Email: belinda@belindacoghlan.com.au | Phone: 0414 642 921
Perth-based Workplace Culture Training
WHAT
is Workplace Culture Training?
Workplace Culture Training builds the skills, behaviours, self-awareness and leadership capability your people need to bring your desired workplace culture to life.
But we don't start with training.
Effective culture training should be based on evidence about what's actually happening in your organisation—your cultural strengths, pain points, behaviours, leadership practices and underlying causes.
That's why we recommend completing the analysis first through a Workplace Culture Review, culture assessment or other organisational diagnostic. Once we understand the gap between your current and desired culture, we develop training around the behaviours and capabilities that will actually shift it.
Diagnose first. Develop second. Embed for the long term.
No generic values workshop. No laminated poster and crossed fingers.
WHO
needs Workplace Culture Training?
Workplace Culture Training is valuable for organisations that:
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Have completed a Workplace Culture Review and need to act on the findings
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Are introducing or refreshing organisational values and behaviours
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Have a gap between their stated values and people's everyday experience
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Need leaders to take greater responsibility and accountability for culture
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Are experiencing poor workplace relationships, conflict or behavioural issues
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Want to strengthen psychological safety and speaking up
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Need greater consistency in leadership behaviour
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Are experiencing significant organisational change
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Want employees to understand what the desired culture looks like in practice—not just on paper
It is also valuable during periods of growth, restructure or leadership transition, when the behaviours that got the organisation here may not be the behaviours that will get it where it needs to go.
HOW
does Workplace Culture Training work?
Workplace Culture Training sits within our broader culture change methodology:
Phase 4: Embed – Embed the culture in how we lead, work and make decisions
This is where Workplace Culture Training fits, building the skills to live it.
Knowing the expected behaviour and having the skills, self-awareness and confidence to demonstrate it are two very different things.
Training is tailored to the cultural issues identified during diagnosis and may include:
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Organisational values and expected workplace behaviours
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Culture roles, responsibilities and relevant legal obligations of supervisors, managers and senior leaders
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Self-assessment and self-awareness tools to identify strengths, behavioural blind spots and individual improvement goals for contributing to a respectful workplace culture
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Human skills and emotional intelligence
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Psychological safety and speaking up
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Giving and receiving feedback
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Respectful workplace behaviours
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Difficult conversations
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Accountability and healthy challenge
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Conflict resolution
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Collaboration and breaking down silos
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Building trust
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Leading through change
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Managing underperformance
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Managing mental health and psychosocial risks
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Leading and role-modelling culture
Our approach is experiential wherever possible—learn it, practise it, reflect on it and apply it back at work.
Importantly, participants don't leave with just more knowledge. They identify practical behavioural commitments and improvement goals they can take back into the workplace.
Know your responsibilities → Understand your impact → Identify your gaps → Set improvement goals → Practise new behaviours → Be accountable
CULTURE TRAINING
for Employees, Managers and Senior Leaders
Culture is everyone's responsibility—but not everyone has the same responsibility for culture.
Employees
Employees develop the behaviours and human skills needed to contribute to a respectful, psychologically safe and high-performing culture.
This can include communication, collaboration, feedback, respectful challenge, speaking up, accountability and understanding the everyday behaviours expected within the organisation.
Managers and Supervisors
Managers and supervisors have an important role in turning the desired culture into the everyday employee experience.
Training explores their culture responsibilities and relevant legal obligations, alongside the practical leadership behaviours required to create a respectful and psychologically safe workplace.
Using self-assessment and reflection tools, leaders examine their own impact, identify behavioural blind spots and establish practical improvement goals.
They develop capability in:
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Setting and reinforcing behavioural expectations
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Creating psychological safety
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Giving and receiving feedback
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Having difficult conversations
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Addressing inappropriate behaviour early
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Managing conflict
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Supporting employees
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Managing psychosocial risks
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Holding themselves and others accountable
Senior Leaders
Senior leaders focus on leading culture from the top.
This includes understanding their responsibilities and relevant legal obligations, role-modelling expected behaviours, creating psychological safety and ensuring organisational decisions, systems and leadership practices reinforce the culture the organisation says it wants. Self-assessment and reflection help leaders explore an important question:
Is the leadership impact I'm intending to have the experience I'm actually creating for others?
We use that intent versus impact conversation to identify practical leadership improvement goals and strengthen individual accountability for culture.
Because employees notice remarkably quickly when the organisation says one thing and its leaders do another.
WORKPLACE
Culture Training and Psychological Safety
Psychological safety is an important part of a healthy workplace culture.
People need to feel able to raise concerns, challenge ideas, ask questions, admit mistakes and seek help without fear of humiliation or negative consequences.
Poor psychological safety can also allow psychosocial hazards to remain hidden.
When employees don't feel safe speaking up, excessive workloads, poor support, workplace conflict, bullying, role ambiguity or problems created by organisational change may be less likely to surface early.
The relationship matters:
Healthy Culture → Psychological Safety → Speaking Up → Early Identification → Better Psychosocial Risk Management
This is why our culture programs can connect directly with Psychological Safety Consulting and Psychological Safety Training where the organisational diagnosis identifies a need.
⚙️ Embed – make the behaviours part of how you work
Training builds capability. It doesn't, on its own, change an organisational system.
