Culture wars

Many people are skeptical about the importance of culture, especially when focusing on building a team. Early on, the focus is often on skillsets, experience, and intelligence, with achievement prioritized above all else. While this can work to a degree—creating a team of smart and capable individuals—something may still be missing: a cohesive, unified team mentality where everyone is aligned on the mission and vision.

Add people with diverse backgrounds, thinking, and problem-solving approaches, and you create a team with the necessary elements to succeed as they work toward a common goal. Having a clear "true north" for the company and reinforcing it regularly keeps the team focused. When everyone understands the mission, decisions become easier, and there’s less need for micromanagement. A strong, aligned culture empowers the team to operate more autonomously and effectively. When the culture is strong, people will go above and beyond because they feel engaged, valued, and excited about the work.

So, what does a good culture look like?

It’s different for every company, and while it often starts at the top, it can also grow organically from the bottom up. Not every leader has a title—some of the most influential people in an organization are those who naturally inspire and rally others. Culture can’t be forced; it evolves over time, and it needs continuous nurturing. However, you can shape your culture by living your values and leading by example.

Good culture is built on shared values, trust, and accountability. It’s important to regularly recognize people who embody these values. A positive culture creates a safe space where people feel comfortable sharing ideas and contributing, taking risks, as well as holding others accountable. This is a shared commitment. When people express pride in their work and talk about how much they enjoy their workplace, you know you have something special.

Building and defining culture takes time.

Culture isn’t something that happens overnight. It’s an organic process that requires effort and patience. Trying to force a specific culture into an organization is a recipe for failure. Culture needs to grow naturally, and it requires gentle guidance and occasional corrections. Think of culture more as a compass than a map.

What if someone isn’t a good cultural fit? It happens. That doesn’t mean they’re bad people—sometimes it just means they clash with the team’s values or approach. Sometimes this is helpful. Culture can become complacent, and introducing some differing perspectives can reveal areas that need attention. But, ultimately, you’ll know a bad fit when you see it. While it’s okay to give people chances, some may take longer to adapt to a culture that’s different from what they’re used to. Don’t be too quick to judge—some people need more time to adjust. But if they do find their place, you'll see their attitude and productivity soar.

Slow and steady wins the race.

Building culture is a marathon, not a sprint. It’s an ongoing process that requires constant attention and effort. Stay focused on what’s important for your organization, live your mission, and bring others along with you. With time, you’ll see a team that’s aligned and working in harmony, driving your business forward together.