{"id":35071,"date":"2025-07-28T17:43:06","date_gmt":"2025-07-28T21:43:06","guid":{"rendered":"https:\/\/www.dhrglobal.com\/?p=35071"},"modified":"2025-07-28T17:43:07","modified_gmt":"2025-07-28T21:43:07","slug":"five-best-practices-for-leaders-to-strengthen-culture-during-times-of-change","status":"publish","type":"post","link":"https:\/\/www.dhrglobal.com\/insights\/five-best-practices-for-leaders-to-strengthen-culture-during-times-of-change\/","title":{"rendered":"Five Best Practices for Leaders to Strengthen Culture During Times of Change\u00a0"},"content":{"rendered":"\n<div class=\"block-hero alignfull  has-breadcrumb\">\n    <div class=\"outerwrap\">\n        <div class=\"wrapper\">\n            <div class=\"copy\">\n\n                                    <ul>\n                        <!-- Breadcrumb NavXT 7.0.2 -->\n<li><a property=\"item\" typeof=\"WebPage\" title=\"Go to Insights.\" href=\"https:\/\/www.dhrglobal.com\/insights\/\" class=\"post post-page\" aria-current=\"page\"><span property=\"name\">Insights<\/span><\/a><meta property=\"position\" content=\"1\"><\/li>                    <\/ul>\n                \n                                    <h1>Five Best Practices for Leaders to Strengthen Culture During Times of Change <\/h1>\n                \n            <\/div>\n        <\/div>\n\n            <\/div>\n<\/div>\n\n\n<div class=\"block-insights-detail \">\r\n\t<div class=\"intro\"><p><span class=\"TextRun SCXW105550786 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW105550786 BCX0\">At Hunt Scanlon\u2019s 2025 Culture Conference, leaders from across industries gathered to explore how culture can be a powerful driver of organizational success<\/span><span class=\"NormalTextRun SCXW105550786 BCX0\">, <\/span><span class=\"NormalTextRun SCXW105550786 BCX0\">especially during times of transformation. <\/span><span class=\"NormalTextRun SCXW105550786 BCX0\">Here, <\/span><span class=\"NormalTextRun SCXW105550786 BCX0\">DHR\u2019s <\/span><span class=\"NormalTextRun SCXW105550786 BCX0\">consultants in attendance<\/span><span class=\"NormalTextRun SCXW105550786 BCX0\"> share their most valuable takeaways, offering practical advice for boards and executives looking to embed culture more deeply into their organizations.\u00a0<\/span><\/span><span class=\"EOP SCXW105550786 BCX0\" data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<\/div>\t<div class=\"meta\">\r\n\t\t<p class=\"date\">July 28, 2025<\/p>\r\n\t\t\t\t<p class=\"author\">Authors:<\/p><ul><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/sara-garlick-lundberg\/\">Sara Garlick Lundberg<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/tricia-logan\/\">Tricia Logan<\/a><\/li><li><a href=\"\"><\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/susan-napolitano\/\">Susan Napolitano<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/sarah-price\/\">Sarah Price<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/vince-saunders\/\">Vince Saunders<\/a><\/li><\/ul>\t<\/div>\r\n<\/div>\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\">1. <strong>Make Culture Visible Through Daily Behaviors<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Culture isn\u2019t just a set of values on a wall, it\u2019s how people behave every day. Leaders must intentionally model the cultural traits they want to see across the organization. If collaboration is a core value, for example, executives should demonstrate how they collaborate and recognize those who do the same at all levels.&nbsp;<\/p>\n\n\n\n<p>Embedding culture into daily routines can have a lasting impact. Take one leader who makes a habit of making two short appreciation calls every Saturday. These small, consistent actions reinforce what matters and build trust across teams.&nbsp;<\/p>\n\n\n<div class=\"block-billboard alignfull has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n\t\t<div class=\"inner\">\n            \n\n<p>Culture isn\u2019t just a set of values on a wall, it\u2019s how people behave every day. Leaders must intentionally model the cultural traits they want to see across the organization.<\/p>\n\n\n\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\">2. <strong>Foster Psychological Safety to Encourage Experimentation<\/strong>&nbsp;<\/h2>\n\n\n\n<p>A strong culture depends on an environment where people feel safe to speak up, take risks, and even fail. Leaders play a critical role in creating this psychological safety. When teams know they won\u2019t be punished for trying something new, or for making mistakes, they\u2019re more likely to innovate and grow.&nbsp;<\/p>\n\n\n\n<p>Boards should encourage executives to model vulnerability, invite honest feedback, and reward learning from failure. This kind of environment not only supports cultural health but also drives long-term performance and adaptability.&nbsp;<\/p>\n\n\n<div class=\"block-billboard alignfull has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n\t\t<div class=\"inner\">\n            \n\n<p>Leaders play a critical role in creating this psychological safety. When teams know they won\u2019t be punished for trying something new, or for making mistakes, they\u2019re more likely to innovate and grow.&nbsp;<\/p>\n\n\n\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>3. Lead Culture from the Top, But Build It Across the Organization<\/strong>&nbsp;<\/h2>\n\n\n\n<p>While culture change must be championed by executives, it can\u2019t be dictated from the top down. It thrives when leaders listen to voices across the organization, including those that challenge the status quo. Creating space for feedback and empowering \u201ccultural champions\u201d at all levels ensures that culture is lived, not just stated. Co-creating solutions with input from across the organization leads to more sustainable and authentic cultural shifts.&nbsp;<\/p>\n\n\n\n<p>Boards and senior leaders should also recognize and invest in emerging culture-focused talent, regardless of tenure or title, and stay connected with respected peers outside the organization to share and learn from broader cultural trends.