Read Tribal Leadership, a great book on culture and Switch: How to Change When Change is Hard, a great book on implementing change when it's difficult.

Great question! I've been working with organizations for the past 15+ years on getting everyone on the same page going the same direction - i.e., creating a healthy, high performing culture. Here are some ideas...look at a few key items - Vision, Leadership, and Motivators. Ensure there is a common, well-articulated, and easily understood Vision - it's hard to create focus without something on which you can focus. Make sure leadership is focused, encourages creativity, fosters cross-divisional collaboration, and is a little more planning-oriented such that the company can be agile without being impulsive. Finally, with motivators, look at your rewards/recognition and accountability measures to ensure they drive behaviors consistent with the vision, creativity, and collaboration. Feel free to schedule a call if you'd like to talk more specifically about the situation, the issues, and targeted/effective solutions.

I just walked a company through this process. They have a staff of about 35.

The first step in any cultural initiatives is bringing the truth to the surface. To be honest, many employees sense the reality in their culture, but until it's brought to the surface and articulated clearly, no change can happen.

Once your culture is clear to everyone, the serious question to ask is whether you all want to change. Then - and only then - can your culture become more agile, focused and innovative.

So...

Step #1 - survey/collect everyone's view of the culture.
Step #2 - have a conversation with your team after you've collected the results.
Step #3 - as a team, determine whether the current culture is what you want, or whether you need to change.
Step #4 - start small and decide on one change that you can make as a team.
Step #5 - implement the change, celebrate the win if the change goes well, then focus on another change you can all make.

If you need some more insight into this process, don't be afraid to get in touch.