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Codifying, Embedding, and Sustaining Culture


A Berkeley Haas Case Series


"When you look at institutions that are intentional about culture, they are not just intentional about it for five or 10 years; they’re intentional about it for 30, 40, or 50 years. These examples show that institutions can maintain very strong cultures through successions but that culture still needs to evolve over time." - Richard K. Lyons, Dean

In June 2017, as 56-year-old Richard Lyons, dean of the Berkeley-Haas School of Business prepared to make his announcement to step down (at the end of June 2018), he looked at his guitar in the corner of his office. He reflected on all the times he had played it for his students and the Berkeley-Haas community and beyond. A flood of good memories streamed through his mind because he had served in various roles at the school for 24 years, most recently as dean for the past 11 years. Still, a major question weighed on him: Would the culture and defining principles codified during his deanship outlive his term as dean? And what could he do in his last year to increase that likelihood?

To read the full case study, click here.

Written by Jennifer Chatman, Faculty Director of Berkeley Executive Education's upcoming Leading High-Performance Culture, and Dean Richard Lyons