Contribution Calibration
Managers often know what got produced or delivered, but don't really know HOW individual employees contributed. If a report was written, who did what? If a benchmark was met, how did it happen? This kind of model focuses on how things get done, who did them, what processes were used, and how collaboration happened.
If culture trumps strategy, then a culture of participation and accountability at the individual and team level needs some way of measurement. Measure the how instead of the what, and you will gain insight into how the organization works, and how individuals are contributing to the whole.
Practice faciliitative leadership, in which leaders don't know the answer, but they know good tools and methods to get a group of employees to collaborate together to get something done. An empowered, motivated group will get more done if the process they use is more important than the outcome. And in the end, the strategy will be implemented because there is ownership and buy in. Start using process tools and frameworks such as the Technology of Participation, Collective Impact (described in the SSIR), Appreciative Inquiry and others.