Why Vision Needs Culture for It to Sustain (and Why It Matters for Job Seekers)

Vision is the beacon that guides an organisation towards its desired future. It outlines what the organisation aspires to achieve and serves as a source of inspiration for employees, stakeholders, and customers alike. But a powerful vision without the right culture to support it is like a ship without wind—motionless, despite having a clear destination in sight. To ensure vision endures and leads to meaningful outcomes, culture must provide the momentum.

To make this more meaningful, I decided to refer to some of the greatest books I have come across on this play between culture and vision. I am often asked when I advise organisations what comes first vision or culture when you reboot the vision of an existing large organisation. The answer depends on the reasons driving the desire to retire a tired vision statement. Usually this could be business or environment led. Here are a few structured references on why culture is essential for sustaining any vision, and why this dynamic should be a critical consideration for anyone evaluating a potential employer.

1. Vision Aligns, Culture Moves

One of the clearest insights into this relationship comes from James C. Collins and Jerry I. Porras’ classic, Built to Last: Successful Habits of Visionary Companies. The authors explain that visionary companies succeed not only because they have bold and inspiring visions but because they also foster a strong corporate culture that supports and upholds these visions. Culture is the engine that drives actions and behaviors in line with the vision, transforming lofty goals into achievable realities. Without culture, a vision remains just a statement on paper.

2. Culture Shapes Behavior

In The Culture Code by Daniel Coyle, it’s emphasized that culture is the hidden force behind successful organizations. It shapes the day-to-day behavior of employees, creating an environment where people naturally act in ways that align with the organization’s vision. A vision may define where you want to go, but culture determines how you get there. For an organization’s vision to take root, the culture must reinforce it through consistent norms, values, and practices.

3. Vision Motivates, Culture Enables

John Kotter, in his book Leading Change, discusses how transformation efforts often fail because organizations focus on the "what" (vision) but neglect the "how" (culture). He notes that a strong vision can inspire people, but if the organizational culture doesn’t enable employees to take the necessary actions to achieve that vision, momentum will fade. A culture that supports innovation, collaboration, and agility can sustain the drive toward achieving the vision, while a stagnant or toxic culture can derail even the most inspiring aspirations.

4. Culture Ensures Long-Term Commitment

Simon Sinek’s Start With Why points out that it’s essential for organisations to have a clear “why”—a purpose or vision that drives them forward. However, Sinek also emphasises that long-term commitment to a vision only happens when the culture embraces and nurtures that vision. When the culture is aligned with the vision, employees feel a deeper connection to the organisation’s purpose. They are more likely to stay engaged and motivated over the long haul, ensuring that the vision doesn’t lose steam.

5. Culture Breeds Ownership

When employees feel that they are part of a strong, cohesive culture, they are more likely to take ownership of the vision. As Edgar Schein elaborates in his book Organizational Culture and Leadership, culture provides the shared beliefs and norms that help employees understand their roles in relation to the organization’s broader mission. This sense of ownership ensures that employees don’t just passively follow directives but actively work towards achieving the vision, making it part of their day-to-day decision-making process.

Why Job Seekers Should Weigh Vision and Culture Together

If you’re considering joining a new organisation, understanding the interplay between vision and culture should be an essential part of your decision-making process. No job can be truly enjoyable if your mind is not in the game, but that happens when you review your decision with the following lens:

• Alignment with Personal Values: A company’s vision tells you where it’s heading, but its culture tells you how it treats people along the way. If the culture doesn’t resonate with your personal values and work style, you might find it difficult to thrive, no matter how inspiring the vision is. Seek a company whose culture empowers its employees and makes you feel excited about contributing to the vision.
• Long-Term Fit: As much as vision can inspire you to join an organization, it is the culture that will determine whether you enjoy working there and stay for the long term. If you join a company with a great vision but a misaligned or toxic culture, you may experience disillusionment and burnout. Look for cultures that not only promise success but also create environments where you can grow, collaborate, and make meaningful contributions.
• Opportunity to Thrive: Great cultures encourage innovation, recognize effort, and support development. A company with a vision to be an industry leader needs a culture that invests in its people. When evaluating potential employers, ask yourself: Does the company’s culture enable its vision? Does it foster growth, encourage collaboration, and nurture leaders? These are critical factors that impact your ability to thrive.

In Conclusion

Vision sets the direction, but culture powers the journey. For any vision to be sustainable and actionable, it must be rooted in a culture that supports it through shared values, beliefs, and behaviors. Organisations that understand the interdependence of vision and culture are better positioned to achieve lasting success, while those that focus solely on vision risk stalling before they reach their goals.

For job seekers, this lens of vision and culture isn’t just for evaluating companies from the outside—it should be used as a personal filter to ensure that you are stepping into an environment where you can be both inspired and supported to grow. Choose a company whose culture doesn’t just align with your skills, but also with your values and ambitions. When vision and culture work hand in hand, both the organization and its people thrive.

References:

• Collins, J.C., & Porras, J.I. (1994). Built to Last: Successful Habits of Visionary Companies.
• Coyle, D. (2018). The Culture Code: The Secrets of Highly Successful Groups.
• Kotter, J.P. (1996). Leading Change.
• Sinek, S. (2009). Start with Why: How Great Leaders Inspire Everyone to Take Action.
• Schein, E.H. (2010). Organizational Culture and Leadership.