Changing an organization’s culture can feel like an enormous task. It is not just about updating policies or rolling out new initiatives—it requires shifting behaviors, mindsets, and daily interactions across the entire organization. That level of transformation can feel daunting.
But here is the good news: Culture is not static, and small actions create a big impact. You do not have to wait for a top-down mandate or a perfect strategy to start shaping the culture you want to see.
The key is to be intentional: Define the culture you want, align behaviors to it, and reinforce it daily.
So, where do you begin? Here are three concrete actions you can take today to move your organization’s culture forward.
1. Define and operationalize your organizational values
It is not enough to have values written on a wall or in a handbook—they must be clearly defined and embedded into everyday operations.
- Clarify what each value looks like in action. What behaviors align with it? How should decisions be made based on it?
- Integrate values into hiring, onboarding, and performance management. Make sure team members understand not just what the values are, but how to live them daily.
- Use values as a decision-making filter. When faced with a challenge, ask: Does this align with who we say we are?
Example: If “trust” is a core value, what does that mean in practice? Do leaders share information transparently? Do team members feel safe speaking up? If not, trust is just a word—not a cultural reality.
Culture starts with clarity—when people understand what the organization stands for and how that translates into behavior, it is easier to align their actions accordingly.
2. Provide Feedback that shapes behavior
Culture is built and reinforced through daily interactions and real-time feedback. If you want to see a shift in behaviors, feedback is your most powerful tool.
- Recognize behaviors that align with the desired culture. When people demonstrate the values you want to see, acknowledge it.
- Redirect behaviors that do not align. Constructive feedback helps team members understand expectations and grow.
- Be consistent. Reinforce the same expectations across all levels of the organization.
Feedback is not just about correction—it is about coaching people toward the behaviors that define your culture.
Example: If collaboration is a key value, but silos persist, leaders must actively call attention to moments when people do collaborate well and address instances where information is being withheld.
People cannot improve what they are not aware of. Clear, consistent feedback accelerates culture change.
3. recognize and celebrate what’s working
Culture change is not just about fixing what is broken—it is about fueling what is strong. People repeat behaviors that are acknowledged, appreciated, and celebrated.
- Publicly recognize individuals and teams who embody the culture you want.
- Tell success stories that highlight the impact of values-driven behavior.
- Celebrate progress, not just perfection. Even small steps toward culture change deserve acknowledgment.
Example: If “innovation” is a value, but risk-taking is rare, celebrate those who step outside the norm. Even if an idea does not work out, recognizing the effort reinforces that innovation is encouraged.
The more you highlight and reward behaviors that align with your desired culture, the more they will spread.
Culture Change Starts with you
Yes, culture change can feel overwhelming—but it does not require a massive overhaul overnight. It starts with intentional actions taken consistently.
- Define and operationalize values—make them real, not just words.
- Provide feedback that shapes behavior—guide people toward the culture you want.
- Recognize and celebrate what’s working—reinforce the good to create momentum.
Culture is built in the small moments, the daily choices, and the way people interact. Every team member has the power to contribute.
So, what action will you take today to shape the culture around you?
Ready to deepen your impact as a culture change leader? Enroll in our third foundational class, Our Community Transforms*. To bring these strategies into your workplace, visit our Organizational Services page and explore the Caring Workplace program.
*Note: You must be an alumnus of Our Community Listens to register for Our Community Transforms.
