It needs to be a mix of the 2. If I have to derive meaning out of how the 2 may differ slightly in their execution approach – the operational adjustments would be primarily driven top down whereby there will be some operational KPI’s identified and some mandates communicated. On the other hand cultural transformation is more of a bottom’s up where you need the colleagues to be engaged more than ever before to ensure the changes/transformation sticks. The difference on the above 2 extremes is one will give you “Compliance” and the other will give you “Commitment”. You need a balance where you have a higher % of Commitment than Complaince – maybe 80/20 and you build upon it.