A misaligned culture often stems from a lack of clarity. Clearly define your company’s strategic goals and consistently communicate how they connect to daily work. Leaders should model desired behaviors, and employees should see their contributions aligning with the bigger picture.

Para superar la brecha, comienza evaluando qué aspectos de la cultura actual no apoyan los objetivos estratégicos. Realiza talleres y encuestas para recopilar ideas del equipo y redefinir valores y comportamientos que respalden la estrategia. Asegúrate de comunicar estos cambios de forma clara y consistente. Impulsa la alineación liderando con el ejemplo. Reconoce y recompensa actitudes que encarnen los valores deseados, e incorpora estos principios en los procesos de contratación y capacitación. Con el tiempo, la cultura evolucionará para fortalecer el enfoque estratégico de la empresa.

Make Leaders Walk the Talk If top managers don’t live the company’s mission, no one else will. Leaders should be the first to show the right mindset—whether that’s taking customer service calls once a month or sharing their own mistakes to encourage learning. Rewrite the Unspoken Rules Sometimes, a workplace has silent traditions that don’t match its goals. If the strategy says "customer first" but employees are rewarded for speed over service, the culture needs tweaking. Change what gets praised and rewarded.

When culture and strategy clash, progress stalls — but alignment is possible. Here’s what I’ve found effective: 1. Turn Values into Actions ↳ Don’t just define values — show how they translate into daily behaviors and decisions. 2. Empower Culture Champions ↳ Identify team members who naturally live your values and encourage them to lead by example. 3. Connect Purpose to Performance ↳ Regularly link strategic wins back to cultural strengths — this reinforces alignment and keeps values top of mind. Culture isn’t just what you say — it’s what your team does every day.

When a business is growing fast, it’s easy to assume that everyone is on board with the direction. I learned the hard way that strategic goals don’t mean much if the culture isn’t aligned to support them. During a major growth phase in my business, I noticed a disconnect our team was moving, but not always in the same direction. It wasn’t a lack of talent or work ethic; it was a misalignment between what leadership envisioned and how the team interpreted it. The solution? More listening, fewer assumptions. I made time for extra team meetings, not just to communicate plans, but to hear their perspectives.

Culture and strategy should fuel each other, not pull in opposite directions. I’ve seen how misalignment slows down progress teams feel disconnected, and execution suffers. The turning point? When leaders stop treating culture as a side project and start embedding it into everyday decisions. It’s about walking the talk, making sure values show up in hiring, recognition, and even tough calls. I’ve learned that when people believe in where the company is going and how it operates, that’s when momentum truly builds. Culture isn’t a statement it’s lived, daily.