A quick search revealed dozens of articles from around the world declaring that culture trumps strategy. Legendary systems thinker Peter Drucker has written extensively on the topic. Given such qualitative evidence, how is it possible create lasting strategic results when a quick fix is wanted, yet a culture change is warranted?
Organizations, like people, are complex entities with competing priorities. We live with the paradox of needing to relieve immediate problems while engaging in slow-moving culture change one interaction at a time.