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Although leaders are accountable for culture, they should still seek another perspective when assessing their company’s current situation. Failing to get a second opinion from an external partner is a common mistake and one that often produces ineffective cultural change.

It’s a widely known fact that companies need to adapt to survive an ever-evolving industry landscape. It includes addressing issues in work culture which may have resulted from archaic mindsets and procedures.

Workplace culture is a key pillar of your organisation that will either propel it forward or take a few steps back. That said, you would need an independent expert with knowledge of handling teams and fostering group camaraderie to keep your organisation from becoming toxic and fractionalised.

Having friend groups in the workplace is not necessarily a bad thing. They can help establish acquaintanceships with co-workers, which, in turn, can result in camaraderie among your people.

By teaching employees how to understand differing perspectives and experiences, culture coaches can help them establish better synergy, which increases overall productivity.

Some employees are afraid to raise issues and ask for help due to being previously ridiculed. To resolve this, you should encourage senior members and team heads to be approachable. While it is necessary to project a sense of authority and respect, it does not do leaders any good to have subordinates cower in fear and avoid sharing ideas.

For positive change, behavioural transformation must happen for both managers and peers. Coaches can guide managers in making these changes. The managers, in turn, can relay these processes to subordinates until the ideal workplace culture fully resonates within the organisation.