When evaluating how effective a strategy is there are multiple that come to mind. For instance shared values and beliefs determine what people in the organization see as important. Behavioral norms are the "unwritten rules" about how people actually act day-to-day. Adaptability strategies often require new routines or new skills. If the culture is resistant to change, even strong strategies can fail. Leaders can evaluate cultural alignment in several ways such as: Surveys - These can reveal whether employees understand and buy into strategic goals, Observation - shows how teams actually make decisions, solve problems, and collaborate, and Performance - results consistently fall short, it can signal that the culture is not supporting strategic priorities. A clear example of AT&T's culture affecting strategy was during its massive shift toward becoming a technology-focused company in the mid-2010s. AT&T invested heavily in retraining employees through programs like AT&T University and Future Ready. This had a few positive impacts on the culture which emphasized continuous learning, which helped support the strategy of transitioning from traditional telecom operations to more advanced digital services. At the same time there were negatives that impacted AT&T as well. AT&T faced criticism for its bureaucratic and risk-averse culture, which slowed innovation