In the fourth post in our series on organization culture, we look at how to design and execute a successful culture change. Previous posts addressed the risks associated with toxic culture, defining culture, and the impact of toxic people have on culture.

In our last blog, we commented on how toxic cultures are impacting both brick and mortar organizations as well as virtual ones.  Culture is such an intangible to most people that leaders frequently do not know how to shape or manage such an intangible.   The culture – both the current and desired – needs to be defined. 

Recent headlines, should serve as a warning, failure to address a toxic culture can destroy the credibility and potentially the very existence of any organization.  Brick and mortar companies long ago recognized that culture (and values) impacted their ability to perform well by negatively influencing/impacting their employees and the decisions they make daily.  Now, everyone is reading about sexual harassment at Uber.  Fox News has lost/fired several of