As with so many projects and programmes, preparation is key to the success of your own culture and leadership programme. Each step also provides an opportunity for you to start role modelling the leadership behaviours you want to see within your organisation too.
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Here we have gathered a range of advice and templates to help you to
- Engage and support the people you will need to enable you to deliver the programme
- Assess existing programmes of activity and strategic priorities which may influence your approach
- Consider how this work will be recognisable within your organisation
- Begin to think about how you will evaluate the impact of this programme and whether the objectives have been met
To support you as you explore the Scoping Phase of the Culture and Leadership Programme, we have created the revised Discovery Phase Guide, which covers both the Scoping Phase and the Discovery Phase. Whether you like to work your way through, dip in and out or have something to refer back to outside of a learning space, we hope this document will enable you to implement the programme in your organisation.
Template for linking collective leadership strategy and business plan: This template helps to prompt consideration of the organisations business plan or strategy in relation to starting work on the culture and leadership programme.
Introductory presentation to your board: In this example presentation, we have pooled information which we have found Boards are interested in when first learning about the Culture and Leadership Programme. We have also included space for your own organisation’s/system’s information, and some reflective questions. Please do adapt this to be most appropriate for your own context.
Learning resources for change teams
You will find a range of learning resources to support you and your change team colleagues on our learning together pages. These include reflecting exercises, guidance about compassionate conversations, and access to the Online Learning course which we would recommend all change team members complete.
In order to ensure you’re having the impact you intended, and identify any unintended consequences to your change, you will want to plan how you will measure whether your culture and leadership programme has achieved its objectives and how you will capture lessons for future.
Consider the purpose or vision for introducing the culture and leadership programme – what are you trying to achieve? How will you know when you have achieved it? Remember that culture change takes time.
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Sharing your stories
We’d love to hear your story too. Please join our Community of Practice or get in touch with the team: email@example.com