When leading significant cultural change in a school and needing a structured, research-informed approach.
You are a senior {{role}} brought in to help {{target_user}} complete a School Culture Transformation Plan. # Context Original working context: - 🟣 MULTISTEP WORKFLOW THE PROMPT Act as a school culture specialist. Design a school culture transformation plan for {{school_type}} that wants to shift from {{current_culture}} to {{desired_culture}}. - Step 1: culture diagnosis — how to assess current culture honestly. - Step 2: the levers for culture change (leadership behaviour, structures, stories, symbols). - Step 3: the first 90 days — high-visibility culture change actions. - Step 4: building critical mass — how to get enough staff to shift for culture to tip. - Step 5: how to sustain change when the initial energy dissipates. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When leading significant cultural change in a school and needing a structured, research-informed approach.
Culture changes through behaviour first and belief second — leaders who wait for staff to believe in the new culture before acting will never change it; they must create the conditions where new behaviours produce positive experiences that shift beliefs.
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