Tapan,
Thanks for your comments. I would h ve to give this alot more thought. However, my high level comment is related to both social learning theory and planned behavior theory.
The social learning theory states that attitudes are learned by imitation and modeling,
and the planned behavior theory that suggests your attitudes influence your intention to act, and that leads to behavior.
If we accept these premises, then training design first has to ask the question:
What behaviors do we what are employees to exhibit? How does "openess to change" for example "look" like in real time?
We have to clearly acticulate what the desired behavior looks like then design activities, ie, simulations, roles plays group interactions, where the behavior is first modeled, and participants have to imitate and rehearse the behavior several times.
The workplace assignments that I referred to earlier would have to specify the when and how the same behaviors look like in the specific work settings.
Next step would be to have supervisors involved to monitor the behaviors. The system has to be build incentives ( rewards) for the right behavior.
How does results in attitudinal change? Well, part of the solution would have to be teaching rich content, how do we want you to think about yourself and the world and your reactions to it ( anger management programs come to mind)
Teach people to monitor self talk and learn to identify triggers, that lead them to undesired behaviors and given them techniques to insert or replace new behaviors.
People like Tony Robbins and others have demonstrated that if you adopt successful behaviors ( even when you dont have the thoughts and attitudes of those behaviors yet and they feel "artificial") over time you adopt new behaviors that influence your attitudes.
All this being said, to measure the attitudinal change, there has to be a time interval ( 90 days?) and then measure the frequency of new people and get the participants to maybe journal over new self talk.
Attitudes are the most difficult to change, so I dont see a "1-minute manager" method to this.
If wrongly aligned attitudes are creating a business problem, the a multi-faceted approach needs to be applied.
And lastly, the future recrutiment process may want to use some psychometric tools that identify the personality tendencies that associated with the set of attitudes that are successful in your organization and begin to target those potential hires more likely to hold those characteristics.
I know this was a long post, but I hope added some value.
Best regards,