See the culture you actually have, not the one you intend, so you shape from reality, and re-read the gap as the culture shifts.
Read the culture from what it actually rewards, tolerates, and punishes. Be honest about the parts you do not like, an assessment that flatters produces a definition nobody will believe. Come back at Step 4 of the guide to re-read this and confirm the pattern is actually shifting.
| Cultural signal | What actually happens here | Is this what we want? |
|---|---|---|
| What behavior gets rewarded and promoted | ||
| What behavior gets tolerated | ||
| What behavior gets punished or discouraged | ||
| What the team would say candidly about the culture |
"What gets rewarded" is heroics and late nights; "is this what we want?" is no, we want steady, sustainable delivery. That gap becomes a concrete change: stop celebrating the midnight save, start celebrating the person who prevented the fire.
Reading the result: the gap between "what actually happens" and "what we want" is the culture-change agenda. At Step 4, re-read this to confirm the rewarded, tolerated, and punished pattern is genuinely changing, not just the words on the wall.
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