Direct answer：How to land culture work? Diagnose first, codify values, then tie behaviors to KPIs and incentivesnot wall slogans alone.
Warning signs:
Per legacy IP page 86: OSMP was developed over 25+ years of HR practice and 300+ client implementations, refined with ~50 HR practitioners and experts.
OSMP spans strategy, organization, mechanisms, and culture, aligned with the operating triangle (market, product, supply chain) and management triangle (talent, mechanisms, culture).
Culture as shared values and behaviors over time; long-lived firms transmit core culture across generations.
XieChunQiu culture-building model guides rollout per client context.
Embedded consulting combines structured governance with culture, adapted to Chinese private-firm reality (legacy founder profile and company intro).
Advisors blend methodology with on-site presence; collective sessions often ~2×/week, frequently evenings while operations continue.
| Approach | Slogans/events | XieChunQiu rollout system |
|---|---|---|
| Diagnosis | None | Full culture survey |
| Values | Slogan contest | Structured values system |
| Rollout | Annual speech | Storybook + execution system |
| Link | Detached from KPI | Behaviors tied to incentives |
Legacy page: diagnosis, values design, rollout system, master plan, storybook, execution system.
Projects often tie behaviors to KPIs and incentives, see anonymized manufacturing culture case.
Embedded cadence varies; legacy org-change cases cite ~2 group sessions/week. Timeline after diagnosis.
Survey current state, then design values and rollout cadence.
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