&nbsp;<\/p>\n\n\n<div class=\"block-billboard alignfull has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n\t\t<div class=\"inner\">\n            \n\n<p>Creating space for feedback and empowering \u201ccultural champions\u201d at all levels ensures that culture is lived, not just stated. <\/p>\n\n\n\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\">4. <strong>Embrace AI Thoughtfully and Transparently<\/strong>&nbsp;<\/h2>\n\n\n\n<p>AI is reshaping the workplace, and with it, organizational culture. Leaders must over-communicate how AI will be used, what it means for employees, and how it aligns with company values. Creating psychologically safe environments where employees can express concerns and experiment with new tools is essential.&nbsp;<\/p>\n\n\n\n<p>As the saying goes, \u201cAI won\u2019t replace humans. But humans using AI will replace humans who don\u2019t.\u201d In this spirit, boards and leaders should ensure that adaptability is treated as a core competency and that cultural conversations include how technology is changing the way people work and connect.&nbsp;<\/p>\n\n\n<div class=\"block-billboard alignfull has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n\t\t<div class=\"inner\">\n            \n\n<p>Creating psychologically safe environments where employees can express concerns and experiment with new tools is essential.&nbsp;<\/p>\n\n\n\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\">5. <strong>Use Data and Change Management to Guide Cultural Evolution<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Culture should be part of strategic business conversations, not an afterthought. Leaders can use data to identify which cultural enablers are driving performance and which may need to evolve. Change management plays a critical role in this process \u2013 one speaker described it as a \u201cdurable change management washing machine,\u201d emphasizing the need for ongoing, iterative efforts.&nbsp;<\/p>\n\n\n<div class=\"block-billboard alignfull has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n\t\t<div class=\"inner\">\n            \n\n<p>Culture should be part of strategic business conversations, not an afterthought.<\/p>\n\n\n\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\">Final Thought<\/h2>\n\n\n\n<p>Culture is not static, it\u2019s a living, evolving force that requires attention, intention, and action. By modeling the right behaviors, listening deeply, embracing change, and leading with empathy, boards and executives can shape cultures that not only endure but thrive.<\/p>\n\n\n\n    <div class=\"block-consultants-featured \">\n        <div class=\"maybe-wrapper\">\n\n                            <h2 class=\"is-style-underlined\">Meet the Thought Leaders<\/h2>\n            \n            <div class=\"consultant-grid\">\n\n                <article id=\"post-1245\" class=\"post-1245 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/sara-garlick-lundberg\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Lundberg_Sara_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Sara Garlick Lundberg<\/h3>\n                            <p>Managing Partner, North America \u2013 Nonprofit<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1257\" class=\"post-1257 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/tricia-logan\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Logan_Tricia_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Tricia Logan<\/h3>\n                            <p>Managing Partner, Global Consumer &#038; Retail Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-24013\" class=\"post-24013 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/susan-napolitano\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2024\/01\/Napolitano_Susan_Uncropped-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Susan Napolitano<\/h3>\n                            <p>Partner, Jobplex<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-25448\" class=\"post-25448 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/sarah-price\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2024\/04\/Price_Sarah_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Sarah Price<\/h3>\n                            <p>Principal, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1099\" class=\"post-1099 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/vince-saunders\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Saunders_Vince_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Vince Saunders<\/h3>\n                            <p>Managing Partner, Global Real Estate Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article>            <\/div>\n        <\/div>\n    <\/div>\n    ","protected":false},"excerpt":{"rendered":"<p>1. Make Culture Visible Through Daily Behaviors&nbsp; Culture isn\u2019t just a set of values on a wall, it\u2019s how people behave every day. Leaders must intentionally model the cultural traits they want to see across the organization. If collaboration is&hellip;<\/p>\n","protected":false},"author":25,"featured_media":35096,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[],"tags":[],"insights_type":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/35071"}],"collection":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/users\/25"}],"replies":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/comments?post=35071"}],"version-history":[{"count":4,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/35071\/revisions"}],"predecessor-version":[{"id":35098,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/35071\/revisions\/35098"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media\/35096"}],"wp:attachment":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media?parent=35071"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/categories?post=35071"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/tags?post=35071"},{"taxonomy":"insights_type","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/insights_type?post=35071"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}