Someone is building your culture right now. If it's not you, it's definitely someone else in your company. Someone you probably didn't choose. Three things founders think culture automatically fixes: → Team conflicts Culture doesn't solve personality clashes. → Poor performance Culture doesn't make lazy people productive. → Communication breakdowns Culture doesn't teach people how to have hard conversations. Culture can create alignment and shared values. But it can't replace your leadership. Here's the reality: Your culture is either being shaped intentionally by your leadership, or accidentally by whoever speaks the loudest. Every meeting without you present. Every slack conversation. Every water cooler complaint. That's where your real culture gets built. If you want to shape culture, start by being present for the conversations that matter. Show up to the conflicts. Address the elephants in the room. Culture follows leadership, not the other way around. – Hi, I'm Jason Blumer. I help founders transform their businesses by first transforming themselves. Like this post? Hit 👍 Love it? Leave a comment ✍️ Think others should read it? Repost ♻️

✨ Culture is not what’s written in the handbook—it’s what people experience every single day. Too often, we think of culture as posters on the wall, corporate values, or or employee peeks. But the truth is, culture shows up in the smallest interactions that happen when nobody is watching: How leaders respond to mistakes How teammates treat each other under pressure How much trust exists in the room when tough conversations happen A strong company culture is shaped through clarity and consistency of actions. The impact? A culture of fear drains energy and creativity. A culture of trust increase innovation, loyalty, and long-term growth. Most of the times we think that company culture is an HR responsibility but is not an HR initiative—it’s the lived reality we create together, it is a concept driven by each leader of every department. 💡 At the end of the day, company culture is a powerful movement. When it’s strong, it elevates everyone. When it’s weak, it quietly undermines even the best strategies. What kind of culture are you building today through our actions? #Leadership #CompanyCulture #Trust #Teamwork #Growth

Hi Guys, Today i will share my opinion about How does company shape and sustain its culture. 🌟 Corporate Culture: The Invisible Power That Drives Results In today’s fast-paced and competitive world, strategy might get you in the game, but culture is what keeps you there. Too often, corporate culture is seen as a “soft” concept, something intangible. But in reality, it’s one of the most powerful forces in any organization. It shapes how people behave when no one’s watching. It influences decision-making, collaboration, and ultimately, performance. Here are a few hard truths about culture: ✅ You can’t copy another company’s culture, it must be grown organically. ✅ Culture isn’t what’s written on the wall, it’s what’s lived in the hall. ✅ A toxic culture will eat your best strategy for breakfast. ✅ Leaders don’t just influence culture, they are the culture. If you're leading a team or building a company, ask yourself: What behaviors do we tolerate? What values do we reward? What do we actually stand for? Culture isn’t built in one day, but every day, you’re either building it or breaking it. Let’s invest in culture not as a side project, but as a core business priority. Because culture doesn't just attract talent, it retains it, empowers it, and multiplies its impact. #Leadership #CorporateCulture #WorkplaceCulture #TeamDevelopment #EmployeeEngagement #HumanResources #HumanCapital

The stronger an organization declares its culture, the more obvious the gaps become. Why? Because culture isn’t something you can announce into existence. It’s not posters or values on a wall. It’s the lived, everyday experience of how people are led, supported, and enabled to succeed. It's the how the talk is walked, if you know what I mean. The paradox: The more leaders try to tell employees what the culture is… The more employees notice when the reality doesn’t align. This gap erodes trust, belonging, and performance. So , instead do this --- ✔ Embed values into decisions, not just statements ✔ Align rituals, systems, and recognition with what matters most ✔ Enable leaders at every level to model the behaviors, not just describe them ✔ Create feedback loops that keep culture alive, adaptive, and resilient At CultureLab 360, we believe culture is not claimed — it’s created. When culture becomes visible in daily actions, strategy and play-books soar. Question - How well does your company live the culture it declares? #Culture #WalkTheTalk #FutureOfWork #cultureParadox

When people talk about “company culture,” it often sounds like something soft, abstract, or separate from the real work. In reality, culture is the work. It shows up in how decisions are made under pressure. It’s reflected in whether employees speak up with ideas or stay quiet. It determines how teams respond to setbacks, and how they celebrate wins. Strong culture isn’t a feel-good perk - it’s the engine that drives consistency, trust, and performance across the board. Organizations that understand this don’t just talk about values on paper. They live them daily, and the results show up in retention, innovation, and the bottom line. Culture isn’t what you say. It’s what you do every single day. #LeadershipTraining #HighPerformanceCulture #LeadershipDevelopment #InspireYourTeam #CultureRedesigned

