A few years ago, I joined a company where everything was “by the book.” Values printed on the walls. Mission statements in every deck. Culture sessions every quarter. But behind that perfect facade — people were scared to make mistakes. Scared to speak up. Scared to question a decision made “by leadership.” That’s when I realized — most companies don’t build culture. They enforce it. They call it “alignment,” but it’s really compliance. They say “we’re one team,” but it means “don’t disagree.” And the irony? The more they talk about culture, the less of it you actually feel. True culture isn’t something you post on Slack or print in onboarding slides. It’s what happens when you’re not in the room. It’s the moment when someone makes the right decision — not because they have to, but because they want to. If you need rules to maintain your culture — you don’t have a culture, you have a manual. Now, when someone asks me how to “build” culture, I say: stop preaching values. Start living them. Your turn: Have you ever worked somewhere that talked about culture nonstop — but you could feel there was none? #Leadership #TeamCulture #ProjectManagement #WorkCulture #Trust #Ownership #PeopleFirst #Agile #Management

“Culture drives expectations and beliefs. Expectations and beliefs drive behaviors. Behaviors drive habits and habits create the future.” - Jon Gordon Find out why great teams focus on culture FIRST: https://lnkd.in/eXjp9DT

The Pain of Culture, stop talking about culture and start building it. Learn why systems, define your organization and how to create trust and innovation.

As our recent project wraps up, I’ve been reflecting on the journey—not just the deliverables, but the people, the process, and the culture that shaped our success. One of the most powerful lessons we learned is that culture isn’t just a backdrop—it’s the engine. When teams embrace a growth mindset and foster psychological safety, innovation thrives. We saw firsthand how cultural intelligence—the ability to understand and adapt to diverse perspectives—enhanced our collaboration and decision-making across geographies and disciplines. Working in a multidisciplinary team reminded us that true progress happens when diverse voices are not only heard but integrated. From security engineers to instructional designers, each perspective added depth and resilience to our solutions. The synergy between business and technical teams was a testament to the power of inclusive collaboration. Identity also played a key role. By honoring individual strengths and creating space for authenticity, we built trust and accountability. This wasn’t just about roles—it was about people showing up as themselves and contributing meaningfully. As we move forward, we carry these lessons with us: lead with empathy, build bridges across disciplines, and nurture a culture where everyone belongs and grows. #Leadership #CultureMatters #MultidisciplinaryTeams #GrowthMindset #ProjectReflections #InclusiveWorkplace Nelson Briceño Camacho Julia Lacouture Jeff Tillett Rebecca Britt Jessica Torres Nicolas Ruge

Culture isn’t a “soft” part of business; it’s the engine that drives it. McKinsey’s latest article reminds us that when building new ventures, culture can triple performance outcomes. https://lnkd.in/gMC5ffRX   Three takeaways worth reflecting on: 1. Define your team’s core beliefs early. They guide every decision. 2. Model the behaviors you want to see. Culture is built in daily moments. 3. Revisit and evolve your culture as your business grows.   Whether you’re launching something new or scaling what’s next, these insights are a great reminder that culture isn’t built later, IT'S BUILT NOW.

Most problems you'll face in business are, at their root, culture problems. I will happily debate this point all day long! The real challenge is that it's easier to define technical issues, funding deficits and gaps in the business model, so they're more actionable. It's possible, though, to make culture just as tangible - in fact, that's what we built the Culture Operating System, the methodology that powers Versapia, to do. Nick and I got into this at length recently - to watch the rest of the conversation, head to https://lnkd.in/emR7KFj7 And if you're ready to find out where your culture stands today, come and take the free High Performance Culture Scorecard to get absolute clarity: https://lnkd.in/gpPNaWem

You can design the smartest strategy in the boardroom. But if your culture doesn’t support it, it dies on the whiteboard. Think about this: 📌 Strategy says, “We’re moving fast.” Culture whispers, “But we’re comfortable with slow approvals.”😪 📌 Strategy declares, “We put customers first.” Culture mutters, “We protect internal politics first.”😷 📌 Strategy points north. Culture pulls south. Which one wins? Culture. Always 💯 The truth? Culture eats Strategy for breakfast Execution for lunch Innovation for dinner 😀 Here's the point: A smart strategy without the right culture creates frustration. And a strong culture without aligned strategy breeds confusion. The real win? When strategy and culture are well aligned. Ignoring this interplay is build plans that won't work. PS. Is your culture fueling your strategy, or fighting it? Israel Emiyare ✅

Change is inevitable in business. During times of transition, most people chase certainty. The problem is you’re not going to find that here. What you can lean on are your principles. And you should fight to stick by them. For me, that’s meant: - Leading by example, always. - Celebrating behaviours that reflect our values, at weekly all-agency meetings, on Slack, in the studio. - Being available to everyone, never closing doors on questions or concerns. But principles alone aren’t enough. What really matters is how you embed them: Refine and refresh what’s important in your culture. Build it from the inside out, creating ambassadors Set clear expectations of behaviour. Encourage good culture visibly, don’t rely on incentives. Communicate progress and priorities openly and regularly. No matter how much has changed around us, these principles have kept Serotonin steady through the shift. They’re the glue. The north star. The thing that actually carries you when everything else is moving.

Culture isn’t built in all-hands meetings or annual campaigns. It’s built in the everyday actions leaders take that show people they matter. This Wednesday, I’ll share practical ways to use recognition as one of your most powerful tools for shaping a people-first culture. --- Make strategy simple. Use this guide to spot the right strategies, apply them with discipline, avoid costly mistakes, and keep your priorities straight. Get your free guide here: https://lnkd.in/g5hNAzTz #Business #ExecutiveCoaching #ProfessionalDevelopment #Culture

Anyone can be collaborative when it’s easy. Anyone can “live the values” when everything’s going right. But real culture shows up: – When a deadline slips – When a client pushes back – When a team member makes a mistake That’s when trust, clarity, and accountability matter most. If you want to see your culture clearly—watch what happens under pressure.