Culture eats strategy for breakfast.

Definition + Measurement + Rewards = Performance + Improvement

That's the golden rule. Does it apply to organizational culture?

Culture influences the everyday actions and decisions of employees at all levels, serving as an invisible yet omnipresent force. It is the determining factor in how, or indeed whether, the organization will arrive at its destination.

 To ensure your organizational culture aids in executing your business strategy and achieving objectives, it is crucial to define your culture with the same level of detail as your business strategy and objectives.

Aligning the definition of your culture with your business strategy is essential for facilitating its execution. Moreover, to foster cultural improvement within your organization, it's necessary to possess the means to measure it accurately and reward individuals and departments that contribute significantly to its enhancement. 

• Change is the only constant—does this hold true for your organizational culture as well? When business realities shift, does your culture need a re-evaluation?

• Most organizations have Quarterly Business Reviews (QBRs). How many organizations have a Quarterly Culture Review, or at least an Annual Culture Review?

• Some organizations use culture measurement tools and conduct annual employee surveys. But what are these tools truly measuring in the absence of a clear definition of culture?

• Without a comprehensive definition of organizational culture, how robust are the hiring decisions when it comes to culture fit? And how defensible is terminating someone for being a culture misfit?