4 Misconceptions That
Sabotage Culture Change
When it comes to changing a company’s culture, many organisations start with the best of intentions — only to find themselves back at square one a year later.
Why? Because they unknowingly fall into four deadly misconceptions.
After working with hundreds of teams over 25 years, here’s what I know for sure: real transformation starts deeper than most leaders think.
Want your culture change to stick for good?
Focus on individuals, connect at the values level, and be in it for the long game.
Because your people are watching — not just listening.
1. Organisations Don’t Change — People Do
You can change systems, policies, even logos… but unless individuals shift how they think and act, the culture stays the same.
Culture change must be a personal journey first — grounded in self-leadership.
2. Driving Change Won’t Work. Creating Desire Will.
Forget the stick. Even the carrot only gets you so far.
True change happens when leaders connect to people’s values and identity, helping them want to be part of the journey.
3. Behaviour Changes Are Short-Term. Belief Shifts Are Forever.
Most culture projects focus on behaviours.
But if you want a sustainable shift, you must dig deeper — to the beliefs and values that drive behaviour.
Otherwise, you’ll see a temporary spike… then a slow slide back to the old ways.
4. Short-Term Tactics Are No Match for Long-Term Strategy
The “7-Year Rule” says it all:
It takes one year of focused work for every seven years the old culture has been around.
If you’ve been in business 50 years, you’re looking at a 7-year journey.
Quick-fix projects almost always fail.
