Here are two strategies I’ve used to align my team during times of cultural change: 1. Storytelling to Reinforce Cultural Values: I regularly shared stories and examples of how the new cultural values were being lived out in our organization. Highlighting real-life scenarios helped the team internalize the changes and see their relevance in our day-to-day work. 2. Peer-Led Workshops: I encouraged team members to lead workshops on how they were personally adapting to the cultural shift. This peer-led approach not only built trust but also allowed the team to learn from each other’s experiences and align more naturally.

Bring your team together for open conversations where everyone can share their views on the culture change. Find the common ground and acknowledge the differences. From there, work together to create a shared vision that connects to your core values and long-term goals. Encourage teams from different areas to collaborate, so they can better understand each other's perspectives and how the change will benefit the entire organization.

Conflicting interpretations led to confusion. Instead of dictating the change, I created a space for open discussions. One workshop we held became a turning point - each team member shared their vision of what the change meant to them. It was eye-opening, and through these conversations, we found common ground. Together, we co-created clear objectives that everyone felt invested in. By involving the team in shaping the vision, alignment came naturally. Collaboration is one of the main keys to finding your way forward.