Pressure-test a draft set of company values and cultural behaviors with your leaders and managers before you roll them out.
Defining behaviors is the easy part. Getting all leaders in your organization to genuinely own them is what makes them stick, and that only happens if those leaders have had a real chance to challenge the draft. This template is built for that moment: you bring a version you believe in, and you leave with honest input for the next iteration, plus people who feel authorship rather than compliance.
How to use the template
Set the context. Open with the agenda and desired outcomes so the room knows this is a review, not a broadcast.
Tell the story of the current prototype. Walk through the iteration timeline, showing the versions and testing rounds already behind the framework. This earns the room's trust before you ask them to critique it.
Present the current design. Overall architecture to see the big picture →then a zoom-in, one frame per value, each with what it means, why it matters, and the pitfalls to avoid.
Break into groups. Duplicate the group work frame once per group and assign a captain, swapping in their avatar so participants know where to go. Each group votes with red and green dots, and answers three questions on sticky notes. Welcome any type of other input the group might come up with organically — cross-references, associations, external references, insights, open questions, even memes and internal jokes are valuable signals at this point.
Present back to the room. Let the captains present their group's key insights.
Converge. Pull each group's input into the summary frames, leverage AI to get the first draft.
Close on activation. Map the next phase across communication, enablement, and integration into people processes like recruiting, onboarding, and performance management.
About the worked example
The template comes with a filled-in example alongside it. The example is populated with an early prototype of Miro's own behaviors framework, a version that has been heavily revised since. It is there as an illustration rather than a model to copy: it shows the kind of core content this workshop handles, how much detail a behavior needs to be reviewable, and what a design review at this stage is actually arguing about.
Who it's for
People and culture leads, internal communications, org development, and leadership teams. Runs 90 minutes to half a day depending on group count, and works well with 15 to 60 participants.
Facilitator tips
Push for structural change over word-smithing in the group work. That is where the real signal is.
Keep the story timeline even if you shorten something else. It is what makes the room willing to engage with the draft.
Give each group its own frame rather than a shared one, so quieter groups are not crowded out.
