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Fostering a feedback and learning culture


Behavioural change

A large corporation wanted to create a ‘learning culture’. A safe environment in which people speak up and give each other candid feedback. Because it is a proven factor for growth and high performance. And, more importantly: internal research concluded that the organisation lacked such a culture.

In order to achieve their audacious innovation targets, fulfil their purpose and attract and retain talent, it was made a strategic priority. This paved the way for a cultural transformation, for which &samhoud was engaged.

We were asked to advise and support on how to activate a feedback & learning culture and how to engage the organisation in this change, taking into account aspects like cultural diversity.


Our approach for change

Our approach consisted of two phases: research and change.

  • The internal research identified drivers and impediments of a feedback and learning culture (via interviews, a scan and observations);
  • Based on the findings of the research, a cultural change approach was co-created with a centralised client team of business leaders;
  • It included elements around role modelling of leaders, micro-challenges, implementing formal HR mechanisms, skill and mindset development and activating communication;
  • For the role modelling we facilitated a journey of inspiration, learning and reflection. The role modelling journey included activities which board members carried out individually, as a team and within their respective teams;
  • These included a masterclass in psychological safety, discussing the scan within their own team, a feedback arena, feedback gamification to practice with new habits and finally the sharing of learnings and vulnerabilities (see right);
  • An interactive inspiration booklet was designed with subject matter experts and communication specialists and shared firm-wide.

The impact

  • Connection and alignment within the team on topics such as feedback and learning;
  • Role models capable of championing and cascading a feedback and learning culture throughout the organisation, based on their own experiences;
  • Compelling story that informs employees why a feedback and learning culture is necessary, what it means and how they can individually or collectively contribute to it;
  • The analysis provides a baseline to measure and benchmark future efforts. This enables a cycle of continuous improvement.

Want to know more?


Want to know more?

Roosmaryn Spliet
Managing partner