Introduce changes with awareness of organizational culture. When you feel pressure to move quickly, bear in mind the saying “culture eats strategy for breakfast.” If culture dynamics aren’t factored into your planning, they can undermine your efforts. For example, if your new deliverables require inter-organizational innovation but supervisors value their autonomy and reward avoidance of risk, there’s a mismatch between your culture and your new strategy. In this situation, a key part of your leadership will require shifting cultural norms so that your people can successfully execute the new strategy.