{"id":1713,"date":"2022-05-30T13:22:09","date_gmt":"2022-05-30T13:22:09","guid":{"rendered":"https:\/\/vitalorg.co.uk\/?p=1713"},"modified":"2022-10-04T11:37:38","modified_gmt":"2022-10-04T11:37:38","slug":"fix-your-culture-before-its-broken","status":"publish","type":"post","link":"https:\/\/vitalorg.co.uk\/index.php\/2022\/05\/30\/fix-your-culture-before-its-broken\/","title":{"rendered":"Fix Your Culture before it&#8217;s broken"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1713\" class=\"elementor elementor-1713\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3a96dd15 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3a96dd15\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7563ce73\" data-id=\"7563ce73\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-412a8e9 elementor-widget elementor-widget-spacer\" data-id=\"412a8e9\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-column .elementor-spacer-inner{height:var(--spacer-size)}.e-con{--container-widget-width:100%}.e-con-inner>.elementor-widget-spacer,.e-con>.elementor-widget-spacer{width:var(--container-widget-width,var(--spacer-size));--align-self:var(--container-widget-align-self,initial);--flex-shrink:0}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container,.e-con>.elementor-widget-spacer>.elementor-widget-container{height:100%;width:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer{height:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner{height:var(--container-widget-height,var(--spacer-size))}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty,.e-con>.elementor-widget-spacer.elementor-widget-empty{position:relative;min-height:22px;min-width:22px}.e-con-inner>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon,.e-con>.elementor-widget-spacer.elementor-widget-empty .elementor-widget-empty-icon{position:absolute;top:0;bottom:0;left:0;right:0;margin:auto;padding:0;width:22px;height:22px}<\/style>\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-038d184 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"038d184\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-d38d1ba\" data-id=\"d38d1ba\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d5d3c62 elementor-widget elementor-widget-theme-post-title elementor-page-title elementor-widget-heading\" data-id=\"d5d3c62\" data-element_type=\"widget\" data-widget_type=\"theme-post-title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">Fix Your Culture before it&#8217;s broken<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b2ee3ed elementor-align-center elementor-widget elementor-widget-raven-post-meta\" data-id=\"b2ee3ed\" data-element_type=\"widget\" data-widget_type=\"raven-post-meta.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<ul class=\"raven-inline-items raven-icon-list-items raven-post-meta\">\n\t\t\t\t\t<li class=\"raven-icon-list-item elementor-repeater-item-1ffcf6d raven-inline-item\" itemprop=\"author\">\n\t\t\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/author\/guest-author\/\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-icon\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-user-circle\"><\/i>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<span class=\"raven-icon-list-text raven-post-meta-item raven-post-meta-item-type-author\">\n\t\t\t\t\t\t\t<span class=\"raven-post-meta-item-prefix\">Author:<\/span>\n\t\t\t\t\t\t\t\t\t\tGuest Author\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dcfaf87 elementor-widget elementor-widget-theme-post-featured-image elementor-widget-image\" data-id=\"dcfaf87\" data-element_type=\"widget\" data-widget_type=\"theme-post-featured-image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"1025\" height=\"683\" src=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/05\/culture-sticking-plasters.jpg\" class=\"attachment-full size-full wp-image-1712\" alt=\"\" srcset=\"https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/05\/culture-sticking-plasters.jpg 1025w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/05\/culture-sticking-plasters-300x200.jpg 300w, https:\/\/vitalorg.co.uk\/wp-content\/uploads\/2022\/05\/culture-sticking-plasters-768x512.jpg 768w\" sizes=\"(max-width: 1025px) 100vw, 1025px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-03e8d95 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"03e8d95\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b89baa5\" data-id=\"b89baa5\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3089417 elementor-widget elementor-widget-text-editor\" data-id=\"3089417\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.21.0 - 08-05-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<h2>Culture; critical to success and stubborn to shift<\/h2><p>How many of you have written a business plan recently? For a new start-up, or a spin-off? Perhaps for a new iteration of your existing business, or a new subsidiary or venture into a new market? Hands up those of you who have included a section on the market, competition, the legal implications, the investment required, the return expected. All of you of course. And how many of you have included an organisation chart, board and ownership structures? Again, pretty much all of you. Now, how many of you have dedicated a section on how it feels to work in your organisation, to be a customer, how decisions are made, what type of conversations you might overhear, how information is shared, how feedback is given? In short, about the culture you intend to create?\u00a0<\/p><p>I guess that not many hands are left up by now. And just to be clear, in all business plans I have ever produced \u2013 and I have written a lot \u2013 it was never part of my thinking either. Which is really peculiar, because if there is one thing crucial to a company\u2019s success while at the same time hugely difficult to change once established, it is culture. And don&#8217;t say that culture is something you can&#8217;t (pre)determine or influence. Sure, there are intangible elements to it, but as culture is also the result of behaviours, language, processes and other actions, surely it is worth some advance thinking rather than just letting it happen?