"Culture" as concept is often vague, unpersonal and non-constructive. Sure it beats process for breakfast, but what is the work required to remedy the inevitable deterioration of culture?

There may need to be small concrete, nurturing steps to focus on, in never ending spirals of improvements, on team levels as well as across functions:

* Do you feel supported at work? Why would anyone believe lack of support is healthy for the organization?

* Are there low barriers to collaboration across organizational boundaries? How much impact can anybody have if they're not getting much say, even inside their own teams?

* Are goals clear enough for steady progress? What is even the point of measuring, if there's no clear consensus of goals to collaborate towards as teams?

* Are some groups always left out of the loop? What do leaders expect letting an organization limping around?

* Is there freedom to explore initiatives aligned with strategy and goals, or where will creative output go otherwise?

Etc.

This seems to be the actual link: https://www.focus.business/organisaitonal-culture#broken-cul...

There is no such thing. The culture either supports execution of your strategy or it does not. No universal definition of “broken” exists

And where did that strategy come from? And when execution is done, then what? Strategy is itself a ongoing process, and it is not external to the company that executes it.

There are many signs that your company's culture is broken, unfortunately many businesses don't consider it until its too late or have lost their best talents and the next round of raising stars