The Culture You Allow Is the Culture You Create

Every workplace has a culture.

The question is:

Is yours intentional—or accidental?

Culture isn’t built by words alone. It’s shaped by actions, reinforced by decisions, and maintained by what leaders allow, reward, and tolerate.

Too often, organizations say they value collaboration, transparency, or innovation—but their daily reality tells a different story. Culture erodes if leaders ignore toxic behaviors, avoid accountability, or fail to align decisions with stated values.

The reality is this:

Whatever you allow to happen repeatedly is what your culture becomes.

Culture Is Built (or Broken) Every Day

Culture isn’t just about big initiatives or company-wide meetings. It’s about the micro-moments that define the employee experience:

?? How leadership handles mistakes – Are employees supported in learning from failures, or punished for them?

?? Who gets recognized and promoted – Do you reward those who align with company values or just those who hit numbers?

?? How conflict is addressed – Do you encourage open conversations or sweep issues under the rug?

Every policy, decision, and interaction reinforces what’s acceptable and what’s not—whether you realize it or not.

The Leadership Factor: What You Permit, You Promote

If leaders ignore disengaged employees, accept toxic behavior from top performers, or make exceptions to company values, they send a clear message: Culture is optional.

A strong culture requires active leadership. That means:

• Holding everyone accountable (yes, even high performers)
• Addressing issues early before they become embedded in company norms
• Setting the tone through words and actions

Culture isn’t a passive element of business. It’s a leadership responsibility.

3 Ways to Create a Culture That Reflects Your Values

If you want to build (or rebuild) a culture that aligns with your company’s mission, start with these three actions:

1. Define What’s Non-Negotiable

Every company has values, but not all companies enforce them. Identify the cultural behaviors that are absolute must-haves and ensure they guide hiring, leadership, and decision-making.

?? Ask yourself: What behaviors are we not willing to compromise on?

2. Address Toxicity Immediately

Toxic behaviors—whether subtle negativity, gossip, or lack of accountability, spread if left unchecked. A great culture doesn’t tolerate dysfunction, no matter the role or tenure of the person involved.

?? Ask yourself: Are we dealing with culture killers — or just working around them?

3. Reinforce Positive Behaviors Daily

Culture isn’t built through a single initiative, it’s built through daily reinforcement. Recognize employees who live the values, celebrate collaboration, and make sure actions align with words.

?? Ask yourself: Do we reward the behaviors we say we value?

Your Culture Is a Choice

The workplace culture you have today exists because of the actions, decisions, and behaviors you’ve allowed. The good news? You can change it.

The strongest cultures aren’t just stated, they’re demonstrated, reinforced, and protected by leaders who actively shape them.

Because at the end of the day, culture isn’t just what you say. It’s what you tolerate.

Let’s Talk:

What’s one workplace behavior you believe should never be tolerated?

Drop a comment and let’s discuss!