Review contracts and agreements for the obligations they create around large-scale cultural change.
Managing Cultural Change in Large Organisations
Turn large-scale cultural change from a stated policy into a practice your organisation can evidence.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
People decide what large-scale cultural change really means by watching who gets promoted. Most disputes about this area of people management and development begin as a conversation that was handled badly. The course leaves participants able to diagnose weaknesses in the people management and development capability before they become incidents. The programme converts large-scale cultural change from an area of general awareness into a set of repeatable practices. Exercises escalate in difficulty, ending with the ambiguous situations that make this area of people management and development hard in practice. Where the practice within people management and development is measured, it improves; where it is only discussed, it drifts. A common pattern is strong design of large-scale cultural change paired with weak follow-through. Participants come from operational and oversight roles, and both perspectives on this area of people management and development are used deliberately. The course ends by identifying what the participant will stop doing to make this part of people management and development sustainable.
Expected Learning Outcomes
Measure the effect of large-scale cultural change on retention, performance and engagement.
Integrate large-scale cultural change with reward, development and performance processes.
Design a training and briefing approach that sustains competence in large-scale cultural change.
Design the appeals or grievance route attached to large-scale cultural change.
Build the evidence base on large-scale cultural change from data the organisation already collects.
Recognise early indicators that large-scale cultural change is drifting away from its intended design.
Who Should Attend
Employee relations specialists handling cases arising from large-scale cultural change.
Individuals developing their own capability in large-scale cultural change.
Internal auditors reviewing how large-scale cultural change is designed and operated.
Internal communications staff explaining large-scale cultural change to the workforce.
Managers with direct responsibility for large-scale cultural change within the workforce.
Learning and development officers building capability in large-scale cultural change.
Course Modules
Large-scale cultural change: communication and employee understanding
2 sessions · 8 pointsSession 1The hard cases in large-scale cultural change and how to reason about them
- Prepare the summary of large-scale cultural change that senior management will read.
- Review large-scale cultural change for unintended equity effects across groups.
- Confirm that contractual obligations around large-scale cultural change are understood.
- Build the appeals route for large-scale cultural change and publish it.
Session 2Applying large-scale cultural change consistently to the person you like least
- Confirm that those complying with large-scale cultural change understand why it exists.
- Reduce the variation in how large-scale cultural change is carried out between teams.
- Set escalation thresholds for large-scale cultural change that work out of hours.
- Map the handovers in large-scale cultural change between functions and secure them.
Large-scale cultural change: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Costing large-scale cultural change honestly, including the cost of inaction
- Document the reasoning for every exception granted under large-scale cultural change.
- Train line managers on large-scale cultural change rather than handling every case centrally.
- Agree the indicators that will show whether large-scale cultural change is improving.
- Pilot changes to large-scale cultural change in one area before wider rollout.
Session 2What your existing data already says about large-scale cultural change
- Define the trigger that would require large-scale cultural change to be redesigned.
- Check that large-scale cultural change complies with current labour regulation in every location.
- Measure the effect of large-scale cultural change on retention and performance, not activity.
- Agree the smallest change to large-scale cultural change that would be visibly useful.
Large-scale cultural change: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Building manager capability in large-scale cultural change rather than owning it centrally
- Confirm records relating to large-scale cultural change meet retention and privacy rules.
- Verify six months later that changes to large-scale cultural change have held.
- Prepare the response for the most likely failure in large-scale cultural change.
- Set out how exceptions to large-scale cultural change are requested and approved.
Session 2Writing a policy on large-scale cultural change a line manager can actually use
- Plan succession for roles most exposed to large-scale cultural change.
- Write down the assumptions underpinning the approach to large-scale cultural change.
- Establish what evidence demonstrates large-scale cultural change is under control.
- Design the communication for large-scale cultural change around the questions people will actually ask.
Large-scale cultural change: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Moving large-scale cultural change from approval to execution
- Ask employees what large-scale cultural change feels like from their side.
- Assign responsibility for keeping documentation of large-scale cultural change current.
- Set the annual review point for large-scale cultural change and who attends.
- Remove steps in large-scale cultural change that add effort without adding assurance.
Session 2What to measure in large-scale cultural change and what to ignore
- Identify the data the organisation already holds that bears on large-scale cultural change.
- State the purpose of large-scale cultural change in one sentence a new manager would understand.
- Set the consistency check that catches uneven application of large-scale cultural change.
- Script the difficult conversation large-scale cultural change requires and rehearse it.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.