The most expensive mistake in organizational design is trying to fix structure with culture.
Values don’t repair a broken operating model. They decorate it.
When decision rights are unclear, no amount of “empowerment” language will make people decide. When roles overlap, no amount of “collaboration” values will prevent conflict. When metrics contradict strategy, no amount of “alignment” workshops will align them.
Culture is downstream of design.
Get the design right. Culture becomes inevitable.