When it comes to the complex topic of culture, all you can do is hope. In my experience with some of the largest companies in their respective industries, hope is the flawed strategy most commonly deployed.
One of the unfortunate consequences of leadership churn, mergers and acquisitions and failed projects is that they leave behind remnants of cultures past. These ghosts of the past can come back to haunt culture change initiatives and current change projects.
Have you ever been a part of a company merger, where your company acquired a competitor or your organization was acquired by another one? If so, you probably experienced the difficulty of such mergers or acquisitions to generate positive value for shareholders, owners, and employees.