There’s a common belief out there: if someone isn’t already motivated, it’s hard to turn that around. Sometimes, it might feel more practical to bring in someone new with a fresh mindset rather than trying to force a change that may never come.
At the individual level, there’s a grain of truth to this. In fast-paced environments, it can sometimes feel more effective to bring in someone whose energy and mindset are already aligned, rather than trying to force a turnaround that may not take.
But at the organizational level, that mindset is not just wrong, it’s reckless.
Culture change isn’t only possible, it’s existential.
Teams that outlast existential threats and consistently punch above their weight aren’t the ones with the most talented individuals. They’re the ones that treat cultural reinvention like a core muscle. And they work it often.
As a leader, you don’t just own culture, you own whether your team is capable of changing it when it matters most.