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HR Strategic Partner for Cultural Change

HR Strategic Partners play a critical role in setting up and managing change projects. They provide top management with technical expertise critical for balancing the business and human aspects of the change strategy, they help design the support structures people need to make the desired changes, and they provide critical support throughout the transformation process. 



To develop the fundamental understanding, methodology, and skills need to be an effective HR Strategic Partner for implementing change.

Who For

For Strategic Partners of change



  • Clarify the role & responsibilities of the HR Strategic Partner in implementing change

  • Identify the forms of support the management team needs throughout a change effort

  • Review a practical methodology for changing the culture of an organization

  • Review best practices for leading people through behavioral change

  • Develop a basic toolkit to handle the human and cultural issues of change


Results Expected


  For the Strategic Partner
  • Increased impact and confidence in supporting a change initiative

  • Provide top management with quality advice based on practical models and methods

  • Provide team leaders with effective coaching and support throughout the transformation


  For the Organization
  • Develop a change strategy that better balances the technical and human sides of change

  • Develop needed systems for leading people through change

  • Remove the human resistors of change more effectively

  • Reduce the time and resources needed to achieve the change objectives


Development Methodology

  • Create an interactive environment that builds on the change experiences of participants

  • Present practical models of change management

  • Learn from the successes and failures of others through case studies and examples

  • Develop skills through exercises and coaching


2-4 days depending on contents selected and amount of skill building desired

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  Skill Building
  • How to balance the business and cultural aspects of the change strategy

  • How to create a comprehensive cultural change strategy and roadmap

  • How to identify and remove the inhibitors and resistors of change

  • How to measure progress in the transformation process and determine next steps

  • How to audit the strengths and weakness of a change strategy and support systems

  • How to coach leaders through the transformation process

Models and Methods
  • Differences between project management, change management and cultural change

  • Imperatives and best practices for implementing change

  • Do’s and don’ts in advising the management team and top line leader

  • Common blind spots and derailment factors of change projects

  • Role of culture and leadership in implementing change

  • How to identify cultural adaptations needed to facilitate desired business changes

  • Steps for implementing cultural change

  • Critical systems for supporting the transformation process and behavioral change

  • Five types of Inhibitors of change

  • How to overcome peoples’ natural resistance to change

  • How to move the project beyond the first, and strongest, wall of resistors

  • How to set up a project that can effectively manage people through change

  • How to sequence actions to reduce the risk of overload

  • Common Issues in managing the transformation and ways to deal with them

  • How to spread buy-in, engagement, and ownership

  • System for monitoring “soft” indicators and analyzing progress

  • Methods for accelerating the transformation process