Old practices don’t just stall progress, they embed outdated biases into the system. And Biases aren‘t just a personal issue: they are a structural issues. When structures, incentives, and leadership pathways reflect old mental models, cultural change becomes almost impossible. True transformation requires more than new values on paper: • It demands rewiring systems to challenge existing biases, • Rethinking what and who gets rewarded, • Aligning everyday actions with new aspirations. Otherwise, cultural change will always get trapped in the old logic it’s trying to escape. Just a nice intention on a vision board.

Driving culture change action and involvement. I've found that meaningful transformation starts with clarity about why we need to change, then having the courage to visibly model new behaviors ourselves. The secret sauce? Involving your people in shaping the solution rather than forcing it on them. When I've aligned rewards with desired behaviors and celebrated early wins openly, change actually sticks. Remember, people don't resist change-they resist being changed. Build ownership at all levels, be patient yet persistent, and watch as even the most entrenched practices begin to shift.

I believe great teams are focused on delivering great products. One challenge they face is aligning on the definition of "great" to optimize speed and perfection. I have found the concept of a minimum viable product, combined with a robust methodology to identify, prioritize and implement enhancements, is very powerful to unleash excellence.

I start by listening to people and understanding their views. Then, I share small ideas for change and show how they can make work better for everyone. Leading by example and celebrating small wins helps build trust. Change takes time, but steady steps make a big difference.

Driving culture change starts with building allies first. Changing even one process usually triggers ripple effects across teams, and without support, even the best ideas can stall. I’ve learned it’s critical to bring others into the conversation early—people who understand both the risks and the possibilities. Once there's alignment, I focus on starting small. A focused pilot that removes a clear pain point is often more powerful than a full rollout. When people see real results—less frustration, faster work—they naturally become advocates for broader change. Culture doesn’t shift overnight, but small wins, shared ownership, and visible improvements create momentum that lasts.