Peter Drucker said, “Culture eats strategy for breakfast.” If you believe as I do that the fundamental job of HR leaders is to make people and organizations more effective, then it follows that a big part of our role is to drive performance. To do our jobs right, we need a firmer grasp on the levers that have the biggest impact on performance and the elements of organizational culture that enable or hinder great performance.
Culture may eat strategy for breakfast. But confusion about what drives performance eats culture alive, whole. There is no organizational culture strong enough to make up for lack of clarity about what it takes to perform, to deliver results.