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1、Culture?Who OwnsRight now,a culture exists in your organization and is constantly evolvingits inevitable.You can take steps to proactively build a strong culture,or you can sit back and let the chips fall where they may;the latter never ends well.In the past,“working on culture”meant tasking HR with

2、 creating a culture campaign,adding perks like snacks or birthday How we view culturecelebrations,conducting annual surveys,and then moving on.This approach rarely worked,and it certainly doesnt work today.The Covid-19 pandemic,crises at companies like Uber,and a focus on inclusion have highlighted

3、the importance of a robust culture.Building culture now belongs to many people across your organization.Leaders and Who Owns Culture?managers are key in shaping culture through their actions and decisions.But how employees interact and work together also makes a big difference.In this guide,well hig

4、hlight five key roles within your company and how each one impacts organizational culture transformation.The performance of organizations is intrinsically linked to their culture,yet many struggle to make the connection.Arbingers latest research report revealed that 100%of performance problems weren

5、t performance problems after allthey were rooted in something much deeper:company culture.Many people default to a self-focused view when theyre at work,neglecting to acknowledge that their colleagues are people just like them,with goals,challenges,and worries of their own.Leaders who develop and em

6、power othersDevelop leaders who lead by example and make your organization a healthier,happier place to workEngaged and accountable employeesDevelop employees who take ownership of their actions and work together towards shared goalsInclusive and collaborative workplaceCultivate a work environment w