I’ve been thinking about company culture… and these are 4 truths that stand out to me. 1. Culture isn’t what’s written on the walls. It’s what’s whispered when the boss leaves the room. 2. A misaligned vision at the top creates dissonance. If leaders aren’t on the same page, the cracks show up everywhere else. 3. A disengaged middle management layer multiplies the dissonance. When supervisors feel unheard or unsupported, that attitude trickles straight down. 4. Rules without purpose kill performance. When staff stop believing in the “why,” they only see restrictions — and that’s when culture collapses At the end of the day, culture doesn’t collapse because of lazy employees or disagreements on the floor - it collapses because leaders fail to align their vision and communicate it all the way down. If purpose isn’t protected, no amount of rules will save the business.

Business culture can be a competitive cheat code... or an anchor that quietly sinks your business. On September 25, I’ll join fellow EO New Jersey members ⭐️Tiffany Slowinski⭐️and Scott Peloquin, ChFC to dive into how to get culture right. Here’s the lineup: 🎤 I’ll discuss key academic and case study insights related to the importance of culture. 💡 Tiffany will share how to put the right people in the right seats (and keep them there). 💡 Scott will walk through benefits programs that support and strengthen culture. Behind the scenes, I’ve been working with our Learning Committee, SAPs, and EO members to shape these events. First, I launched a survey to uncover EO members’ biggest pain points. Next, I identified experts within our network to address them. This is the first in a new monthly series I’m organizing for EO NJ, where I’ll team up with subject-matter experts on the topics entrepreneurs care about most. The result? Each event blends: 📚 A touch of theory (I’m a former professor, after all) ⚡ A dollop of actionable insights since EO members have lots to share 🎉 And plenty of fun — because learning should energize, not drain. So why start with culture? Because when culture works, “me” becomes “we.” Teams move in the same direction, businesses gain an edge, and customers feel it. And when it doesn’t? You'll know it's broken - and it won't be a secret to anyone. So let's make sure to get it right! If this resonates with you, you might be an entrepreneur. Entrepreneurs' Organization helped my business grow. It also helped me grow.

What if you can learn as much about culture from a Twisted Sister 🤘🏼😛🤘🏼 chant as from an MBA course? On September 25, I’ll share why benefits aren’t just a line item - they’re one of the most powerful (and most overlooked) cultural levers employers have. They can whisper ‘cheap and quiet’… or reinforce values loud enough to be heard across an entire organization. I’m pumped to join ⭐️Tiffany Slowinski and Zach Johnson for “Culture as a Competitive Edge: Success Cheat Codes”

What is company culture? Defining company culture can be a bit like catching lightning in a bottle. Yet it's always there, whether you're actively shaping it or not. Many mistakenly think culture boils down to core values. But values are simply words before they’re put into action. So, let's break it down into three key components: Culture Definition: It starts with clearly defining your culture, which includes core values and the behaviors that bring them to life. It's the heart and soul of your organization. Framework: Next, build a framework with values-based processes and tools to ensure your culture thrives in every corner of your company. Leadership: The role of leadership is pivotal. Leading with your values isn't just about influence; it's about fostering growth within your team. But where to begin?  Here are some great questions to get the wheels turning when thinking about culture: How does your team give and receive feedback? What's your approach to hiring and...unhiring™? How does your team embrace new tools, like AI? At The Culture Fix®, we've dissected these culture components to craft a method that works. Learn more about us here: https://lnkd.in/gREDsTuH #CultureMatters #WorkplaceCulture #PeopleFirst #LeadwithValues

Culture is What Happens in the Smallest Interactions. Team culture isn’t built on big declarations. It lives in the everyday. Not in strategy decks but in the tiny moments that repeat. A teammate being interrupted or protected. A new hire’s first-day experience. How we talk about mistakes. Whether someone’s birthday is remembered... These may seem small. Yet they reveal what we truly value. Culture becomes visible through the micro-interactions we normalize. Strong cultures aren’t built only with strategy. They are built with presence, awareness, and care. That’s why every interaction matters. Every comment, gesture, and response leaves a mark. So the real question is: What small action did we take this week that had a meaningful impact? #LeadershipCulture #CorporateCulture #Leadership #HR