Table of Contents

• The Role of Lunch and Learn Programs in Shifting Organisational Culture
• Case Study 1: How America’s Test Kitchen Shifted Its Culture Toward Inclusion
• Case Study 2: Lagardere AWPL’s Communication Shift Through Personal Presentation
• How to Shift Organisational Culture: Overcoming Resistance and Ensuring Engagement
• Insights from Caribbean Perspectives: Shifting Cultural Norms
• Leadership Strategies for Shifting Organisational Culture Through Learning
• The Impact of Lunch and Learn Programs on Organisational Culture
• Call to Action: Take the First Step Towards Shifting Organisational Culture

The Role of Lunch and Learn Programs in Shifting Organisational Culture

Lunch and Learn programs are informal training sessions that take place during lunch breaks, allowing employees to learn something new in a relaxed setting. These programs can be an excellent way to address gaps in skills, foster communication across departments, and encourage employees to embrace new ways of working. By offering brief but impactful learning opportunities during the workday, companies can shift organisational culture towards continuous development and open communication. These programs are particularly valuable because they can be customized to meet the needs of the organization and its employees, making learning relevant and engaging.

Case Study 1: How America’s Test Kitchen Shifted Its Culture Toward Inclusion

One company that successfully shifted its organisational culture with Lunch and Learn sessions is America’s Test Kitchen (ATK). Through a partnership with The Rise Journey, ATK offered over 150 Lunch and Learn sessions focused on diversity, equity, and inclusion (DEI). These sessions addressed topics such as Bystander Intervention and cultural competency, helping employees engage in meaningful discussions and shift their mindset toward more inclusive behaviour.

By focusing on DEI through these interactive sessions, ATK not only shifted its workplace culture but also provided employees with tools to create a more inclusive environment. Feedback from participants indicated a substantial cultural shift, with 97% of attendees reporting that they found value in the program. Furthermore, 93% of employees expressed interest in continuing this type of training. This demonstrates that Lunch and Learn programs, when thoughtfully designed and executed, can significantly shift organisational culture toward inclusivity and understanding.

Case Study 2: Lagardere AWPL’s Communication Shift Through Personal Presentation

Another example of shifting organisational culture through Lunch and Learn programs comes from Lagardere AWPL, the largest travel retail operator in the Pacific region. Recognizing the need to improve personal presentation and communication skills within their team, Lagardere AWPL collaborated with New Reflections to design a Lunch and Learn workshop titled “Personal Presentation & First Impressions in the Workplace.”

The goal of this program was to address how personal presentation and communication impact workplace relationships. The feedback was overwhelmingly positive, with 100% of participants recommending both the session and the facilitator. This success illustrates how Lunch and Learn programs can shift organisational culture by focusing on areas like professional development and interdepartmental collaboration.

How to Shift Organisational Culture: Overcoming Resistance and Ensuring Engagement

While Lunch and Learn programs offer tremendous potential to shift organisational culture, some challenges can arise. Employees may resist attending these sessions, especially if they feel their lunch break is an essential part of their day to relax and recharge. To shift organisational culture effectively, it’s crucial to overcome these barriers and encourage employee engagement.

Here are several strategies to ensure the success of Lunch and Learn programs:

1. Communicate Value Clearly: Employees are more likely to engage with Lunch and Learn sessions when they clearly understand the benefits. Emphasize the value of developing new skills and how this contributes to both their personal growth and the success of the company. Make sure that they see these programs as opportunities for career advancement, not just another meeting.
2. Incorporate Flexibility: Recognize that not all employees can attend during their lunch breaks. Offering these sessions at various times or providing recorded versions ensures that employees can participate at a time that suits them, making the program more inclusive and accessible.
3. Solicit Feedback: To maintain employee buy-in and ensure the content is relevant, actively seek feedback from employees about their interests and learning needs. Engaging employees in the planning process will make them feel more invested in the program, increasing participation and ensuring that the program aligns with their expectations.

Insights from Caribbean Perspectives: Shifting Cultural Norms

In many cultures, including the Caribbean, there is a strong inclination to preserve lunchtime as personal time. A recent LinkedIn poll asking, “Do you think short training sessions during lunch can improve team performance?” revealed that nearly half of respondents (48%) felt that lunchtime should remain a break. However, a significant portion (32%) agreed that Lunch and Learn sessions could improve team performance if done right.

These results suggest that shifting organisational culture in the Caribbean might require a more nuanced approach. Leaders in these regions can help employees see the benefits of Lunch and Learn programs by:

• Highlighting Mutual Benefits: Demonstrating how the sessions contribute to both individual growth and the success of the organization can make employees more open to these learning opportunities.
• Respecting Personal Time: Ensure that participation is voluntary and consider offering incentives, such as a free lunch or extra time off, to encourage participation without feeling like it’s an imposition on personal time.
• Customizing Content: Tailor the content of Lunch and Learn sessions to address challenges that are specific to the Caribbean work environment. For example, leadership skills, cross-cultural communication, and time management could be topics that resonate well with employees in this region.

Leadership Strategies for Shifting Organisational Culture Through Learning

Shifting organisational culture isn’t just about offering training; it’s about how leaders approach and implement these initiatives. To ensure that Lunch and Learn programs successfully contribute to shifting the culture of an organization, leaders should consider the following:

1. Lead by Example: Leaders should actively participate in Lunch and Learn programs and encourage others to do the same. When employees see leaders valuing continuous learning, they are more likely to follow suit.
2. Create a Safe and Open Environment: For Lunch and Learn sessions to truly shift organisational culture, employees must feel comfortable sharing their ideas and experiences. Leaders should encourage an open dialogue where employees can engage without fear of judgment or repercussions.
3. Promote Collaboration: Encourage employees from different departments to attend Lunch and Learn sessions together. This promotes cross-functional communication and collaboration, which is key to shifting organisational culture towards a more integrated and cohesive workplace.

The Impact of Lunch and Learn Programs on Organisational Culture

Lunch and Learn programs have proven to be a highly effective tool for shifting organisational culture. By offering employees the opportunity to engage in focused, relevant learning during the workday, organizations can cultivate a culture of continuous development, improve communication, and encourage collaboration across departments. These programs can address key areas such as leadership development, diversity and inclusion, stress management, and communication skills, making them versatile and impactful.

As you reflect on the current challenges within your organization, ask yourself whether Lunch and Learn programs could serve as a platform for addressing these issues. Whether you’re looking to improve communication, promote team collaboration, or foster inclusivity, Lunch and Learn sessions offer a practical and accessible way to shift organisational culture in a positive direction.

Call to Action: Take the First Step Towards Shifting Organisational Culture

Shifting organisational culture takes time, but with the right strategies in place, Lunch and Learn programs can accelerate the process. Start by identifying key areas for improvement within your organization, and design Lunch and Learn sessions that will address those challenges. Engage your team in the planning process to ensure the content is relevant and valuable, and encourage participation by highlighting the personal and professional benefits.

By investing in your employees’ growth and creating a culture of continuous learning, you can drive your organization toward greater success and create a work environment that supports collaboration, inclusion, and development. Start today and take the first step toward shifting your organizational culture with the power of Lunch and Learn programs.

Enjoyed this article? Share your thoughts in the comments.

The post How to Shift Organisational Culture: Harnessing the Power of Lunch and Learn Programs appeared first on DHB Vision Strategists.