Strategy and Culture are among the primary levers at top leader’s disposal in their never-ending quest to maintain organizational viability and effectiveness. Strategy offers a formal logic for the company’s goals and orients people around them. Culture expresses goals through values and beliefs and guides activity through shared assumptions and group norms.

As someone said, culture eats strategy for breakfast.

Define culture; Shared, Pervasive, Enduring, Implicit.

Cultural dynamics represent one of the greatest yet most frequently overlooked factors in postmerger performance.

Four levers for evolving a culture;

* Articulate the aspiration

* Select and develop leaders who align with the target culture

* Use organizational conversations about culture to underscore the importance of change

* Reinforce the desired change through organizational design

How to shape your culture;

First you must identify culture targets. The best ones have some attributes in common; they align with the company’s strategic direction; they’re important to execute; and they reflect the demands of the external business environment. A good target should be both specific and achievable.

Based on Harvard Business Review Feb 2018.