Title: Culture Renovation: 18 Leadership Actions to Build an Unshakeable Company
Author: Kevin Oakes
Category: Workplace Culture
Year: 2021

Introduction:
“Culture Renovation: 18 Leadership Actions to Build an Unshakeable Company” by Kevin Oakes serves as a detailed guide for leaders aiming to transform and strengthen organizational culture. Oakes leverages extensive research, case studies, and actionable strategies to illustrate how companies can sustain a vibrant and resilient culture. Below, this summary highlights the key points and actionable strategies presented across the book’s 18 leadership actions.

1. Define the Desired Cultural Attributes:
Oakes emphasizes that a clear, well-defined culture is the cornerstone of success.

Example:
Microsoft under Satya Nadella shifted from a “know-it-all” to a “learn-it-all” mindset, promoting curiosity and continuous learning.

Action:
Engage in introspective sessions with your leadership team to articulate specific cultural attributes desired for your organization. Document these and communicate them clearly to all employees.

2. Align Core Values to Business Strategy:
Organizations need to ensure their core values underpin their strategic objectives.

Example:
Ford Motor Company embedded quality, safety, and sustainability as core values, aligning them with long-term business goals.

Action:
Conduct workshops to reassess and align core values with business strategies, ensuring comprehensive employee buy-in.

3. Identify Influential Leaders:
Find and leverage cultural champions within the organization.

Example:
Verizon identified and empowered internal influencers to drive change during their cultural transformation.

Action:
Map your organization’s informal network to identify influential employees and leverage them as culture ambassadors.

4. Examine Current State through Data:
Utilize data to gain insights into the current cultural climate.

Example:
IBM employed comprehensive employee surveys and data analytics to understand the prevailing cultural sentiments.

Action:
Deploy culture assessment tools and conduct detailed surveys to gather quantitative and qualitative data on employee perceptions.

5. Co-Create with Employees:
Involving employees in the culture transformation process increases engagement and ownership.

Example:
Procter & Gamble used employee co-creation workshops to foster a sense of ownership and involvement in changing the workplace culture.

Action:
Establish collaborative sessions where employees can contribute ideas and feedback on cultural initiatives.

6. Leverage the Power of Stories:
The narratives within an organization help shape and reinforce culture.

Example:
Nike uses storytelling about its founders and historic achievements to instill pride and align employees with its mission.

Action:
Identify and share compelling stories within your organization that exemplify desired cultural values and behaviors.

7. Develop a Communication Plan:
Consistent and transparent communication is critical during culture renovation.

Example:
Southwest Airlines employs a transparent communication strategy to maintain trust and morale during times of change.

Action:
Draft a comprehensive communication plan outlining methods, frequencies, and channels to keep all employees informed and engaged.

8. Prioritize Visible Leadership Actions:
Leadership behavior significantly impacts cultural perception.

Example:
JP Morgan Chase’s Jamie Dimon took a substantial pay cut during the financial crisis to lead by example.

Action:
Ensure leaders are visibly embodying and practicing the cultural changes they seek to instill within the organization.

9. Implement Quick Wins:
Demonstrating early success fuels momentum for longer-term cultural changes.

Example:
Adobe’s quick adoption of innovative digital tools showed tangible benefits early in their culture change process.

Action:
Identify and implement a few fast, high-impact cultural initiatives that can quickly demonstrate positive results.

10. Embed Cultural Attributes into Talent Processes:
Integrate culture into hiring, onboarding, performance management, and other HR processes.

Example:
Zappos includes cultural fit interviews as a key part of their recruitment process to ensure new hires align with their core values.

Action:
Review talent processes and integrate cultural attributes into job descriptions, interview questions, performance evaluations, and onboarding programs.

11. Reinforce Learning and Development:
Ongoing development ensures that employees grow aligned with cultural goals.

Example:
Google famously dedicates significant resources to employee development, offering programs that align personal growth with organizational culture.

Action:
Develop and maintain continuous learning programs that support the cultural and professional development of employees, aligning them with desired cultural attributes.

12. Align Recognition and Rewards:
Rewards and recognition programs must reinforce target behaviors.

Example:
Intel created a peer-recognition program where employees could nominate colleagues exemplifying company values for awards.

Action:
Review and revise recognition and reward systems to ensure they are aligned with reinforcing the desired cultural behaviors.

13. Foster Cross-Functional Collaboration:
Promoting collaboration across departments can break down silos and foster a unified culture.

Example:
Apple encourages cross-functional teams in product development to facilitate innovation and a cohesive culture.

Action:
Implement structured opportunities for cross-functional collaboration, such as joint projects, activities, and regular inter-departmental meetings.

14. Measure and Monitor Progress:
Effective culture renovation requires regular measurement and monitoring.

Example:
Cisco uses pulse surveys and cultural assessments to continuously monitor the progress of their cultural initiatives.

Action:
Set up regular intervals for culture surveys, feedback sessions, and KPIs to measure cultural changes and adjust strategies as necessary.

15. Leverage Technology for Culture Building:
Utilize digital tools to facilitate and support culture change.

Example:
Buffer, a fully remote company, uses digital tools deliberately designed to encourage transparency and communication.

Action:
Adopt and integrate technology solutions that encourage and facilitate the desired cultural behaviors, making sure they are user-friendly and accessible.

16. Maintain a Focus on Wellbeing:
Supporting employee wellbeing is crucial for a healthy organizational culture.

Example:
Salesforce introduced comprehensive mental health programs and flexible working options to support employee wellbeing.

Action:
Design and implement wellness programs that address mental, physical, and emotional health, and promote a balanced work-life integration.

17. Address Diversity, Equity, and Inclusion:
An inclusive culture directly impacts organizational success and resilience.

Example:
IBM set explicit diversity goals and implemented inclusive leadership practices to foster a diverse and inclusive workplace.

Action:
Establish DE&I goals, provide education on inclusion, and embed DE&I principles into all aspects of talent management and organizational practices.

18. Ensure Sustainability of Cultural Changes:
Cultural changes should be sustained through long-term strategies.

Example:
Patagonia’s commitment to environmental sustainability is ingrained in its culture, influencing all business decisions and operations.

Action:
Develop governance structures or committees focused on sustaining and evolving cultural practices, ensuring continuous alignment with core values.

Conclusion:
Kevin Oakes’ “Culture Renovation” is a richly detailed, pragmatic resource for any leader aiming to create an unshakeable organizational culture. By following the 18 leadership actions—ranging from defining desired attributes to ensuring the sustainability of changes—leaders can drive significant and lasting transformations. Each chapter is packed with real-world examples and actionable strategies, providing a valuable toolkit for cultural renovation. Adopting these principles can enable organizations to thrive amidst changing business landscapes, fostering resilience, and sustained success.