The corporate culture is extremely stable organizational component. Changing the corporate culture takes long time without any visible results in the short-term view. Many managers lose the patience and they resign on the task of the changing corporate culture.

The change of the corporate culture is usually the only way, how to increase the business performance sustainably. The behavior of employees is coded by the corporate culture and the top management gives it. Not by the formal documents, but it is given by real actions taken by the top management.

The change of the corporate culture is not a task for Human Resources only. The HR Professionals have to participate in the team, but they are not responsible for the corporate culture change. It is the responsibility of the CEO and the whole management staff in the organization.

The corporate culture change is difficult to measure. The organization can organize the survey, but it cannot be organized too often. The team has to be patient and it has to co-operate with the top management for a long time without seeing and measuring the real impact on the organization. The top management has to be willing to change its behavior and its management style and the team can provide them with the feedback as they see the changes.

The change of the corporate culture is important for the organization, which needs to change its focus and its approach to its customers. The change of the corporate culture is extremely important for the organizations, which want to grow globally and they are present just in one country at the moment. Building global organization is mainly about the change of the corporate culture, as it has to be open to different approaches and different people relations. The people are not the same in different countries, even when they are on the same continent.

The HR Professionals have to be incorporated into the team changing the corporate culture, but HR is not responsible for setting new corporate culture. The HR Function can bring its inputs and ideas and it can set the “role play”, which can be followed, but the top management is the main driver for the corporate culture. The CEO should always know his role in the process of the change of the corporate culture. Tell it to him.