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communicators, keeping values, behaviours (and feelings) in balance becomes critical as we mix – or even toggle back and forth between each – depending on the size and scope of our employee segments, helping them translate what leadership wants culture to be, into what it looks like on the ground. 2. Place culture in context Organisational culture works within our business strategy and operations to accomplish its objectives – so our culture communications must connect and complement any outreach on these two pillars rather than standing alone.
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