Case Study
Learning Journeys
Bring values and culture to life through change management: Learning journeys with a focus on project delivery and capability building.
The Project
Our client, a public sector entity in the Middle East, had codified its new values and target culture. The goal of the project was to bring the culture to life through guided delivery of a culture-change project utilizing several client teams that owned one workstream each and were supported by our advisors as well as a learning journey around project and change management.
The Results
All Managers
were trained in how to role model the new behaviors, and 90 percent of employees knew about the target culture and expected behaviors by the end of the project
Learning
360° feedback and baseline exercise revealed that project management skills improved significantly for participants
Project delivered
with all workstreams realizing their impact goals on time
Initiatives implemented during the learning journey that delivered a strategic project on culture change:
PROJECT TEAM / WORKSTREAMS
DESCRIPTION
Build understanding and conviction
Communicate new desired culture to entire organization through various channels.
Implement Cultural Change Champion Program
Define Change Champion Program; select and train Change Champions. Roll out program, collect feedback, and tweak as needed.
Review how we operate
Review the way the organization runs meetings and makes decisions to ensure alignment with new culture.
Review how we communicate
Adapt internal communication (channels, content, style) to reflect new culture. Develop communication channels to reinforce, acknowledge, and celebrate colleagues that have been role modeling new culture (including Employee Recognition).
Embed values in how we recruit and onboard
Culture-fit testing part of recruiting process; all interviewers trained in the new approach; ensure that culture assessment is part of new joiner’s onboarding program
Leadership coaching and team rituals
Train, coach, and support leadership team in role modeling new behaviors; develop a set of “team rituals” to reinforce new culture.
Establish a baseline, regular culture pulse checks, and culture dashboard
Perform regular pulse-check surveys to check in on organization’s sentiment towards (living up to) new culture; implement culture dashboard to report change.
Several delivery modes used in a journey focused on delivering a strategic project on culture change:
WORKSHOPS
1-2 days per month; theory and practice in a classroom setting.
Sometimes hackathon style, client teams work simultaneously on actual project deliverables.
Workshops at the beginning of each phase to introduce next deliverable/step of process.
FEEDBACK AND COACHING
Monthly 1:1 feedback between each participant and Amplify Advisor.
PERFORMANCE MANAGEMENT
Update current performance management dimensions to reflect desired behaviors and competencies needed.
EXPERT CALLS
Access to network of various functional and industry subject matter experts (e.g., to collect input during solution design phase).
FIELDWORK AND APPLICATION
Data gathering, testing, and interviewing. Application along templates and tools provided.
WEEKLY CHECK-INS/OUTS
Weekly, teams check in and out between each client team and their Amplify Advisor.
Plan the week, review progress, receive support, and reflect.
Example learning journey with focus on delivering a strategic project on culture change:
Example workshop agenda for learning journey with focus on delivering a strategic project on culture change…
…and tools the client teams used to drive actual project delivery after the workshop.
PART 1: WORK PLANNING
PART 2: DATA GATHERING
