The cliché people don't change is a cliché because for the most part it is true. I have read about "corporate culture" and "changing corporate culture" for so long that I have become lost not really knowing what corporate culture IS, much less how to change it. There are many corporate self-help books that aspire to guide us to utopian cultural destinations; my issue is that if people don't change, how do I take a population of 5,000 of these people into a new corporate culture? If I can't change one, how can I change the whole?
In my opinion, the highest contributing factor to the success of any human relationship is trust. Trust is an iterative process which manifests generally through acts of reciprocity. The act of reciprocity can take many forms and is a feedback loop by which perception is hardened. One might argue that events of reciprocity are required for each individual among the 5,000 to reveal himself and to perceive the others.
I am not really sure that corporate cultures are changed; rather, human needs in a corporate environment are either met or they are not (e.g., Do I feel valuable? Am I heard? Who can affirm me? Do I feel safe?) If a healthy relationship depends on trust, then the corpus must communicate within itself to find Nirvana and there must be a means by which opinions are heard and affirmed or respectively (with honor) de-prioritized. Doesn't communication just reveal personality (i.e. culture)?
Social networks pretty clearly show us that we all want to be affirmed. What is the corporate system for reciprocity - the annual review? PLEASE NO! Why don't we have a system that corporately enables the feedback loop individuals desperately crave and thus reveals our true selves (i.e. corporate culture)? Slack is sort of halfway there . . . but not quite.