LLI Consulting Group | www.lliconsulting.com
Welcome to Your Culture Change Playbook.
Culture transformation doesn't happen by accident—it requires intentional planning, consistent execution, and authentic leadership. This playbook provides a proven roadmap to guide your organization through meaningful, sustainable culture change.
Built on the LLI Framework™: Listen → Learn → Implement
Whether you're addressing a specific culture challenge or embarking on comprehensive transformation, this playbook will help you move from intention to measurable impact.
Goal: Understand the current state of your culture through diverse perspectives
Key Activities:
Deliverable: Culture Assessment Report with key themes and insights
Goal: Analyze findings and co-create the path forward
Key Activities:
Deliverable: 90-Day Culture Change Roadmap with specific initiatives
Goal: Execute initiatives and embed new behaviors
Key Activities:
Deliverable: Measurable culture shifts and sustained momentum
| Week | Key Actions |
|---|---|
| Week 1-2 |
☐ Establish culture change steering committee ☐ Review existing culture data (surveys, exit interviews, etc.) ☐ Schedule listening sessions across departments ☐ Create communication plan for transparency ☐ Identify key stakeholders and champions |
| Week 3-4 |
☐ Conduct 15-20 listening sessions ☐ Analyze themes and patterns from feedback ☐ Document current vs. desired culture state ☐ Share preliminary findings with leadership ☐ Validate insights with diverse employee groups |
| Week 5-6 |
☐ Present full assessment report to leadership ☐ Facilitate workshops to identify root causes ☐ Co-create vision for desired culture ☐ Define measurable culture goals and KPIs ☐ Prioritize initiatives (quick wins vs. long-term) |
| Week 7-8 |
☐ Develop detailed 90-day implementation roadmap ☐ Assign initiative owners and resources ☐ Create leader toolkit and talking points ☐ Design change management communication plan ☐ Prepare training materials for new behaviors |
| Week 9-10 |
☐ Launch first quick-win initiatives ☐ Conduct leader training on new expectations ☐ Update 2-3 key processes or policies ☐ Host all-hands to share vision and progress ☐ Establish feedback mechanisms |
| Week 11-12 |
☐ Monitor early adoption and engagement ☐ Address resistance and concerns proactively ☐ Celebrate early wins publicly ☐ Gather feedback on what's working ☐ Adjust approach based on learnings ☐ Plan next 90-day cycle |
Map your stakeholders across these four categories to tailor your engagement strategy:
Who they are: Leaders and influencers who are excited about change
Your strategy: Empower them to model behaviors and influence others
My Champions:
1. _________________________
2. _________________________
3. _________________________
Who they are: Skeptics with power to slow or stop progress
Your strategy: Listen to their concerns, involve them early, address root objections
My Blockers:
1. _________________________
2. _________________________
3. _________________________
Who they are: Enthusiastic employees without formal authority
Your strategy: Engage them as grassroots ambassadors and early adopters
My Supporters:
1. _________________________
2. _________________________
3. _________________________
Who they are: Wait-and-see employees who need proof
Your strategy: Show early wins, provide clarity, demonstrate consistency
My Observers:
1. _________________________
2. _________________________
3. _________________________
Culture change must be measured to be managed. Track these leading and lagging indicators:
My Top 3 Culture Metrics:
1. ____________________________________________ Target: __________
2. ____________________________________________ Target: __________
3. ____________________________________________ Target: __________
Review Frequency: ☐ Monthly ☐ Quarterly ☐ Bi-annually
| ❌ Pitfall: Leadership says one thing, does another | ✅ Solution: Hold leaders accountable to model behaviors first |
| ❌ Pitfall: Launching too many initiatives at once | ✅ Solution: Focus on 3-5 priorities; phase implementation |
| ❌ Pitfall: Treating culture as an HR-only project | ✅ Solution: Engage leaders across all functions as co-owners |
| ❌ Pitfall: Lack of transparency about progress | ✅ Solution: Share wins AND struggles; build trust through honesty |
| ❌ Pitfall: Ignoring middle manager resistance | ✅ Solution: Invest heavily in middle manager training and support |
| ❌ Pitfall: Assuming change happens overnight | ✅ Solution: Plan for 18-24 month transformation with milestones |
Culture change requires sustained commitment. Use this space to document your pledge:
Our desired culture in one sentence:
_____________________________________________________________
_____________________________________________________________
The #1 behavior we need leaders to model:
_____________________________________________________________
How we'll know we're successful in 90 days:
_____________________________________________________________
_____________________________________________________________
Project Owner: _________________________ Start Date: ______________