Behaviors drive culture...
I took the liberty of filling up a few things to help illustrate it with this clear and simple Culture Map created by Dave Gray and adapted by Strategyzer.
Basically, if we want to change or evolve culture we have to be specific about the behaviors we want to enable - and to identify and classify what needs to change in order for those behaviors to be done.
Remember that change is not about the individual solely, in an organization you need to bring along the system to assist with the change.
You cannot tell people to behave in one way, and yet have your incentives and policies be in complete conflict with what you are telling people to do.
This is not going to drive behavior, it is going to driver bad outcomes.
This culture map can help you map the influences - the things that are making it easy or hard to do a behavior and show them to the wider team of stakeholders for alignment.
If you want to get to the root cause then you can use a behavioral model - say ISM - which stands for Individual / Social / Material and classify your findings so you can see where the biggest opportunities are for change and where you actually have levers.
If you do this, you can then apply evidence backed techniques to design solutions that will help address the things that you want to enable - these techniques tie back to the influences you analyzed, so they are not selected by guessing - meaning you do it systematically.
If you skip this step, you may end up wasting resources and the motivation people had before you began the project of change.
In every project we do in our consulting business we first do a cultural analysis looking at different dimensions, finding tensions and then we do a behavioral analysis to find the barriers and enablers to behavior and ultimately to culture change or evolution.
I worked on many transformation projects in the past and we used to ignore ignore this systematic and scientific approach and we wondered why we didn't get the expected results.
Once I learnt how valuable it was to bring behavior into the work - I realized we could actually be more realistic with the clients and deliver better outcomes.
For you and your organization, knowing how to do this means you are able to create a solid foundation for changing behaviors - which means you can enable culture... and all the knowledge to do it is out there, the models, theories and frameworks - free to access and adapt for yourself.
You cannot expect change to happen if you don't know what you need to change in the first place....