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DHRM webinar: Leaders urged to align culture with strategy; five guiding questions offered to change workplace norms
Summary
At an August DHRM 'Off the Shelf' webinar, Dan Chase (director, leadership and organizational development, DHRM) defined organizational culture, warned that gaps between espoused and enacted values breed cynicism, and offered five questions and practical tactics—including building a 'voice culture' and leader-led embedding mechanisms—to begin changing microcultures. Slides and a recording will be shared.
Dan Chase, director of leadership and organizational development for the Utah Department of Human Resource Management, told attendees at an August “Off the Shelf” webinar that organizational culture is largely implicit but shapes how people behave and how well agencies meet their strategy and goals.
"Culture trumps strategy every time," Chase said, summarizing a central point of the presentation: visible artifacts such as office decor or rituals are only surface-level indicators, while deeper "underlying assumptions" drive day-to-day decisions and trust.
Chase used an iceberg metaphor to distinguish artifacts (what people see), espoused values (what organizations claim), and underlying assumptions (what actually motivates behavior). He warned that a gap between espoused and enacted values — as with the Enron example he cited — creates cynicism and can make even well-intentioned perks feel…
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