Organizational culture can make or break a company’s success, and leaders often struggle to create and sustain a positive culture. Many culture-building initiatives fail due to a lack of employee support and understanding. Gallup research reveals that only 43 percent of leaders feel strongly connected to their organization’s culture, and even fewer individual contributors—just 20 percent—feel the same. Effective culture transformation requires a comprehensive approach. Start by defining your culture. Leaders should thoroughly understand their current culture’s strengths, weaknesses, and unique attributes. A culture audit can help identify cultural DNA and guide the definition of aspirational behaviors. Once the culture is defined, the work can begin to align your workforce. It’s essential to align culture with the organization’s strategy, connect individual goals to the mission and vision, and ensure that employees understand and believe in the company’s values. During this process, leaders must drive adoption. They need to communicate culture through a compelling change storyline, integrate values into daily communications, and consider policy changes that support the desired cultural change. Finally, put in the effort to sustain your ecosystem. Create systems, structures, and rituals that support and reinforce the desired cultural behaviors. Build storytelling and recognition processes around the culture, educate managers to coach employees on cultural behaviors, and use feedback mechanisms to measure progress.