Genafio — Corporate Culture Education
Where culture stops being a poster on the wall
Learn what makes this different
Participant accounts
What changed — and what didn't
"I came in expecting theory. What I got instead was a framework I could actually bring to Monday's team meeting. The session on psychological safety was the one that stuck — my team noticed a difference before I said anything."
Weronika Jabłońska
Operations Lead, mid-size logistics firm
"Three months in, I still refer back to the module on onboarding rituals. We redesigned our entire first-week process using the structure from that lecture. It's not perfect, but new hires now ask fewer repeat questions by week two."
"The content is honest about what culture change actually takes. No quick wins promised. That honesty made me trust the material more. I've recommended it to two colleagues who lead remote teams — different context, same underlying problems."
What participation involves
Time, attention, and some discomfort
This isn't a course you finish in a weekend and forget. Each module builds on the previous one, and the reflection exercises between sessions are where most of the actual learning happens. Expect to spend around four hours per week across twelve weeks — some of that in live sessions, some in independent work.
Live sessions twice a week
90-minute sessions on Tuesday and Thursday evenings. Attendance is expected — the discussion structure depends on everyone being present. Recordings exist for review, not as a substitute for showing up.
Written reflection after each module
A short structured prompt — usually 300 to 500 words — submitted before the next session. No grades, but facilitators read every entry and respond when something warrants a follow-up.
One workplace observation task per module
Each module ends with a specific thing to notice in your actual workplace — a meeting dynamic, a decision pattern, a ritual. You bring those observations back to the next session. This is where abstract concepts become concrete.
Access for twelve months after completion
All session recordings, transcripts, and reference materials stay accessible for a year. Most participants revisit specific modules when a relevant situation arises at work — that's the intended use.
The distance this covers
Between sensing a problem and being able to name it
Most people who arrive here already know something is off in their workplace — recurring friction, decisions that feel misaligned, values that exist in writing but not in practice. The problem isn't awareness. It's vocabulary, and then tools.
You describe culture problems in feelings: "the atmosphere is off," "nobody talks honestly," "leadership says one thing and does another."
You describe the same situations using specific mechanisms: misaligned incentive structures, absent psychological safety signals, inconsistent norm enforcement.
Interventions feel like guesswork — a team-building day, a new policy, a reshuffle — with no clear logic connecting the action to the problem.
You can map a specific cultural gap to a specific lever and propose an intervention with a reason behind it, not just a hope.
This shift doesn't happen overnight, and it doesn't happen from reading alone. The lecture format here is designed around repeated exposure — the same concept approached from different angles across multiple sessions, with real workplace material to test it against.
The people behind this
Practitioners first, educators second
Aleksander Woźniak
Programme Director
Aleksander spent fourteen years in organisational consulting before building the Genafio curriculum. His focus was always the gap between what organisations say about culture and what they actually do — a gap he documented across more than sixty companies in manufacturing, tech, and public services.
Małgorzata Ostrówka
Lead Facilitator
Małgorzata designs the live session structure and runs the majority of the Tuesday sessions. Her background is in behavioural research — she spent six years studying how norms propagate inside teams before moving into applied facilitation. She has a particular interest in how remote work has changed the way cultural signals travel.
Paweł Czernecki
Content Architect
Paweł builds the reading frameworks and observation exercises that sit between sessions. He came from journalism — specifically long-form reporting on workplace culture — before moving into education in 2023. His approach to source material is rigorous: every claim in the curriculum traces back to a specific study or documented case.
Grzegorz Halicki
Guest Expert — Leadership Dynamics
Grzegorz contributes to the leadership module as a guest expert. He currently works as an executive coach and brings direct experience from senior leadership roles in two mid-size Polish companies. His sessions focus on how individual leadership behaviour shapes cultural norms — often in ways leaders don't intend.
Joanna Wierzbicka
Guest Expert — Measurement and Feedback
Joanna runs the module on measuring cultural health — a topic most programmes skip because it's genuinely difficult. She works in people analytics and has designed feedback systems for organisations ranging from thirty to three thousand employees. Her sessions are deliberately technical and participants consistently rate them as the most practically useful.