<\/p><p>There must be a tipping point at which an organisation changes from a start-up to an established organisation, somewhere in the scale-up phase, where this cultural DNA gets established. I like to refer to it as the\u00a0<strong class=\"x-el x-el-span c2-2j c2-2k c2-3 c2-58 c2-1a c2-3h c2-59\">stem-cell phase<\/strong>, in which an organisation can still take any shape and become any sort of creature it would like to be. But beyond which the roles, processes and habits begin to harden and reinforce each other, become stronger \u2013 in a way \u2013 and also more difficult to change.\u00a0<\/p><p>Reed Hastings, of Netflix fame, learnt this lesson too. Reed\u2019s first business venture pre-Netflix involved a software company called Pure Software. Although in the eyes of most of us still a very successful business, Hastings was frustrated with the loss of innovative spirit in the company as it grew larger. From a nimble, fun, entrepreneurial start-up, its success and resulting growth seemed to inevitably lead to more structure, more processes and procedures and a workforce that would suit that \u2018safety-first\u2019 environment best. Although the IPO of the company made Reed a wealthy man, he realised that in order to not end up with the same culture in his next venture, he would have to start out differently.\u00a0<\/p><p>So at Netflix, he defined a few very clear principles that he hoped would ensure that the culture he would end up with would be as entrepreneurial and nimble as a start-up, despite its growing into a successful, large outfit. Under the mantra \u2018Freedom &amp; Responsibility\u2019 he established principles around trust, transparency, feedback, decision-making, and various others. \u00a0Ultimately, and not without some bumps in the road, these principles led to a very different culture, with the nimbleness he was after, and employees free to express their creativity and take ownership for their decisions. Not to mention a highly successful existence as the market leader in video streaming services.\u00a0<\/p><h2><strong class=\"x-el x-el-span c2-2j c2-2k c2-3 c2-58 c2-1a c2-3h c2-59\">What could this mean for you?\u00a0<\/strong><\/h2><p>Well, if your organisation is a start-up\/scale-up and still in its stem-cell phase, this is a good time to ask yourself some probing questions about what kind of organisation you would like to be. Are you happy to follow the conventional route: a nice hierarchy, plenty of policies &amp; procedures, a top-down approach, some semblance of command and control? Then perhaps you will be just fine letting the organisation evolve as it grows. This default position is after all what most of us are familiar with and won\u2019t challenge, even if it comes with the usual side-effects of bureaucracy, low staff engagement and loss of entrepreneurial spirit.\u00a0<\/p><p>If that prospect fills you with horror, for instance because you believe that work should be an opportunity for people to express their whole selves, or because the nature of your business is such that your people will be better positioned if they are fully empowered and supported, or because you feel there is a competitive advantage to be had by doing things very differently and engaging the brains of your entire workforce to achieve that, or perhaps because of all of the above\u2026 Then there is still time to ask yourself some very fundamental questions and think through:<\/p><ul><li>What it should feel like to work in your \u2013 future &#8211; organisation or to be one of its customers<\/li><li>What a good service, product or customer experience looks like, and what that requires from your organisation<\/li><li>How \u2013 and where &#8211; decisions are made and what happens if something goes wrong<\/li><li>How people interact with each other and feel psychologically safe\u00a0<\/li><li>What qualities you look for in your people, and who recruits\u00a0as well as appraises them<\/li><li>Who sets salaries and based on which criteria<\/li><li>How you deal with information, sensitive or otherwise\u00a0<\/li><li>\u00a0What the primary skills and behaviours you will be looking for in your management: supportive, coaching? Or fixing, directing, controlling?<\/li><li>Etc\u2026<\/li><\/ul><p>\u2026 AS WELL AS how all of these factors work together in harmony so that they reinforce each other and ultimately lead to a successful business in all its aspects.<\/p><p>But what if your organisation is well past its stem-cell phase, is it doomed? Well, probably not. But a fundamental overhaul, a complete change of its culture, behaviours and practices will be a hard and lengthy process. My suggestion would be to not be over-ambitious: start small, with experiments based on what really helps the frontline in delivering better, with teams that are open to change. While at the same time shaping the desired behaviours at the top level of the organisation and start behaving yourself into a new way of thinking. With some luck, change within your teams will begin to take on a momentum of itself and, accelerated by the changed behaviours at the top, starts to nudge other parts of the organisation to move in the same direction.\u00a0<\/p><p>Alternatively &#8211; and with large, complex organisations I believe this the more viable option \u2013 consider spinning out the part of the organisation most keen on cultural change and allow it to find its own path. Properly separated from the mother organisation and securely protected from being pulled back in by her gravitational force, this will give it the best possible chance to press the re-set button on its culture and truly reinvent the way it works.