The role of the leader has never been more important for businesses that want to thrive. It’s not only about guiding the company toward profitability, keeping clients happy, and maintaining an engaged team, in the big picture, it’s about leading the room. The leader’s fingerprints are everywhere: on how people interact, how decisions get made and problems get solved.
There’s no shortage of articles about “the strength of a great culture.” It’s one of those business phrases that sounds good but often stays stuck on the wall in the form of posters and slogans. And efforts to work on it often become the shiny objects of the month. So, let’s talk about the real question: how do you actually build a great culture?
Culture can be Defined by What You Do Next
Culture isn’t a declaration; it’s a reflection of what happens when no one’s looking. It’s how people behave under pressure, how teams respond when things go sideways, and how and when leaders handle tough calls.
Every business has moments that define it. The way you react, what you do next, becomes part of your cultural DNA. When a client project blows up, when two team members clash, or when someone makes an honest mistake, your response as a leader sets the tone for what’s acceptable and what’s not. This also falls under the category of you get what you tolerate.
That’s why leaders can’t afford to be passive observers of culture – no sitting in the cheap seats! They create it daily through their decisions and how they recognize things. They show consistency, and follow-through. And the best ones don’t just talk about accountability or collaboration; they model it in how they show up every day.
The Culture Accelerant
A dynamic culture starts with the right people, not just the most skilled, but those aligned with your values and purpose. Getting the right people in the right seats is more than an HR slogan; it’s an accelerator and should be a competitive advantage.
When people understand their role, believe in the mission, and trust their teammates, the drama drops, and momentum builds. You can feel it when you walk into a place like that, there’s energy, there is eye-contact. There is ownership, and clarity.
But the flip side is equally true. Having the wrong people or even the right people in the wrong seats can quietly erode progress. They create drag, misalignment, and confusion. Culture can’t thrive in that kind of fog.
Leaders who intentionally shape their teams and make the tough calls, when necessary, send a clear signal that a strong culture is not optional. It’s strategic.
Ignoring Culture Has Consequences
When leaders stop paying attention to culture, the undercurrents start to form — small frustrations, lack of communication, no eye contact and disengagement. It doesn’t happen overnight, but slowly the business loses its pulse, its magic sauce.
People stop speaking up. Innovation fades. You start managing around problems instead of through them. Before long, the culture that once lifted your company becomes the very thing that holds it back.
That’s why leaders must stay tuned in. Be approachable and ask questions. Listen to the hallway talk. Observe the small stuff because culture always whispers before it shouts.
Not paying attention to culture can leave you numb to the undercurrents of internal business impediments.
Lead the Team, Don’t Just Manage It
Great leaders don’t sit above the culture; they’re in it. They celebrate wins, challenge complacency, and encourage people to grow beyond their comfort zones. They make the mission real and relatable, so everyone understands how their work connects to the bigger picture. My observation is that the best leaders manage things and lead people.
And perhaps most importantly, they recognize that leadership isn’t about having all the answers — it’s about having good questions and being curious. It’s about creating the environment where the answers emerge. Culture, at its best, becomes the invisible force that propels everything forward, the accelerator — even when the leader isn’t in the room.
Closing Thought
Culture doesn’t happen by accident. It’s shaped by leaders who care enough to make it intentional, consistent, and contagious. It’s how they roll every day. When people know what’s expected, feel valued, and believe they’re part of something bigger, you unlock what every company wants: an unstoppable team.
So, the next time someone asks what your culture is like, don’t point to the values poster on the wall. Point to your people — and to what you do next.
Mike Philie helps owners and CEOs in the Graphic Communications Industry validate what’s working, identify what needs to change, and create a practical path forward.
PhilieGroup | mphilie@philiegroup.com | LinkedIn
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