How can one embed culture into core business strategy and decision-making at the leadership level?
KC: Culture isn’t a backdrop-it’s the blueprint. It isn’t just about “how we do things”, it’s about “why we do them”.
In my experience leading global talent strategies, culture becomes real when it moves off the posters and into the boardroom. Culture should be embedded by treating it as a strategic litmus test, not an HR checkbox. At the leadership level, every decision-whether about org structure, transformation, or tech investment- should be run through a “culture check”: Does this reinforce the kind of organization we aspire to be?
For example, when redesigning career architectures across employees globally, it was important to focus on the job matrix and the behaviours we wanted to reward and grow. Culture is often the North Star guiding career pathing. Research underscores this approach. A study published in ResearchGate highlights that a solid organizational...
