What is culture? It’s an opportunity.

Wondering question: What if culture isn’t something we inherit—but something we cultivate?

This year, I picked up a new hobby—gardening. There’s no shortage of crossover between gardening and people strategy (I’ll try to spare you most of the puns), but bear with me because the metaphors are too good to ignore.

One thing I’ve noticed in gardening is how much easier it is to spot weeds than to care for flowers or vegetables. Weeds stand out– you know exactly how to get rid of them. But figuring out what a flower needs to thrive? That takes time, care, and attention– just like culture in an organization.

You have to think about the soil. Is it the right mix for this specific plant? What about water—too much or too little, and the plant suffers. Is there enough sunlight? Are there pests to manage? Every plant has its own unique needs, and you have to experiment to figure them out.

Mistakes happen– I forgot to water my garden during the hottest weekend of the year (ouch). I harvested strawberries too late, and the bugs got them before I could. And once, I accidentally cut a vine from my butternut squash that was still producing fruit. Mistakes happen—but growth happens too, as long as you’re paying attention and willing to learn.

Sometimes I catch myself imagining the weed I’m pulling is a former colleague. You know the one. There’s a certain satisfaction in pulling that weed out of the ground! But here’s the thing: gardening, like building culture, isn’t just about fixing the problems. It’s about creating the conditions for growth.

Culture is like a garden. You can’t micromanage it into perfection. It’s an organic process—shaped by the people who live it every day, not just the rules or values written by leaders. Leaders play a critical role, not by controlling culture but by nurturing the soil, pulling the weeds when needed, and trusting the process of growth.

Challenging the Assumptions About Culture

Not too long ago, “culture” in organizations was often synonymous with perks—ping-pong tables, catered lunches, and happy hours. And while we’ve moved beyond that surface-level view, remnants of the “perks-as-culture” mentality still linger in many places.

But at it’s core, culture isn’t about what’s above ground; it’s about what’s happening beneath the surface.

In a garden, visible growth depends on healthy roots. If the roots don’t have healthy soil, the plant won’t flourish—no matter how much sunlight it gets. Similarly, culture depends on invisible foundations like shared purpose, psychological safety, accountability, and human connection.

These are the nutrients that help teams and individuals thrive. They’re what allow people to feel safe, empowered, and focused on growing together—not just checking boxes.

Ultimately, culture is something leaders need to invite others into. It’s an opportunity, not an obligation, and it flourishes when people feel connected to a shared purpose and empowered to contribute in meaningful ways.

Culture as a Strategic Tool

Culture isn’t just a feel-good concept—it’s a business driver. Research shows that organizations with strong cultures consistently outperform their peers.

For example:

?? Companies with strong cultures experience higher employee engagement—and highly engaged teams are 21% more profitable (Gallup).

?? Culture alignment leads to lower turnover rates, saving organizations significant costs in recruitment and onboarding (SHRM).

?? Companies that prioritize culture are more likely to innovate and adapt during times of change (Deloitte).

Without nurturing, weeds take over. The same is true in organizations—if culture isn’t intentionally nurtured, dysfunction, disengagement, and misalignment will spread. But when culture is intentionally nurtured, it becomes one of the most powerful tools an organization has to align its people with its goals.

3 Lessons From Gardening for Leaders

Here’s what I’ve learned from gardening (and 13 years in corporate HR):

1?? Culture thrives when people feel valued and empowered. Like plants, employees need tailored care to grow. Culture isn’t imposed; it’s co-created.

2?? The weeds don’t fix themselves. Leaders need to actively address what’s holding culture back—whether it’s micromanagement, lack of psychological safety, or a disconnect between values and actions. And sometimes, those weeds are processes, behaviors, or attitudes that seem small but spread quickly. (The satisfaction of pulling them out? It’s real.)

3?? Growth takes patience. Just like plants, culture evolves over time. Leaders need to foster the conditions for it to thrive—and resist the urge to overcontrol.

Actionable Takeaway: Treat Culture Like an Opportunity

If you take one thing away from this post, let it be this: Culture isn’t something that “just happens.” It’s an opportunity—a chance to align your people with your purpose.

Instead of thinking about culture as something fluffy or intangible, start thinking of it as something you can nurture and shape, like a garden. Leaders can’t force culture, but they can set the stage for it to thrive.

So, are you pulling the weeds or nurturing the flowers?

This was originally shared on Nov 19, 2024 on my blog. Read this- and more of my wonderings on people and workplaces- at culturabilityconsulting.com/blog