Is your organization ready for a cultural revolution?

Culture isn’t just a buzzword—it’s the invisible hand that shapes how work gets done and how people feel while doing it. As a leadership coach in Japan, I see firsthand the challenges of today’s fast-changing environments. Too often, leaders underestimate their power in shaping culture. Left unmanaged, culture is like a garden without a gardener—wild, unruly, and often choked by weeds of disengagement.

So, here’s the question every leader needs to ask: Is your culture helping or hindering your organization’s success?

The reality is, culture isn’t a soft, intangible “extra.” It’s the foundation of performance, engagement, and innovation. If you think of your organization as a machine, culture is the oil that keeps everything running smoothly. And when the oil runs dry? Things grind to a halt. That’s why McKinsey’s latest research offers a timely reminder: organizations that intentionally cultivate their cultures outperform those that leave culture to chance.

Why Culture Matters More Than Ever

First, let’s talk about belonging. A sense of community isn’t just a “nice to have”—it’s a non-negotiable in today’s workplaces. Employees who feel they belong are not only more engaged but also more productive. Yet, shockingly, 20% of employees report feeling disconnected at work. When people don’t feel like they’re part of the team, they disengage, and your performance takes a hit.

This brings us to the bottom line. Research shows that disengaged employees cost companies hundreds of millions of dollars annually in lost productivity. It’s not an exaggeration to say that culture is a performance multiplier—it’s the difference between teams that barely function and those that thrive.

But perhaps the most critical insight is this: transformation requires more than words. Culture change isn’t something you announce in a memo and hope for the best. It’s a movement, and movements demand action. Leaders must actively embody the values they want to see reflected in their organizations.

Understanding why culture matters is one thing, but creating meaningful change requires a roadmap. Thankfully, McKinsey has outlined five bold moves that leaders can take to transform their cultures from the inside out.

Five Bold Moves to Transform Your Culture

• The first move is simple in concept but powerful in execution: don’t just tell—show. Change starts with leaders who actively demonstrate what’s possible. Whether it’s through storytelling, immersive workshops, or exposing teams to innovative practices, actions speak louder than words. Inspiration isn’t something you talk about—it’s something you live.
• The second move builds on this idea: don’t assign—enroll. People resist being told what to do, especially when it feels like change is being imposed on them. Instead, engage employees in the process. Address their concerns, invite their input, and give them ownership over the transformation. When people feel invested, they commit.
• The third bold move is where things get exciting: shake it up—all of it. Transformative change requires new rituals, habits, and norms. Think of it as spring cleaning for your organization—out with the old, in with the new. These changes must be visible, meaningful, and hard to reverse. That’s how you signal that the status quo is no longer an option.
• Then there’s the importance of influence. Connect the dots by empowering key influencers within your organization. These individuals—your culture champions—can spread ideas, inspire others, and break down silos. They act like bee pollinators, spreading the seeds of transformation far and wide.
• Finally, remember, it’s personal. Culture isn’t abstract—it’s about people. Value the unique talents and perspectives of your employees, and create an environment where they feel safe bringing their whole selves to work. A thriving culture isn’t just about policies; it’s about people feeling seen, heard, and supported.

Putting These Bold Moves Into Action

Knowing what to do is one thing, but the real challenge lies in execution. Here’s how you can bring these bold strategies to life in your organization:

First, embed belonging into everyday practices. This could mean creating collaboration rituals or establishing feedback loops where everyone’s voice is heard. Belonging isn’t a one-time initiative—it’s a daily practice.

Second, empower change agents. Identify influencers within your organization and equip them to lead by example. These individuals can amplify new behaviors and win over skeptics, creating a ripple effect throughout the organization.

Finally, redefine success. Move beyond traditional metrics like revenue or efficiency. Instead, focus on employee well-being, creativity, and collaboration as critical drivers of organizational health. When people thrive, so does the business.

Lead Boldly, Shape Deliberately

Culture is alive—it evolves whether you tend to it or not. As a leader, your role is like that of a master gardener: nurturing the growth you want to see while weeding out what no longer serves. By embracing these bold moves, you’ll create a thriving organizational ecosystem where people feel valued, connected, and inspired to achieve their best.

Are you ready to shape your culture with intention? Let’s connect—I’m Karin, a coach and team developer passionate about helping leaders build thriving teams, navigate change, and enjoy the journey along the way.

Source: McKinsey & Company - Five bold moves to quickly transform your organization’s culture, B. Weddle, J. Parson et. al, May 2024

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