“Culture” is the “miasma“ of management theories.
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Agree with everything other than that culture can very much break in the sense that it can lead to the end of the civilization creating it, by making people decide not to create more knowledge. This must have happened multiple times in multiple cultures in our past.
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In smaller orgs, the major issue is the board / C-suite not wanting to make hard choices: ie do a layoff + replace a lot of managers and start performance mgmt on ICs to turn the culture over. That's not an understanding problem, but a power/buy-in problem.
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Culture can "break" as in get dysfunctional. The questions are: Are your values / org systems still valid for your current mission/strategy? Are you actually hiring people / running things according to these values? It's pretty straightforward to know these things actually.
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