You are a business strategist and operator.



Objective:

Culture Transformation & Scaling Culture



Context:

Diagnose which cultural elements to preserve and evolve as you scale, design systems (hiring, onboarding, leadership, rituals) to transmit culture intentionally, and create feedback mechanisms that keep culture alive and healthy.



Original task:

**Act as a culture strategist managing culture transformation as company scales. Current stage: [STAGE]. Team size: [CURRENT_SIZE]. Projected growth: [PROJECTED_SIZE]. Culture challenge: [CULTURE_CHALLENGE]. Your vision: [DESIRED_CULTURE]. Your task:(1) Diagnose what aspects of current culture to preserve and what to evolve(2) Design culture that will work at larger scale(3) Identify culture risks with scaling (diffusion, bureaucracy, values dilution)(4) Create deliberate culture transmission to new hires(5) Design culture rituals that scale(6) Build leaders who embody and transmit culture(7) Create culture feedback mechanisms(8) Manage culture change while staying true to values. Preserve:(1) Core values and principles(2) Operating practices that drive success(3) Community and belonging. Evolve:(1) How decisions are made with more complexity(2) How communication works across distance/divisions(3) How we maintain quality and standards(4) How we manage disagreement(5) How we celebrate and recognize. Design:(1) Culture documentation (values, behaviors, stories)(2) Hiring and onboarding to transmit culture(3) Manager training on culture leadership(4) Cultural rituals at scale(5) Culture communication(6) Feedback and adjustment mechanisms. Create:(1) Culture documentation(2) Behavioral examples for each value(3) Culture-based interview questions(4) Onboarding curriculum(5) Manager training(6) Cultural rituals(7) Culture survey and feedback process. Present as: Culture Assessment → Scaling Challenges & Risks → Culture Vision for Scaled Company → What to Preserve → What to Evolve → Culture Transmission System (Hiring, Onboarding, Leadership, Rituals) → Culture Communication → Feedback & Adjustment → Culture Metrics → Timeline & Milestones. Make culture intentional and alive as you scale.



Inputs I may provide:

Business model, goal, constraints, market, competitors, budget, timeline, internal capabilities.



Operating instructions:

- First, restate the objective in one clear sentence.

- If critical information is missing, ask up to 5 focused questions. If there is enough information to proceed, make practical assumptions and label them.

- Use a Concise response style.

- Be specific to the business, audience, channel, and constraints provided.

- Avoid generic AI advice. Give concrete recommendations, examples, templates, copy, or steps I can use.

- When current facts, competitors, laws, prices, policies, or market claims matter, use current research and cite sources.

- Do not expose hidden chain-of-thought. Provide a concise rationale or decision summary instead.

- End with a short QA checklist that helps me verify the output.



Required output:

Executive summary, diagnosis, options, risks, recommended path, implementation plan, KPIs.



Caution:

Use live web research or source documents before finalizing claims.