Align your organization’s culture to your vision

Instructions

Reshape the work environment.
There are 4 primary influences that shape an employee’s work environment: the stories they’re told and questions they’re asked, the formal mechanisms that govern their work (structure, processes systems, and incentives), the role modeling they observe from the CEO and leadership team, and the extent to which people have confidence in their ability to behave within expectations. The best CEOs demand that culture change efforts address each of these.
Make it meaningful.
Be willing to take meaningful actions to signal just how serious you are about culture change, even in the face of resistance. You could rename something or change up some processes. These are usually met with resistance, but often have deep reverberations within an organization’s culture.
Make it personal.
Be the change you want to see in your organization. As CEO, employees constantly look up to you as a role model. Anything you say or do has massive consequential effects within the organization, so model the change you wish to see.
Measure what matters.
Look for ways to measure cultural change within your organization. Conduct regular employee ‘pulse’ surveys to track internal sentiment toward the desired areas of change, and follow up on the results vigorously.