让企业文化出圈：打造激发员工活力并驱动转型增长的企业文化指南

The Story12THE NEED TO POPP.02P.03–04A leaders’ guide to culture:the business of making culturework for you.P.05–06Why bother with cultural change?P.07–09Culture change doesn’t haveto be that hard.34LEARN FROM OUR MISTAKESP. 15P.16–21Some human truths we learnedabout changing culture.P.22What could possiblygo wrong (and whatto do about it)?ORGANIZATION & CULTURE CHANGE THE POWER OF FOCUSP. 1OP.11–12What do we mean byculture change?P.13–14When is the right time to workon your culture?ONWARDSP.23P.24–25Making your culture pop!P.26–27Find your way. The needto pop The business of makingculture work for you. But here’s the thing: culture changecan be what unifies your people. It canbring energy, enjoyment and pivot theconversation from “change fatigue” to“shared purpose”. When the C-suiteapproaches culture change withauthenticity, a sense of ownership anddare we say, a little fun, it transforms frombeing something imposed to somethingembraced. It’s about telling a new storythat people can see themselves in, onethat feels connected to their work, theirvalues, and their future.It can bring energy, enjoymentand pivot the conversationfrom “change fatigue”to “shared purpose”. Most senior leaders, especially today’sCEOs, know that culture is somethingthey can’t ignore. But let’s face it – whenpeople hear “culture change” their eyesglaze over. The mere mention of “changeprograms” often conjures up images ofPowerPoint decks, endless spreadsheets,and buzzwords that leave everyonefeeling a little, well... disconnected.Oftentimes organizations undergo aculture change in the wake of a broaderbusiness transformation and so anyshift in culture, values, behaviors canbecome tainted with similar associationsthat trigger fear, anger or equally asunfortunate – ambivalence. Every year, organizations pourmillions into grand transformationinitiatives – we know that in thelast year companies have spenta staggering $2.3 trillion globallyon digital transformations alone*. Companieswith a strong,adaptable cultureare 3.7 timesmore likely to betop performers. Yet, according to Gallup, only 32%of employees feel engaged at work.There’s a clear disconnect*. Why?Because so many organizationsoverlook the key ingredient that drivessuccess: their people and their culture.We hear repeatedly that changingculture is difficult and it takes a longtime. Is it worth the effort? Why shouldorganizations even bother thinkingabout preserving, refining or changingtheir culture?Because culture is the key lever thatcan either supercharge or stall anytransformation. And in today’s world,every organization needs to be able tochange to survive. While companiesoften focus only on technology andprocesses, it’s culture that acts asthe glue and is the true enabler ofsustainable change.In fact, research shows that companieswith a strong, adaptable culture are 3.7times more likely to be top performers*.Cultural alignment ensures thattransformation goals aren’t just loftyaspirations but are embraced byeveryone from leadership to frontlineemployees.When organizations put intentionaleffort into shaping their culture, theyunlock a powerful driver that can helpthem reach their growth goals moreeffectively. Culture, unlike any new technology,outlasts every shift, and it’s the forcethat keeps organizations moving towardlong-term success.It can be your organization’s mostpowerful growth engine and asindustries undergo arguably thebiggest paradigm shifts of our timewith the focus of AI integration, digitaltransformation, changing consumerbehaviors, geopolitical shifts and supplychain reconfigurations to name a few –your culture becomes a welcome andconstant north star through unfamiliarterritory, enabling resilience, purpose,belonging, collaboration, directionand clarity.But, that doesn’t mean a focus onculture needs to be complicatedand corporate, it should be simple,intentional and most importantly, fun!Culture is not merely a backdrop tooperational shifts; it is the driving vehiclethat can bring everyone on board. Byintentionally shaping your culture today,you lay the foundation for sustainedsuccess and adaptability in the faceof any change tomorrow.* How Digital Transformation Can Change Our Business Worldfor the Better, Forbes* U.S Employee Engagement Inches Up Slightly after 11-YearLow, Gallup, 2024* The Best Parts of Your Culture Aren’t Scaling – Yet, Gallup, 2024 Contrary to what most consultantswill tell you, when successfulculture change is underpinned byinspiration and fun it can start tohappen relatively quickly.Culturechangedoesn’thave to bethat hard07ORGANIZATION & CULTURE CHANGE Culture change doesn’t have to bebig and scary – or even a complianceexercise full of checklists and jargon –in fact making it heavy and complex iscounter to many of the outcomes you’retrying to achieve. It’s not just aboutwhat’s written in the values or culturemanifesto—it’s about how the reality andpurpose is lived out every day in waysthat resonate with employees at everylev