Designing Corporate Culture

About the program

Strategy alone does not create success; corporate culture is the quiet engine that shapes any organization’s destiny. This program is designed to equip leaders to diagnose the reality of the workplace, measure the scale of cultural waste, and use values-assessment tools to draw a clear roadmap that moves the organization toward high, sustainable performance.

Who it’s for

• Executive leaders and decision-makers
• HR and talent management professionals
• Change and institutional transformation leaders
• OD and innovation consultants

Learning objectives

1. Connect personal values, corporate culture, and financial/operational performance.
2. Apply the Seven Levels of Consciousness Model (The 7 Levels Model).
3. Diagnose cultural waste and sources of wasted energy and resources.
4. Use Cultural Values Assessment (CVA) tools to close the current–desired culture gap.
5. Develop transformative leadership strategies that embed values into everyday policies and operating systems.
6. Design a complete, implementation-ready cultural transformation roadmap.

Five-day journey

A clear path from diagnosis to a transformation roadmap.

1. 1 Anatomy of culture and its strategic impact
   • Culture as a strategic asset and performance driver, and analyzing how cultural alignment affects operational indicators.
   • How personal and organizational values shape workplace behavior.
   • Workshop: quick climate check and how values form over time.
2. 2 The Seven Levels of Organizational Consciousness
   • Overview of the Seven Levels model and foundational levels (survival, relationships, self-esteem).
   • Moving into sustainability levels (transformation, internal cohesion, making a difference, service).
   • Full-spectrum consciousness and why balance across levels matters.
3. 3 Diagnosing cultural waste and measuring values
   • Cultural waste: its sources and direct impact on productivity and resources.
   • Measurement methods and Cultural Values Assessment (CVA) applications.
   • Interpreting results and reading strategic gaps between current and desired culture.
4. 4 Values-based leadership and structural alignment
   • The leader’s role in shaping culture — from control to empowerment and trust.
   • Structural alignment between values and operating systems.
   • Practical ways to link HR and performance processes to organizational values.
5. 5 Change management and the transformation roadmap
   • Strategies for cultural change, resistance, and building support.
   • Communication mechanisms that sustain change and prevent relapse.
   • Capstone: design a full transformation roadmap for a real or simulated organization.

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