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or late; with messaging that’s too commanding or unstructured; around values and behaviours that are too abstract or technical. What can you do to protect this cultural Goldilocks Zone? One of the most important things is to help your leaders, and proactively seek out opportunities to work together with them. They’ll likely be setting the pace around culture but will need to be reminded to listen well, to affirm both shared and local ways of working, and to keep discussions active and relevant by using the gathered evidence, stories and data that you have at your disposal.
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