Day 1: Diagnosing the Organizational System and Lived Culture

Cultural Evidence and Organizational Diagnosis

• Observe gaps between values and behavior
• Read organizational rituals stories and symbols
• Distinguish declared norms from lived practice
• Gather evidence from everyday workplace situations

Systems and Interacting Causes

• Map relationships between causes and consequences
• Reveal reinforcing loops within organizational system
• Avoid treating symptoms outside operating context
• Locate intervention points with sustained influence

Applied Stakeholder Voices

• Select stakeholders representing contrasting organizational perspectives
• Conduct interviews that reduce defensive responses
• Compare narratives against available organizational evidence
• Protect confidentiality when presenting findings

Day 2: Designing Structures Roles and Supporting Behavioral Norms

Organization Design Principles

• Align structure with how value flows
• Assess the impact of managerial spans
• Examine specialization and coordination across units
• Compare design alternatives against explicit principles

Role Clarity and Dependencies

• Expose overlaps and ambiguity in responsibilities
• Clarify decision rights among involved roles
• Define reciprocal inputs and expected outputs
• Improve handoffs between connected organizational units

Behavioral Norms and Leadership Example

• Translate values into observable workplace behaviors
• Align leadership decisions with cultural messages
• Reinforce norms through everyday operating mechanisms
• Address contradictions between example and reward

Day 3: Culture Intervention Lab and Transformation Measurement

Organizational Intervention Portfolio

• Match each intervention to its root-cause
• Coordinate policy structure and communication changes
• Sequence initiatives around organizational absorption capacity
• Test consistency across proposed intervention portfolio

Measuring Cultural Change

• Define behaviors reflecting the desired culture
• Combine leading and lagging cultural indicators
• Integrate quantitative and qualitative evidence sources
• Review unintended consequences of organizational interventions

Culture Reinforcement Lab

• Generate reinforcement roadmap with clear ownership
• Choose reinforcement moments embedded within work
• Define leadership responsibilities for sustained follow-through
• Present the roadmap to key stakeholders

• A system map reveals relationships and mutual causes
• Diagnostic interviews examine contrasting stakeholder narratives
• A design studio tests alternative organizational interventions
• A culture lab produces a measurable reinforcement roadmap