Trying to change a culture — based on the info provided in the blog — is ( to create a new phrase) getting the wagon before the horse. You have certainly asked the right questions about why there is a need to change the culture — but the answers received are broad. Are they looking at changing the culture — because they don’t want to dig into ( or don’t understand the need to dig into) performance evaluation, management capabiities, lack of effective communication – implementation, control, etc. A culture does not get changed en masse — it evolves throught bits and bites that are planned through strategies and tactics — it gets changed in the implementation of goals ( processes and rewards/punishments) devised through solid tactics that are clear and contain specifics on time lines, responsibilities, accountabilities, resources (human, technical and financial) — and most importantly a clear understanding by all involved of what is expected. And what happens if expectations are not met. Something that is ‘too fast/slow” is a start into a major analytical challenge. Exciting. All the best.