Leading Through Change: Five steps for creating a high-performance culture that actually work

Creating a high-performance culture isn’t about flashy perks or motivational posters. It’s about intentional leadership — especially in times of change.

Right now, our company is navigating a global restructuring, while our region is experiencing unprecedented growth, marked by record-breaking order intakes. This contrast — global complexity and local momentum — presents a unique opportunity: to realign, reinvent, and elevate how we work, how we lead, and how we grow together.

Leading through this contrast has reinforced a simple truth: high performance is built on clarity, accountability, and people.

As Regional President, I’ve seen what works — and what doesn’t.  Here are five practical steps that I’ve used to build a culture that thrives — not despite change, but because of it.

Step 1: Define a Clear, Local ‘North Star’

People need more than a global vision or ambition — they need something that speaks to their world. While a global direction is essential, it only becomes meaningful when people see where they fit in. That's why a clear local long-term destination acts as a ‘North Star,’ helping teams stay focused and connected. 

In our case, a North Star like “profitable growth” gives direction — but how we communicate it matters just as much. That’s where cultural nuance comes in. We work to ensure messages are understood as intended across languages, markets, and teams. Erin Meyer’s “The Culture Map” is a great reminder of that.

✅ Tip: A North Star should be ambitious, clear, and culturally relevant — or it won’t stick.

Step 2: Build a Roadmap of 'Smaller Stars'

A North Star sets the direction — but without a clear roadmap, teams can feel lost. Strategy needs to translate into concrete action: clear priorities, milestones, and ownership. We treat these as ‘smaller stars’ that guide progress step by step.

And as conditions shift, so should the path. Change isn’t a setback — it’s an opportunity to adapt, improve, and build resilience along the way.

✅Tip: Keep your roadmap dynamic. Adapt as things change, but never lose clarity on where you're going.

Step 3: Establish Performance Management That Enables Growth

Performance management isn’t about policing people. It’s about creating focus, visibility, and momentum. We’ve implemented a regional performance framework built around shared KPIs — one organization, one goal. This promotes transparency, accountability, and alignment across teams.

But performance doesn’t happen in silos. Breaking down inter-departmental barriers is key. One powerful tool: 360° cross-functional feedback. In a recent workshop, it helped us uncover friction points, encourage collaboration, and unlock better ways of working.

✅ Tip: Use shared KPIs and regular cross-team feedback to build alignment — and eliminate unspoken bottlenecks.

Step 4: Communicate Openly and Listen Deeply

In times of change, clarity breeds confidence. That’s why transparent, two-way communication is non-negotiable.

We prioritize consistent updates, candid leadership messages, and open forums. But most importantly — we listen more than we speak. Creating safe spaces for honest feedback builds psychological safety, trust, and better ideas.

✅ Tip: Listening is a leadership skill — not a soft skill. Create more moments to hear, not just tell. That’s where trust (and progress) begins.

Step 5: Involve, Empower, and Celebrate Progress

A high-performance culture isn’t created from the top down — it’s built from the ground up.

We co-create with cross-functional teams — and we celebrate wins, big and small. Because recognition fuels momentum.

✅ Tip: Recognition doesn’t need to be expensive. A heartfelt thank-you, a public spotlight, or a peer nomination can have a lasting impact.

Ultimately, leading through change means leading by design, not by default. High-performance cultures don’t emerge by chance — they’re built with intention, consistency, and heart.

By combining shared goals, clear structure, honest communication, and human connection, we create cultures where people want to perform — and where performance is sustainable.

So let me ask: How are you shaping a high-performance culture in your organization — especially in times of uncertainty?

I’d love to hear your experiences, insights, or challenges. Let’s learn from each other. Drop a comment — the conversation starts here.