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Cultural evolution, in a nutshell, comes down to people and their behaviours. Leaders are crucial in defining cultural change and embedding it deep into the organisation.
It is easy to announce a big change, to articulate a vision that you passionately believe is needed to move your team or organisation from negative point A to positive point B.
It is much harder to make this change happen, to make cultural and organisational change “stick” and become something permanent and embedded within the organisational DNA.
But it’s not impossible. Here’s five ways to make cultural change, cultural evolution, sustainable and long-lasting.
