Shape and Sustain Organizational Culture
Manage culture change by influencing desired behaviors and aligning efforts to achieve organizational outcomes.
- A gap remains between organizations’ stated culture (espoused values) and employees’ lived experience. This gap varies by employee level, with leaders of leaders having more positive perceptions of their organization’s culture than nonmanagers.
- HR departments know that shaping and sustaining culture is important for achieving desired organizational outcomes, but few believe that HR is very effective in doing so.
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- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
Shaping an organizational culture where everyone thrives hinges on leadership role modeling, implementation of strategically aligned culture initiatives, and HR alignment, all of which reinforce the desired values and behaviors. Culture sustainment enhances competitive advantage and supports the achievement of desired organizational outcomes.
Impact and Result
- Clarify key players’ roles and accountabilities in managing and reinforcing culture change.
- Bridge the gap between your current and desired culture, addressing pain points, preserving strengths, and building a competitive advantage.
- Align HR programs (e.g. performance management, recognition) and build leadership accountability to reinforce desired behaviors and maintain shifts in mindsets and beliefs.
- Implement change management tactics and sustainment components to embed the desired culture into the organization’s day-to-day operations.
Shape and Sustain Organizational Culture
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.
HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI's eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the project blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the course modules. At the end of each module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
This course will equip learners to design and implement organizational culture change initiatives that drive long-term success. Through practical tools and frameworks, learners will develop strategies to close the gap between stated values and lived experiences, inspire leaders to role model desired behaviors, align HR practices with core values, and embed the desired culture into everyday work for long-term impact.
Learning Objectives
By the end of this course, learners will be able to:
- Recognize the importance of organizational culture and the need to shape and sustain it to achieve desired outcomes.
- Design a plan for culture change by identifying what’s needed, analyzing organizational readiness, and outlining success metrics.
- Support leaders in driving culture initiatives by clarifying roles and co-developing action plans.
- Identify opportunities for HR to support culture change by creating plans to align HR areas with the desired culture.
- Implement strategies to sustain culture change by planning communication, supporting the launch of culture initiatives and measuring progress for continuous improvement.
All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" on the options that pop-up.
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 11 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Prepare for culture change
- Call 1: Discuss the driving need for culture change, evaluate the organization’s level of readiness, uncover existing subcultures, and determine the scope of change.
- Call 2: Conduct a key player analysis and assemble a cross-functional team to lead culture change.
- Call 3: Set goals and metrics to track the success of culture change and prepare to build accountability.
Guided Implementation 2: Work with leaders on culture initiatives
- Call 1: Understand the role of leaders and prepare to gain their commitment for culture change.
- Call 2: Enable leaders’ reflection and prepare them to align their teams’ work practices to the desired culture.
- Call 3: Discuss how to develop culture initiatives and prepare action plans with leaders.
Guided Implementation 3: Identify opportunities for HR alignment
- Call 1: Prepare HR for culture change and discuss opportunities for HR culture initiatives to reinforce the desired culture.
- Call 2: Prioritize culture initiatives and create roadmaps.
Guided Implementation 4: Manage and sustain culture change
- Call 1: Review key considerations, discuss how to craft communications for key audiences about high-level culture change, and prepare to address behaviors that hinder culture change.
- Call 2: Prepare to support initiative owners in creating change management plans for their culture initiatives.
- Call 3: Determine how progress on culture change and initiatives will be measured to inform future iterations.
Contributors
- Allen Annet, HR/OD Consultant and Executive Coach, DMD Connects
- Jennifer Baar, Sr. Human Resources Business Partner, SMART Technologies
- Richard Barrett, Speaker, Author, and Values Thought Leader, Barrett Values Centre
- Greg Bresner, CEO, Culture IQ
- Maria Buchholz, Associate Vice President of Human Resources, University of Calgary
- Phil Buckley, Managing Director, Change with Confidence
- Chad Carr, Managing Partner and Co-Founder, Principled Transformation
- Alexis Dean, Founder and Chief Experience Officer, Dovetail
- Amy Dodson, Director, People Operations, Hire Heroes USA
- Joshua M. Evans, Keynote Speaker & Co-founder and Managing Director, Far Flung Creative
- Michael Franklin, Employee Engagement Specialist, MagnaCare
- Shane Green, CEO, Foley Entertainment Group
- Matthew (Matt) Herzberg, Managing Partner, Principled Transformation
- Dr. Ivan Joseph, Director of Athletics, Toronto Metropolitan University
- Carol Leaman, CEO, Axonify
- Tanya Liblik, Principal, ITP | It’s the People
- Edward Marshall, Adjunct Professor, Duke University
- Colleen Meeker, Vice President of Human Resources, Victorinox Swiss Army
- Garry Ridge, Chairman Emeritus, WD-40 Company
- Catherine Spence, Co-Founder, Pomello
- Carolyn Taylor, CEO, Walking the Talk
- Dr. Felice Tilin, President and CEO, GroupWorksConsulting LLC
- Dr. John Traphagan, Professor of Religious Studies and Human Dimensions of Organization, University of Texas
- Dr. David S. Weiss, President & CEO, Weiss International Ltd.
Articulate Organizational Culture
Shape and Sustain Organizational Culture
Implement and Sustain Cultural Integration Post-Merger or Acquisition
Uncover the Employee Value Proposition
Plan to Extinguish Organizational Burnout
Create a Holistic Employee Wellbeing Program
Unlocking Belonging in the Workplace
Introduction to Psychological Safety for HR
Develop a Resilient Workforce
Introduction to Trauma-Informed Workplaces for HR
The Rise of Organizational Transparency
Enable Innovation Through Culture
Ingrain and Sustain Employee Recognition
Design an Employee Volunteer Program
Neuroscience and HR
Flow State: A Gateway to Engagement, Performance, and Productivity
Demystifying Emotions in the Workplace