The effect of national culture can be considered more pervading than organizational culture; therefore, using it interchangeably with corporate or organizational culture can be misleading.
Company culture is the part leaders can shape most directly — through how teams are structured, how success is recognized and how openly information flows. A healthy culture makes knowledge creation and transfer feel natural rather than forced.
Three questions to ask
- Do people know who holds key knowledge in your organization?
- Is sharing knowledge rewarded, or does it go unnoticed?
- Do new ideas have a clear path from conversation to action?
Our research-based approach helps you answer these questions and turn the answers into practical change.