4 Ways to Bring Culture to Life in Training

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When mission, vision, and values remain on posters instead of showing up in our learning experiences, culture remains something people talk about — not something they live. But when we intentionally infuse these elements into training, we turn everyday moments of learning into moments of meaning. That’s where culture starts to shift. Here are four ways to bring culture to life in training.

When mission, vision, and values remain on posters instead of showing up in our learning experiences, culture remains something people talk about—not something they live. But when we intentionally infuse these elements into training, we turn everyday moments of learning into moments of meaning. That’s where culture starts to shift. Here are four ways to bring culture to life in training.

Make it a habit

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Begin every class with real stories from the organization that demonstrate the mission, vision, and values “in action.” Ask learners to share what they’ve observed or experienced and how it connects to aspects of the culture. For example, in a class on communicating effectively, prompt participants to describe a time when someone communicated using a value such as integrity or respect. Even better, ask them to explain the impact of using the value in this way. When people begin sharing examples of culture in action, they start to see it as more than words on the wall. Instead, mission, vision, and values become guides for how we work and interact with one another. When sharing becomes an expectation, people start looking for examples of culture and much like gratitude, what we intentionally look for tends to appear in abundance.

Begin every class with real stories from the organization that demonstrate the mission, vision, and values “in action.” Ask learners to share what they’ve observed or experienced and how it connects to aspects of the culture. For example, in a class on communicating effectively, prompt participants to describe a time when someone communicated using a value such as integrity or respect. Even better, ask them to explain the impact of using the value in this way. When people begin sharing examples of culture in action, they start to see it as more than words on the wall. Instead, mission, vision, and values become guides for how we work and interact with one another. When sharing becomes an expectation, people start looking for examples of culture and much like gratitude, what we intentionally look for tends to appear in abundance.

Do more than “one and done”

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It can be easy to show the mission, vision, and values on the screen, briefly discuss how they connect to the content of the class, and then move on. But this “one and done” approach minimizes the impact of culture on the day-to-day work. A better alternative is to thread culture throughout the course. Use it in examples and activities and frequently ask learners to make connections. For example, when encouraging learners to be more customer-centric, facilitate a discussion about how this behavior reflects a specific aspect of the mission or a core value. Repeating this practice throughout the course helps reinforce the cultural mindset you’re aiming to create.

It can be easy to show the mission, vision, and values on the screen, briefly discuss how they connect to the content of the class, and then move on. But this “one and done” approach minimizes the impact of culture on the day-to-day work. A better alternative is to thread culture throughout the course. Use it in examples and activities and frequently ask learners to make connections. For example, when encouraging learners to be more customer-centric, facilitate a discussion about how this behavior reflects a specific aspect of the mission or a core value. Repeating this practice throughout the course helps reinforce the cultural mindset you’re aiming to create.

Move from words to action

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Want to do more than merely make a connection? Give learners opportunities to use the mission, vision, and values to practice solving problems in class. For example, in a session on giving effective feedback, ask learners to role-play how they would use a specific value when addressing a challenging scenario. Not only does this strengthen the connection, it also helps learners become accustomed to using the culture in their daily work. Culture becomes real through practice.

Want to do more than merely make a connection? Give learners opportunities to use the mission, vision, and values to practice solving problems in class. For example, in a session on giving effective feedback, ask learners to role-play how they would use a specific value when addressing a challenging scenario. Not only does this strengthen the connection, it also helps learners become accustomed to using the culture in their daily work. Culture becomes real through practice.

See the big picture

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Demonstrate the link between learning and everyday opportunities to advance the mission, vision, and values. Emphasize that daily work is not a separate activity, but a meaningful way to live out the culture. For example, in a class on innovation, ask learners to explain how their ideas align with the organization’s mission and vision. Where the organization is headed, and how it gets there, are both essential components of bringing the culture to life.

Demonstrate the link between learning and everyday opportunities to advance the mission, vision, and values. Emphasize that daily work is not a separate activity, but a meaningful way to live out the culture. For example, in a class on innovation, ask learners to explain how their ideas align with the organization’s mission and vision. Where the organization is headed, and how it gets there, are both essential components of bringing the culture to life.

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The challenge of making mission, vision, and values more than words on a wall is real. But learning designers can bring them to life by making them a regular part of training. Through small, intentional design changes, culture becomes practical - demonstrating the day-to-day value it brings to the organization.

The challenge of making mission, vision, and values more than words on a wall is real. But learning designers can bring them to life by making them a regular part of training. Through small, intentional design changes, culture becomes practical - demonstrating the day-to-day value it brings to the organization.