Quais são os desafios mais comuns ao desenvolver uma visão de cultura?

Developing a vision of any sort is not difficult to do. By definition it's high level and it will be somewhat vague. The challenge for any vision is how it gets deployed, how people are held accountable for alignment and identifying what are the appropriate behaviors needed to fulfill that dream. Executing the latter elements is the challenge and it's where most organizations fall short. If the vision for your culture is, "We develop our people and actively seek improvement with a diversified workforce...." Then does the leadership reflect this diversification? Do people feel safe to suggest improvements? Are critical thinking skills getting better? Is progress on those fronts being publicly and visually measured?

Common challenges in developing a culture vision: Clarity: Ensuring the vision is clear, concise, and easily understood by all. Alignment: Gaining alignment from diverse stakeholders with varying perspectives. Communication: Effectively conveying the vision to all levels of the organization. Resistance: Overcoming resistance to change & new cultural norms. Long-Term Commitment: Sustaining focus & commitment over time. Cultural Fit: Ensuring the vision aligns with the organization's history and identity. Measurement: Establishing clear metrics to assess progress and success. Employee Engagement: Engaging and motivating employees to embrace the vision. Leadership Buy-In: Securing commitment and modeling from leadership. Finally Adaptability

Whether we like to admit it or not, "leaders" can be disconnected from the operating reality of the average employee, and represent far less of the total organization when considering numbers alone (unless your spans of control are way off). Giving a representative mix of employees the opportunity to take the lead on developing a culture vision is critical to the project's success. Their input should be considered often and early before any attempts to align policies, processes, systems, etc.

One great way to do this is to get people involved from the start. The mistake that many companies make is to top-down force a culture change. They forget that culture is one of the few things that are bottom-up initiatives. Have many conversations, working groups, collect ideas and work with representatives from different areas so you always get all the different perspectives on the inside.