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By “cutting with the grain” of culture. Don’t assume collaborative impulses in a competitive culture, leverage the competition; don’t wish silos away, use them as opportunities for experimentation; etc.

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Deciding who will drive the change, the direction of that change (top down/bottom up) and how to/whether to offer incentives or other ways of building capacity for folks to drive culture change

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Build in intentionality in administration and leadership

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Cultures are resilient, and many “culture change” projects fail to address what the current culture’s strengths are.

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Funding at a mentored teaching institution completed before alliance funding. Main institution is funding the teaching mentors through independent contractor forms

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solution: leaders publicly make space for the work

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Teying to attempt culture change with the same people in place who are responsible for the current (problematic) culture.

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Testimonials from participants

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Mandates from funding agencies.

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Identify people in positions of power who actually support the change.

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Faculty champions who believe in, and will publicly support, the initiative.

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The lawyers are running scared after the supreme court decision. They have made population-specific advertising impossible, even though that is not (not, not!) illegal.

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The students and postdocs we most want to reach are often those most reticent to put themselves out there; there is a sense of lack of agency, it's definitely not ability!

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Elders in power who think they know what to do, when they obviously don't.

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Attitudes of faculty and administration.