Change Needs Cultural Alignment to Succeed: 4 Steps to Take

Organizational Change Needs Cultural Alignment to Succeed
Research and change management simulation data show that nearly three-quarters of organizational change initiatives fail to meet expectations. This low success rate is unacceptable — because while change is inherently complex and risky, adaptation is essential for long-term organizational survival.

The Definition of Corporate Culture
We define corporate culture as the way work truly gets done on a day-to-day basis. Every organization has a unique combination of assumptions, practices, and behaviors that shapes the collective mindset of its workforce. In some organizations, culture accelerates change initiatives; in misaligned cultures, entrenched behaviors and team norms actively block progress.

Change Must Go Through People and Culture to Succeed
External pressures — technology, competition, regulations — often drive change, but many leaders overlook the internal reality: workplace culture. Bain change management consulting research shows that 94% of executives view their most difficult challenges as internal rather than external. Many barriers stem from outdated processes, bureaucracy, and norms that no longer serve organizational goals.

Real transformation requires addressing the human element. Employees resist change when it threatens the status quo, triggering fear or disengagement. Without shifting people’s hearts and minds about how work gets done, even the best-designed change initiatives are likely to fail.

4 Steps to Align Your Culture with Your Change Initiative

1. Define the Needed Culture with the Leaders of the Change
   Change leaders — those accountable for deciding and implementing change — must define the culture required to succeed. Aligning on the desired behaviors and mindsets ensures the organization is prepared to adopt new ways of working.
2. Assess Your Current Culture
   Gather data to understand how employees perceive the existing culture. Assess organizational alignment and health to identify gaps between current practices and the culture required for the change to be successful.
3. Develop the Key Cultural Actions to Support the Change
   Translate cultural priorities into actionable steps. Equip leaders to communicate expectations, reinforce desired behaviors, and establish metrics to track cultural alignment.
4. Deploy the Needed Culture
   Identify culture champions, implement action plans, monitor progress, and adjust as needed. Reinforcement at every level is essential to embed the desired culture into daily operations.

The Bottom Line
Because change does not occur in isolation, change needs cultural alignment to succeed. Employees’ thoughts, behaviors, and attitudes are central to execution. Align your culture with your change initiatives, and you dramatically increase the likelihood of success. When people shift how they work — and why — meaningful, lasting organizational transformation becomes possible..

To explore the specific levels of culture that must be aligned to drive successful change, download A Purposeful and Aligned Organizational Culture – Your DNA for Success