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Home - Cultural Change - Training ProgramsHR Strategic Partner for Cultural Change

HR strategic partner for cultural change training program

HR managers play a strategic role in setting up and managing Cultural-Change efforts. They provide top management with technical expertise critical for balancing the business and human sides of the change strategy, they help design the support structures critical for leading people through change, and they provide key leaders with needed support throughout the transformation process. 


To develop an in-depth understanding of Cultural-Change critical for providing quality support in setting-up and implementing Cultural-Change within an organization.

Who For

For HR directors, HR managers, and internal change agents



  • Review a proven and pactical methodology for implementing Cultural-Change

  • Clarify the role & responsibilities of HR managers in implementing Cultural-Change

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

  • Review best practices for leading people through Cultural-Change

  • Acquire models and methods to handle the human and cultural issues of change


Results Expected


  For the Participant
  • Increased impact and confidence in supporting a Cultural-Change initiative

  • Provide top management with quality advice throughout the Cultural-Change process

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


  For the Organization
  • Overcome resistances and inhibitors more effectively

  • Reduce the time and resources needed to implement Cultural-Change

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

  • Develop more robust support structures critical for leading people through Cultural-Change

  • Increase the probability of success in implementing Cultural-Change (our Pulscipline™ Cultural-Change System has a 100% success rate)


Development Methodology

  • Review proven models and methodologies for implementing Cultural-Change

  • Review examples of how leading-organizations implemented Cultural-Change

  • Learn from the successes and failures of other organizations

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

  • Use the models, case studies and shared experiences to identify best practices


1 day

Satisfaction Guaranteed

We are so confident in the quality of this program that we offer a satisfaction guarantee. If for any reason you are not satisfied with this program, we’ll refund the tuition paid.

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  Key Models & Concepts
  • Key differences between Cultural-Change, change management, and project mgmt.

  • Steps for implementing Cultural-Change

  • Six forms of inhibitors of change (resistances and derailment factors)

  • Common blind spots and derailment factors of Cultural-Change projects

  • How to overcome peoples’ natural resistance to change

  • Imperatives of success for Cultural-Change

  • Role of culture and leadership in implementing Cultural-Change

  • Elements of a Cultural-Change strategy

  • AB BC model; how successes in one project can lead to failure in the next

Supporting the Transformation

Your ability to Identify and eliminate inhibitors throughout the transformation process reduces the resources needed and significantly increases the probability of success.

  • How to move the change effort beyond the first wall of resistance

  • How to identify and remove the inhibitors of change

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

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

  • How to coach leaders through the transformation process

  • How to determine next steps and create next step strategy

  • How to sequence actions to reduce the risk of overload

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

  • Methods for accelerating the transformation process

Setting Up the Cultural-Change Effort

Most Cultural-Change efforts are designed to fail. It is critical to know how to transform change objectives into a Cultural-Change strategy and support structure that can successfully lead people through change.

  • How to balance the Business, Culture, and Results sides of a change strategy

  • Identify critical components of a Cultural-Change strategy that are often missing

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

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

  • Critical systems for supporting the transformation process and behavioral change

  • System for monitoring “soft” indicators and analyzing progress

  • How to determine the effectiveness of the leadership team and support structures, the quality of the leadership team leaders provide, and the engagement of people

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