Through our broader Culture Change Consulting, we help organisations embed cultural expectations into:
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Recruitment and onboarding
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Job descriptions
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Leadership expectations
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Performance and development plans
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Recognition and reward
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Policies and processes
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Leadership metrics
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Team commitments
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Decision-making
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Coaching and development
This is also where accountability matters.
We work with clients to build practical guardrails around the desired culture—such as clear behavioural expectations in job descriptions, measurable improvement targets in workplans and appropriate consequences when leadership behaviours consistently fall below the expected standard.
A growth mindset and capability builds the skill. Accountability makes it stick.
🔄 Sustain – measure, learn and keep improving
Culture is never really "finished".
We help organisations sustain progress through culture metrics, pulse reviews, leadership coaching, implementation reviews and ongoing organisational development support.
This allows you to assess whether behaviours are actually changing, identify where further support is required and recognise the leaders and teams who are helping move the culture forward.
The objective isn't to run culture training every year because everyone has forgotten what happened last time.
It's to build the behaviours into how the organisation operates.
WHAT
are the benefits of Workplace Culture Training?
Done well, Workplace Culture Training helps organisations:
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Turn values into observable everyday behaviours
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Clarify culture responsibilities and leadership expectations
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Increase leadership self-awareness
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Strengthen leadership accountability
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Build psychological safety and speaking up
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Improve communication and collaboration
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Develop stronger human skills
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Address poor behaviours earlier
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Improve capability for difficult conversations
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Reduce the gap between stated and experienced culture
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Support psychosocial risk management
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Strengthen trust, engagement and performance
The goal isn't for people to know your values. It's for people to experience them.
WHY
choose me?
With more than 25 years' experience across Organisational Development, Human Resources, Workplace Culture and Work Health & Safety, I don't approach workplace culture as a standalone training exercise.
I connect the dots between culture, leadership, psychological safety, human skills, organisational systems and psychosocial risk.
I'm accredited in the Barrett Values Centre Culture Values Assessment, the Academy of Brain-Based Leadership Psychological S.A.F.E.T.Y.™ model, and I'm an ICF Executive and Organisational Coach.
Together with my specialist consultant associates, we can support the complete culture journey—from Workplace Culture Review and Culture Change Consulting through to Workplace Culture Training, Psychological Safety Training, Human Skills Training and Leadership Development Training.
We don't train people to memorise culture. We help them build the capability to live it.
Frequently Asked Questions
Should we undertake Workplace Culture Training before a Culture Review?
Usually, no. If there are broader cultural issues, we recommend diagnosing the current culture first so we understand the behaviours, leadership practices, systems and root causes that need attention.
Otherwise, you risk delivering excellent training for the wrong problem.
Is Workplace Culture Training just values training?
No. Values are important, but culture is much broader.
Depending on your diagnosis, training may develop capability in psychological safety, human skills, communication, feedback, accountability, conflict, collaboration, leadership behaviour and psychosocial risk.
Values provide the direction. Behaviour is where culture becomes real.
Can you work with our existing organisational values?
Absolutely. You don't need to invent a new set of values simply because you're undertaking culture development. We can help translate your existing values into clear, observable behaviours and develop the capability leaders and employees need to demonstrate them consistently.
Do you include leadership self-assessment?
Yes. Self-awareness is an important part of behavioural change. We use practical self-assessment and reflection tools to help leaders understand their impact, identify strengths and behavioural blind spots, and establish individual improvement goals.
The focus isn't simply "What kind of leader do I think I am?" but also "What is it actually like to be led by me?"
Do managers and leaders learn about their responsibilities for workplace culture?
Yes. Training can clarify the different roles, responsibilities and relevant legal obligations of supervisors, managers and senior leaders, as well as the practical behaviours required to create and maintain a respectful and psychologically safe workplace.
The aim is to move culture from being "HR's responsibility" to a clearly understood leadership responsibility.
Is Workplace Culture Training the same as Psychological Safety Training?
No, although they are closely connected. Workplace Culture Training develops the broader behaviours and human capabilities that influence how people work together. Psychological Safety Training is a subset, focusing specifically on creating environments where people can speak up, challenge, ask questions, admit mistakes and raise concerns.
Depending on your culture diagnosis, psychological safety may be an important component of your Workplace Culture Training.
What's the difference between Workplace Culture Training and Culture Change Consulting?
Training develops capability and behaviour. Culture Change Consulting changes the broader organisational system.
For significant cultural change, both are usually needed. Training develops people's skills; Culture Change Consulting helps embed the desired culture into leadership, systems, measures, processes and accountability.
Is one culture workshop enough?
For a specific learning objective, it can be useful. For organisation-wide culture change, rarely. Lasting behaviour change requires clear expectations, practice, leadership role-modelling, reinforcement, measurement and accountability.
That's why we treat culture development as a process, not an event.
How does Workplace Culture Training connect with your other services?
Our services work together as one connected culture journey:
LISTEN & DIAGNOSE (Workplace Culture Review) →
DEFINE (Culture Change Consulting) →
EMBED (Workplace Culture Training)
Depending on what the diagnosis identifies, we can also integrate Psychological Safety Consulting, Psychological Safety Training, Human Skills Training and Leadership Development Training.
That way, you're not buying a collection of unrelated workshops.
You're building a culture system.