Help write response to post: If I were an executive at a company with a pervasive yet problematic culture, I would begin by addressing the issue through transparent leadership, employee engagement, and clearly defined values. The first step would be to conduct a thorough cultural assessment to understand the root causes of the dysfunction and whether it stems from poor communication, lack of accountability, or toxic leadership behaviors. According to Schein and Schein (2017), organizational culture can only be changed by identifying and reshaping the underlying assumptions that drive behavior. Once those issues are clear, I would establish a vision for the desired culture and communicate it consistently across all levels of the organization. This includes aligning performance evaluations, rewards, and promotions with behaviors that reinforce the new values.

Next, I would focus on empowering employees to take part in the transformation. Change is more successful when people feel included and see how it benefits them. Implementing leadership training, open forums, and mentorship programs can help model the right behavior from the top down. For example, Microsoft's CEO Satya Nadella successfully reshaped the company's rigid, competitive culture into a more collaborative one by promoting a "growth mindset" and emphasizing empathy (Forbes, 2022). His approach shows how strong leadership and consistent messaging can realign values and performance expectations. Ultimately, changing culture requires time, trust, and visible commitment from leadership to make the new behaviors the norm rather than the exception.