Culture eats strategy for breakfast

In 1971, business icon Peter Drucker famously said, “Culture eats strategy for breakfast.”? He wasn’t downplaying the importance of strategy—he was emphasising the reality that, without a strong and aligned organisational culture, even the best-laid plans are likely to falter.

But what does it actually mean for culture to “eat” strategy?? Why does an organisation’s environment, values, and unspoken beliefs often determine its success more than its tactical roadmap?

Understanding the power of culture

1. Culture shapes behaviour

While strategies provide direction, culture defines the actions that bring it to life.? It’s one thing to map out ambitious goals, but the actual behaviours and attitudes of your team members make the difference between achieving those goals and falling short.? Culture is reflected in how people show up every day, in the way they approach challenges, and in the respect they offer one another.? When an organisation’s culture promotes accountability, innovation, and inclusivity, you can trust that your team will take ownership and adapt as needed.

2. Culture drives engagement and retention

Engaged teams drive success, and nothing influences engagement quite like culture.? Employees today are looking for workplaces where they feel valued, where there’s room for growth, and where they genuinely enjoy their work environment.? According to a recent survey by Deloitte, culture is a top factor in employee satisfaction, and that satisfaction is deeply tied to retention.? People are more likely to stay and invest their best efforts in companies where they feel aligned with the mission and supported by their colleagues.

3. Culture fuels adaptability

No strategy is foolproof, and in our rapidly changing world, the ability to pivot is a superpower.? But it’s not just individuals who need to be adaptable; entire organisations do.? A strong, flexible culture empowers teams to adjust strategies as they learn, making them more resilient and able to capitalise on new opportunities.? When culture promotes a growth mindset and rewards risk-taking, it frees teams to adapt, iterate, and improve on the fly.

4. Culture influences brand perception

Culture isn’t just internal; it shapes how an organisation is perceived externally.? Brands with strong cultures naturally communicate authenticity, whether it’s through customer service, marketing, or community engagement.? When employees believe in the mission and values of their organisation, they become natural ambassadors for the brand.? This can be a powerful advantage in building trust, loyalty, and positive brand recognition.

Building a culture that supports strategy

It’s not enough to simply acknowledge culture’s importance—you have to build and nurture it intentionally.? Here’s how to align your culture with your strategic goals:

1. Define your core values

Core values should be more than just words on a wall.? Take time to understand what truly matters to your organisation and communicate these values clearly.? Embed them in hiring, onboarding, and daily interactions to ensure they resonate with everyone from the C-suite to new hires.

2. Empower leadership to model culture

Leaders are the stewards of culture.? When leadership embodies the organisation’s values, others follow.? It’s not enough for leaders to be technically competent; they must also be empathetic, supportive, and genuinely committed to the company’s mission.? Their behaviours set the tone for the entire organisation.

3. Promote open communication and feedback

A culture of open communication allows employees to voice concerns, share ideas, and feel seen.? Encourage transparency by creating safe channels for feedback, and ensure that this feedback leads to action.? When employees see that their voices are heard, they are more likely to engage fully and authentically.

4. Recognise and reward cultural alignment

Recognise those who not only meet strategic goals but who also embody the culture.? Celebrate the employee who demonstrates exceptional collaboration, the team that brings creativity to a challenge, or the individual who shows resilience under pressure.? By rewarding these cultural attributes, you reinforce behaviours that will help sustain and grow a positive workplace.

5. Make culture part of strategic planning

Aligning culture with strategy isn’t a one-and-done exercise.? Make culture a standing agenda item in strategic planning sessions and check in regularly to ensure your values are reflected in your initiatives.? Think of culture as the foundation upon which every strategic decision rests.

Culture and strategy: a balanced breakfast

While a robust strategy may help you navigate the marketplace, it’s your culture that will dictate how well your team executes that strategy and responds to unexpected changes.? In a competitive and fast-paced world, businesses that prioritise their people, purpose, and values are best positioned to thrive.

In the end, strategy tells you what needs to be done, but culture determines how it’s done.? By creating an environment where people feel empowered and connected, your organisation won’t just survive—it will flourish.