Culture Leadership Training
Culture leadership training is more important then ever as organisations get to understand the importance of culture. The culture exists. We choose whether to manage it, or let it develop organically. If there are challenges in your team or organisation, it is possible that the culture is to blame. The culture can be positive or negative. Culture encourages to try even harder, or it can lead people not to bother. Culture can lead people to try extra hard or not to try at all. This training workshop helps leaders plan how they can take control of their culture.
Culture leadership training helps leaders realise the power of their organisational culture and how to harness and direct that power. The culture of every organisation and team is its spirit, determining their reactions to events. Every organisation has a culture. Every team has a culture. If we ask people about the culture, they will often look confused, not understanding the question. But if we ask an employee, “tell me about what it’s like to work here?” they will tell you about the culture. The culture is the spirit, or belief system and attitudes of the organisation.
Culture leadership training at ITD
At ITD we have been talking about culture leadership training for many years. Where clients have seen the power of their culture and have worked on it, their work has made a huge impact. With changes in culture and skills training, one client went from a position of no realistic chance of achieving their target, to blowing that target away by 136%.
What is culture leadership training?
Culture leadership training helps leaders explore the power of their organisational culture. Some still believe that the best way to lead a culture is to tell everyone what to do and how to do it. The more enlightened realise that creating a positive culture can create a dynamic, high performance, problem solving culture. This training helps leaders realise the differences in culture and then to make their own choice.
Culture leadership training agenda
- Introduction & objectives
- Culture defined
- What is culture; participants’ examples.
- Why does culture matter; the human impact.
- Examples of great cultures and poor cultures.
- Indications of what the culture is really like.
- How does culture evolve?
- What is your current culture?
- What would you like the culture to be?
- Who leads the culture?
- Leading a culture.
- Case studies on culture.
- Leading a new culture.
- Personal actions.
Training follow up
- Participants leave with individual actions.
- Email follow up of personal action plans.
- Suggested conversation with their line manager on their actions.
- Optional WebEx conference call follow up on these actions.
- Optional 1 to 1 coaching.
- ITD blog with further tips and suggestions.
Learning outcomes
- Clear understanding on what culture is, its importance and power.
- Applying the ideas to their teams and organisation.
- Exploring how taking control of the culture could impact the organisation.
Why choose ITD for your culture leadership training
- This is a unique approach to culture development, which really works.
- Blend of instruction on the ideas we have plus coaching and discussion with the participants.
- Our training consultants create a very productive and safe atmosphere in which people can reflect and explore new ideas.
- We work with you to ensure the intervention is a success.
- Our approach to action planning is also unique and gives participants the best opportunity for implementing change.
- We have been talking about culture for many years and before it became trendy to do so.
Case Study
Client
The finance team of this Biotech company based in Cambridge. We have worked with this finance team on a number of occasions through the years.
This is a team of highly able and dedicated individuals who have worked together for some time. One of the big challenges they faced was with the change that occurs when services are centralised and teams break up.
Background
The finance team had been through a major change programme focused on moving part of their function to a central services function in a different country. This meant a break up of the team and some distress. With the completion of this process, the team needed to rebuild.
Need
The Director recognised the need for an activity which would help the team move on from the enforced change they had experienced. He wanted them to draw a line on the past challenges and focus on the future. But he also wanted them to have fun and start to think of themselves as a new team.
Activity
We put together a mix of facilitated sessions with a blend of discussion, fun activities and team working which all pointed to the future. This was a 2 day session based in a boutique hotel in London.
- What are we going to say goodbye to?
- What is exciting about the future?
- How can we show the future visually – create a TV advert?
- How are going to support each other?
The session worked on the culture of this team. We did this with facilitated discussion with the whole team, small group work and lots of activities. The agenda was dynamic because we couldn’t be sure how they would react at each stage. But in the end it worked very well and to be frank, we are amazed by what the team has done.
Outcomes
The main outcomes of this session were:
- The team said goodbye to the past and embraced the future.
- The team created not just a new culture but an entire identity for their team.
- The energy that was produced during and following the session created an amazing atmosphere.
Participant Reviews
“This really exceeded my expectations. I feel like we’ve drawn a line and moved forward.”
“Very good use of time for the team to come together and focus on the future.”
Start a conversation
Call us on +44 (0)800 804 8086
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