How do you handle high-performing employees who actively resist culture shifts or are misaligned with company values but deliver strong business results?

I engage early and directly: affirming their performance while exploring the disconnect. If alignment proves impossible, I prioritize culture. One person’s output is never worth erosion of trust or values across the team.

As Dan wrote before me, if they are really high performing and deliver results, then re-homing or helping them find a culturally fitting new company is a great way to ensure they remember you as a leader and build long-term professional relationships which can be activated in case of a matching cultural setting later on. Companies change and so should we. If it isn't a fit, then moving on is the best.

I "reorged" somebody like.  Part of that decision was the fact that I knew the employee was not happy.  They were productive and brilliant in many ways, but they were not happy and forcing them to move on was in their best interest.  The main reason - they were not a new culture fit.  I'd say that if you have a target culture you are committed to - that is a signficant goal that should be honored by leadership.  And employees are watching who we enable and judge our commitment to the culture via that and many cues.