Culture is defined as “the customs, arts, social institutions, and achievements of a particular nation, people, or other social group.” While this often applies to social groups, societies and nations, it is equally relevant within teams and organizations. Every group of people has its own norms, expectations, and standards that develop over time. These patterns form how members think, behave and perform in their roles. For leaders, the most important question is whether the culture is being shaped intentionally.
The culture of a team or organization reveals itself in members’ daily habits. It shows in how they prepare, how they feel about work, and how they perform in their roles. These not only reflect the culture, but also its effectiveness. A leader cannot simply say they expect a certain standard; they must exemplify it consistently. Leaders are closely observed within an organization, and their actions set the tone for everyone else.
During my time in leadership within my fraternity, I saw how quickly a culture can shift, depending on the actions and values leadership promotes. When leaders do not act in alignment with what they preach, members can immediately recognize and feel that disconnect. On the other hand, when leaders truly lead by example, members begin to see what is possible and shift their attitudes and actions accordingly, as the standard is made more visible and credible. Simply put, if you are going to talk the talk, be ready to walk the walk.
When it comes to performing in leadership, culture may not be the first thing that pops into your mind. However, it is one of the most important factors that contribute to the success of an organization. When expectations and values are clearly communicated, shifts in attitude and improvements in performance begin to follow. Driving culture is not about controlling members, but about clearly setting a direction and vision for others to get behind. Leaders who intentionally shape culture create environments where members can both thrive and genuinely enjoy the experience.
I encourage you to take a close look at the culture of the teams and organizations that you are a part of. Is it shaped intentionally? Is it effective in promoting performance? What is working well, and what may need to change? I would love to hear your perspectives in the comments!
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