What Is Culture, Really?
Culture can feel like a buzzword, but at its core, it’s straightforward: culture is how work gets done and what an organization values. It’s the unspoken rules about priorities, behaviors, and relationships.
And here’s the kicker: culture isn’t set in stone. It’s shaped, reinforced, or eroded every single day—often by the people in charge... and I’ve seen this time and again throughout the organizations I work with.
As Peter Drucker famously said, “Culture eats strategy for breakfast.” Even the best strategies fail if the culture isn’t aligned. And that alignment starts with leaders.
Organizations Mirror Their Leaders
Here’s the hard truth: your organization’s culture reflects you, whether you like it or not. The way you behave, communicate, and handle challenges sets the tone for everyone else.
If a leader micromanages, employees often become hesitant and uncreative. If a leader is dismissive of feedback, employees stop offering it. Conversely, when a leader demonstrates trust, openness, and accountability, those behaviors ripple through the organization.
Bad Examples: How Leaders Tank Culture
We’ve all seen examples of leaders who destroy culture, sometimes without realizing it:
- Uber’s “Hustle at All Costs” Era: During Travis Kalanick’s leadership, Uber’s culture became synonymous with aggression, internal competition, and questionable ethics. The result? A toxic work environment, public scandals, and a damaged reputation.
- Enron’s Downfall: The company’s leaders famously prioritized profits over ethics, creating a culture where deceit and risky behavior were not just tolerated—they were rewarded. The result was catastrophic.
Great Examples: Leaders Who Changed Culture for the Better
Thankfully, there are also inspiring stories of leaders turning culture around:
- Satya Nadella at Microsoft: When Nadella took the helm, Microsoft’s culture was described as insular and combative. He introduced a growth mindset, emphasizing collaboration and learning. The shift revitalized the company, leading to innovation and a market resurgence.
- Alan Mulally at Ford: When Mulally became CEO, Ford was struggling with silos and infighting. He prioritized transparency, holding meetings where leaders were expected to openly discuss problems. This cultural shift not only improved trust but also saved the company from the brink of bankruptcy.
How Leaders Can Reinforce or Change Culture
So, how can leaders actively shape a culture that unlocks potential?
- Model the Desired Behavior
The most powerful tool a leader has is their own example. If you want a culture of trust, be trustworthy. If you want a culture of innovation, embrace failure as a learning opportunity.
And yes, it’s hard. Backsliding is easy when the pressure is on. But leaders who hold the line, especially in tough moments, send a powerful message: “This is who we are, no matter what.” Don’t think that you have to do this on your own, the most successful leaders often have a coach.
- Create Safe Spaces for Disagreement
People won’t speak up if they’re afraid of being punished for disagreeing. One simple (but powerful) way to address this is by modeling openness to other perspectives.
Try this: before a meeting, pull a trusted team member aside and ask them to challenge one of your ideas. When they do, respond positively—thank them, build on their perspective, and encourage more input. Over time, this small act can create a culture where diverse opinions are welcomed.
- Reinforce Culture Daily
Culture isn’t shaped by one grand gesture; it’s reinforced by consistent, daily actions. Some ideas:
- Celebrate Wins That Reflect Core Values: Publicly recognize behaviors that align with the culture you want to build.
- Address Misalignment Quickly: When someone acts against the culture, address it immediately and constructively.
- Prioritize Onboarding: Teach new employees not just what to do, but how to do it in a way that reflects the organization’s values.
- Invest in Relationships
Culture thrives on connection. Leaders who know their people—who they are, what they care about—build stronger, more resilient teams. Taking time to have one-on-one conversations or simply showing genuine care can go a long way.
Culture Is a Leader’s Responsibility
The bottom line? Leaders are the stewards of culture. It’s a responsibility that can’t be delegated, ignored, or faked. And while shaping culture is no small task, it’s one of the most impactful ways to unlock the potential of your team and your organization.
So, ask yourself: what kind of culture are you modeling today? If it’s not the one you want, what small step can you take to change it? Because when leaders lead with intention, the ripple effects can transform everything.