\u00a0<\/p><p>So, my message to those of you lucky enough to be part of a nimble, creative start-up, where the CEO makes the coffee and job titles are still pretty meaningless, is this. Make the most of this time to visualise your future self. Picture yourself 5 years from now, with ten or a hundred times more colleagues. And start shaping the cultural building blocks for that organisation now, before it needs fixing.<\/p><p>This Blog was authored by <a href=\"https:\/\/www.linkedin.com\/in\/paul-jansen-656638\/\">Paul Jansen<\/a> of <a href=\"https:\/\/trust-works.co.uk\/\">Trustworks<\/a>.\u00a0 He is passionate about helping organisations realise their full potential by unleashing the capabilities of their people and have built a reputation for introducing Buurtzorg\u2019s concept of \u2018self-management\u2019 to many organisations in and outside the UK, predominantly in health and care providers, social enterprises and other organisations.\u00a0<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8fe5e52 elementor-post-navigation-borders-yes elementor-widget elementor-widget-post-navigation\" data-id=\"8fe5e52\" data-element_type=\"widget\" data-widget_type=\"post-navigation.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<link rel=\"stylesheet\" href=\"https:\/\/vitalorg.co.uk\/wp-content\/plugins\/elementor-pro\/assets\/css\/widget-theme-elements.min.css\">\t\t<div class=\"elementor-post-navigation\">\n\t\t\t<div class=\"elementor-post-navigation__prev elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/2022\/05\/27\/how-teams-in-flow-works\/\" rel=\"prev\"><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-prev\"><i class=\"fa fa-angle-left\" aria-hidden=\"true\"><\/i><span class=\"elementor-screen-only\">Prev<\/span><\/span><span class=\"elementor-post-navigation__link__prev\"><span class=\"post-navigation__prev--label\">Previous<\/span><span class=\"post-navigation__prev--title\">Introducing Teams in Flow (TiF)<\/span><\/span><\/a>\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-post-navigation__separator-wrapper\">\n\t\t\t\t\t<div class=\"elementor-post-navigation__separator\"><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"elementor-post-navigation__next elementor-post-navigation__link\">\n\t\t\t\t<a href=\"https:\/\/vitalorg.co.uk\/index.php\/2022\/06\/29\/rethink-your-employee-wellbeing-strategy-part1-do-less\/\" rel=\"next\"><span class=\"elementor-post-navigation__link__next\"><span class=\"post-navigation__next--label\">Next<\/span><span class=\"post-navigation__next--title\">Is it time to rethink your employee wellbeing strategy? Part1: \u201cdo less\u201d<\/span><\/span><span class=\"post-navigation__arrow-wrapper post-navigation__arrow-next\"><i class=\"fa fa-angle-right\" aria-hidden=\"true\"><\/i><span class=\"elementor-screen-only\">Next<\/span><\/span><\/a>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-15fedae elementor-section-full_width elementor-section-height-default elementor-section-height-default\" data-id=\"15fedae\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-96275ee\" data-id=\"96275ee\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-db14e0b\" data-id=\"db14e0b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-28641ec elementor-align-center elementor-widget elementor-widget-raven-divider\" data-id=\"28641ec\" data-element_type=\"widget\" data-widget_type=\"raven-divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"raven-widget-wrapper\">\n\t\t\t<div class=\"raven-divider\">\n\t\t\t\t<span class=\"raven-divider-line raven-divider-solid\"><\/span>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-74c5550 elementor-widget elementor-widget-heading\" data-id=\"74c5550\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Let's talk<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bbedb9c elementor-widget elementor-widget-text-editor\" data-id=\"bbedb9c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><strong>The conversation has the potential to change the future of your organisation.<\/strong><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c793ec1 elementor-widget__width-auto elementor-widget elementor-widget-button\" data-id=\"c793ec1\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-xl\" href=\"http:\/\/vitalorg.co.uk\/index.php\/vitalorg-contact-details\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Contact<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-e448d93\" data-id=\"e448d93\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-58a33cf elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"58a33cf\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-f57faca\" data-id=\"f57faca\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Author: Ben Culture; critical to success and stubborn to shift How many of you have written a business plan recently? For a new start-up, or a spin-off? Perhaps for a new iteration of your existing business, or a new subsidiary or venture into a new market? Hands up those of you who have included a [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":1712,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[33,17,30,24,12,9,21,20,32,13,15,19,14,16,26,31,27],"class_list":["post-1713","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-behaviours","tag-collaboration","tag-communication","tag-culture","tag-employee-engagement","tag-employee-experience","tag-experimentation","tag-feedback","tag-interpersonal","tag-leadership","tag-management","tag-motivation","tag-organisational-change","tag-progressive-management","tag-scale-ups","tag-skills","tag-talent"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Fix Your Culture before it&#039;s broken.<\/title>\n<meta name=\"description\" content=\"Organisational culture can be a fragile thing, especially at periods of growth. 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