Culture Is Built (or Broken) by Leaders

Discover how leaders shape workplace culture every day and what it takes to help your team thrive, not just survive.

Introduction

Too many people are simply surviving at work when they could be thriving. You can sense it — the quiet frustration, the fatigue, the loss of meaning.

Leaders often recognize it too, yet many still say, “Culture is suffering, but it hasn’t made it to the top of the leadership agenda.”

That line stops me every time. Because culture isn’t a side project. It’s the foundation of how people feel, perform, and grow at work.

And the truth is, culture doesn’t live in HR. It lives in leadership.

The Core Insight: Culture Is Built Through Leadership

When I look back on my own career — including my years at Google — the times I truly thrived had little to do with perks or prestige.

They were about people.

I worked with a few rare leaders who completely changed how I saw myself and my work. They pushed me further than I thought possible. They gave me space to find my own answers. They cared not just about results, but about who I was becoming.

They didn’t just help me grow. They shaped how I wanted to lead.

That’s when it clicked: Culture isn’t a set of policies or slogans. It’s the sum of daily leadership behaviors — what we choose to reward, what we choose to tolerate, and how we choose to show up.

Common Mistakes Leaders Make About Culture

Treating culture as HR’s job. Many leaders think culture is a human resources responsibility — something that lives in engagement surveys or training programs. But people don’t experience culture through policies. They experience it through their leaders.

Focusing on perks instead of purpose. Free lunches and gym memberships can attract talent, but they don’t keep people engaged. Meaning, belonging, and growth do.

Saying the right words, but modeling the wrong behaviors. Values written on walls mean nothing if leaders don’t live them. When words and actions don’t align, trust erodes fast.

Ignoring micro-moments. Culture is shaped in small, everyday decisions — how you respond to mistakes, how you recognize effort, and how you handle tough conversations.

A Simple Framework: The Three Levers of Leadership Culture

If culture is built (or broken) by leaders, what can you actually do about it?

Here’s a simple framework you can start using today.

1. Reward What You Want to See

People pay attention to what gets recognized. When leaders celebrate learning, collaboration, and courage — not just results — they send a clear signal about what matters.

Ask yourself: What am I rewarding right now, even unintentionally?

2. Tolerate With Intention

What leaders allow becomes culture. If toxic behavior goes unchecked, it spreads fast. But when leaders hold people accountable — respectfully and consistently — it builds safety and trust.

Ask yourself: What behaviors am I overlooking that I shouldn’t?

3. Show Up Consistently

Your presence sets the tone. When leaders show up calm under pressure, curious in conflict, and open to feedback, they model the culture they want.

Ask yourself: How do people feel after interacting with me? Energized or drained?

Practical Lessons for Thriving Teams

Make culture part of leadership conversations. Don’t wait for HR to drive it. Talk about how people are feeling, what’s working, and what’s breaking down.

Embed culture in your decision-making. Ask: “What does this decision say about who we are?” This keeps culture visible, even in fast-paced environments.

Invest in leadership development. Great culture starts with self-awareness. Coaching and feedback help leaders grow the mindset and habits that shape healthy teams.

Listen deeply. Culture thrives where people feel heard. Regular listening sessions or skip-level conversations help leaders see the real picture.

Celebrate progress, not perfection. Building culture isn’t about being flawless. It’s about being intentional, transparent, and human.

Conclusion: The Legacy of Leadership

Years from now, people won’t remember the company values printed on the wall. They’ll remember how you made them feel — whether they felt seen, supported, and stretched to grow.

That’s the real measure of leadership.

You don’t need a title to lead well. You don’t need to work at Google or have a massive team. You just need to decide what kind of leader you want to be — and live that choice every day.

Because culture isn’t a department. It’s you.

FAQs

Q. How do I lead a global or remote team effectively?

Prioritize clarity, connection, and consistency. Use regular check-ins to bridge distance, and model the behaviors you want your team to mirror.

Q. What is the most common mistake new managers make?

Trying to manage performance before earning trust. Culture starts with relationships, not control.

Q. How can I balance empathy with accountability?

Empathy without standards leads to drift. Accountability without empathy leads to fear. The best leaders practice both with compassion and clarity.