performance.
• Design a behavior framework that translates organizational values into specific, observable behaviors for leaders and employees.
• Strengthen the role of senior leaders and managers as culture carriers through role modeling, decision making, and everyday interactions.
• Align HR systems, including recruitment, onboarding, performance management, recognition, and leadership development, with the desired culture.
• Evaluate the impact of subcultures and develop approaches for culture integration during mergers, restructuring, or major transformation.
• Implement culture change interventions, including rituals, symbols, stories, communication, and employee involvement initiatives.
• Develop a culture measurement approach using surveys, behavioral indicators, and qualitative feedback to track progress.
• Design a culture change roadmap with phases, responsibilities, and success indicators by the end of Day 5.

Who Should Attend

Learning Outcomes

• By the end of the course, participants will be able to:
• Explain how culture forms, how it is reinforced, and how it affects results in their organization.
• Conduct a culture diagnosis using a recognized model and present clear, evidence-based findings.
• Define a target culture that supports strategy and describe it in terms employees can understand.
• Identify the few critical cultural shifts that will have the greatest impact on performance.
• Convert organizational values into a practical behavior framework with clear examples of expected and unacceptable behaviors.
• Demonstrate and reinforce desired behaviors as a leader in meetings, decisions, and performance conversations.
• Review HR and management practices and identify changes needed to reinforce the target culture.
• Plan culture integration activities for teams or entities brought together through merger or restructuring.
• Design culture change interventions that involve employees and build genuine ownership.
• Track cultural progress using a balanced set of quantitative and qualitative measures.
• Present a practical culture change roadmap for implementation in their organization.

Course Outline