Embedding Culture Across Silos: Situational Dilemmas or Culture Infused Case Studies

Many organizations have misaligned values across departments, locations, or teams. This is often the result of treating “culture” as something intangible you hire for by feel, rather than something designed and reinforced. Culture should be a set of shared, established ideals that are intentionally woven through the organization, not simply left to chance.

The Twin Pillars Method™ uses scenario-based discussions to create anchoring moments across multiple organizational touchpoints. These scenarios become cultural throughlines, aligning HR, leadership, L&D, and employees around shared expectations of dual responsibility.

We develop each set of Situational Dilemmas™ on an as-needed basis to reflect the client’s specific needs, industry context, and the core values being embedded into the organization. This ensures that every conversation is meaningful, relevant, and directly tied to the company’s cultural foundation, not a one-size-fits-all solution.

• Team Icebreaker / Development Tool (real-time collaboration & cohesion)

  • Identify team default wiring.

  • Create change through storytelling in only 20 minutes a week.

  • Spot misalignments early as solutions unfold.

  • Identify cultural gaps between teams and silos.

• Interview Diagnostic Tool / Onboarding (reveals mindset about leadership vs. employee roles)

  • Do potential leaders default to heroics or place all the responsibility on the employee?

  • Do potential employees provide a performative answer or respond with expectations associated with a healthy workplace?

• 1:1 Discussions (level-setting expectations and modeling a dual-responsibility culture)

  • Reveal hidden mismatches in responsibility expectations.

  • Turn cultural ideals into practical conversations, not HR posters.

  • Explore gaps between conceptualized ownership and reality.

Disclaimer: Situational Dilemmas™ are inspired by common organizational dynamics but are fictionalized for training and cultural development purposes. Any similarities to actual individuals, teams, or companies are entirely coincidental.

Try a full, ready-to-use dilemma that reveals hidden cultural dynamics in real teams.