Culture SHIFTS aren’t just powerful — they’re transformative. They can elevate an organization’s value and profitability by more than 50% — and in my experience, it’s even higher. As the leader, you don’t just influence culture — you design it. You are the architect of the environment where performance, purpose, and people thrive.
The following six culture-building strategies are designed to spark real, positive shifts in your organization. They’ll help your people understand the power of intentional culture — and how each person plays a role in shaping it. Most importantly, they’ll support your team in aligning their personal values and strengths with the heart and personality of the organization.
1) Build the Culture Your Ideal Talent Wants: If your culture’s not cutting it, people aren’t joining — or they’re not sticking around to see if it gets better. One of the most effective ways to spark a positive culture shift is to intentionally design your culture around the people you want to attract, keep, and build around — your ideal talent. If your ideal talent is younger professionals in their 20s or 30s, consider a culture that offers flex hours, work-life balance, and leadership development programs. If your dream team is a little more “seasoned,” consider a culture that values experience, wisdom, and institutional knowledge.
2) Be an Influencer (Minus The Hashtags): If you’re the parent of a sixteen-year-old, you know it’s nearly impossible to change their personality — but you can influence their behavior, decision-making process, and choices through your example. This is a principle that applies not just to parenting, but to every leadership position. As an organizational leader, all eyes are on you. Your team is much more likely to be inspired, follow your lead, and model the culture when you’re modeling the culture.
3) Keep Your Cool: No one listens to a hysterical leader. No matter what happens, do as the famous British slogan suggests: “Keep calm and carry on.” Remember, when modeling the culture, you’re also setting the tone. Yes, life will test your patience, but part of what you’re modeling is how problems — which are inevitable — are handled and responded to in your organizational culture. To help you find your center during these critical times, my humble suggestion is to shift your own personal standards. For example, I know a teacher who adopted this simple rule years ago: “Unless someone is in danger, I will never yell.” That friend quickly noticed how his classrooms began running very differently, with the respect he afforded them almost always being reciprocated.
4) Establish Events, Rituals, and Traditions: These are the heartbeat of organizational culture. Whether it’s a Friday lunch or an annual retreat, shared rituals create a sense of identity and help your people truly experience your culture. They build pride, foster results, and are some of the easiest — and most enjoyable — ways to spark shared language and connection across teams. Think company picnics, employee of the year awards, sales contests, costume parties, sports teams, banquets, retreats, and community involvement. This is your culture, not just stated — but lived.
5) Encourage Situation Heroes: These are the people who personify your culture — the ones who rise to the occasion, embrace change, and step into the unknown without hesitation. They bring a steady optimism about what lies ahead, thereby serving as quiet catalysts for momentum. When you recognize one of these people, make sure they’re taking the lead somewhere. By doing so, you’ll be embedding your organization with humble action and servant leadership — all from the heart. And heart counts when it comes to creating a dynamic culture.
6) Lead With Love: Culture is more than just a mission statement displayed in the lunchroom. It’s much more. It’s human kindness. It’s love. It’s actively caring for other human beings and embodying kindness, respect, and empathy. It’s putting other people’s needs ahead of our own. Yes, profits are important, but humanity is absolutely critical. I would only ever choose to lead from love. When leaders authentically embrace love, empathy, and compassion as their culture, they multiply everyone’s potential for success: their team members’, their organization’s, and their own. Everyone wins.
Atlanta-based Dr. Sam Adeyemi is CEO of Sam Adeyemi, GLC, Inc. and founder and executive director of Daystar Leadership Academy (DLA). More than 52,000 alumni have graduated from DLA programs, and more than 3 million CEOs and high-performing individuals follow him on top social media sites. Dr. Sam is the author of “SHIFTS: 6 Steps to Transform Your Mindset and Elevate Your Leadership” (Wiley) and “Dear Leader: Your Flagship Guide to Successful Leadership.” He holds a Doctorate in Strategic Leadership from Virginia’s Regent University, and is a member of the International Leadership Association. He and his wife Nike have three children.
