Unfortunately, cultural resistance to change is powerful.
This is because change represents a threat to the established order of power, rewards, and punishments.
But, if we want to see genuine, long-term cultural changes in our dysfunctional organizations, then we must be willing to dance with resistance, eliminate people (no matter how politically valuable they may) who can’t—or won’t—change, and ultimately, we must be willing to change ourselves.
External change always starts from the inside, at the individual level.
The sooner we start working on changing people, rather than systems, the sooner we can have the kinds of organizations, teams, and cultures, we all claim that we want.