
Element
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Description
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Purpose
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- To embed Operational Resilience (OR) into the organisational culture by aligning values, beliefs, behaviours, and practices with resilience objectives, ensuring OR becomes part of the “way of working” rather than a one-time initiative.
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Objectives |
- Secure leadership and executive commitment to cultural change.
- Foster awareness and shared responsibility for resilience across all organisational levels.
- Align incentives, recognition, and accountability with resilience-focused behaviours.
- Build a “resilience culture” that supports continuous adaptability and readiness.
- Ensure cultural change is sustained through consistent communication and reinforcement.
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Inputs
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- Current cultural norms, values, and behaviours (assessed via surveys, interviews, observations).
- Vision and strategy for Operational Resilience.
- Regulatory expectations and supervisory requirements.
- Leadership direction and tone from the top.
- Change management methodologies and frameworks.
- Feedback from employees, partners, customers, and regulators.
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Activities
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- Assess the current cultural landscape and identify gaps with the desired OR culture.
- Define the desired “resilient culture” aligned with OR goals.
- Develop and implement a cultural change action plan (goals, timelines, metrics, resources).
- Communicate resilience vision and desired behaviours consistently through awareness campaigns, training, and leadership messages.
- Model resilience behaviours at leadership and management levels.
- Reinforce and incentivise resilience-aligned behaviours (recognition, rewards, accountability).
- Monitor progress using metrics, feedback loops, and adapt strategies as necessary.
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Outputs
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- Defined vision of a resilience-supportive culture.
- Cultural change action plan with timelines and responsibilities.
- Increased awareness and understanding of OR at all organisational levels.
- Evidence of leadership engagement and role-modelling.
- Visible alignment of incentives and performance measures with resilience objectives.
- Ongoing feedback mechanisms for cultural reinforcement.
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Linkages
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- P3-S2: Enhance Stakeholder Engagement (builds on cultural foundations to strengthen relationships).
- P3-S3: Continuous Learning and Improvement (feeds into cultural reinforcement and adaptability).
- P3-S4: Review and Update Governance (ensures governance structures sustain cultural alignment).
- P3-S5: Conduct Regular OR Audit/Assurance (validates cultural adoption through formal review).
- P1-S1: Assess Capability and Maturity (provides the baseline cultural maturity for change planning).
- P2-S4: Implement Training and Awareness (feeds into ongoing cultural education).
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"Sustain" Phase of the OR Planning Methodology
Introduce Cultural Change |
Develop Communication Strategy |
Implement Training and Awareness |
Provide Self-assessment |
Conduct Independent Quality Review |
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More Information About Blended Learning OR-5000 [BL-OR-5] or OR-300 [BL-OR-3]
To learn more about the course and schedule, click the buttons below for the OR-3 Blended Learning OR-300 Operational Resilience Implementer course and the OR-5 Blended Learning OR-5000 Operational Resilience Expert Implementer course.