So You Want to Shape Organizational Culture: Can You Really Do It?

Culture is not a tagline. It’s not a memo. It’s not the free snacks in the breakroom or an annual offsite retreat. Organizational culture is the intangible force that dictates how your company operates, innovates, and sustains success. As a CEO, you set the tone—but can you really shape it? The short answer: absolutely. But it takes intention, alignment, and the right leadership partners.

What Can You Expect When Shaping Culture?

First, shaping culture is never a solo effort. It requires deep commitment, consistency, and patience. Culture is an evolving ecosystem, influenced by leadership behaviors, company policies, and the everyday experiences of employees. If you’re expecting overnight transformation, reconsider your timeline. Cultural shifts happen through repeated reinforcement of values, actions, and accountability.

Second, expect to unlearn. True culture change requires shedding outdated mindsets, recognizing blind spots, and making room for new ways of thinking. Employees will be watching—are leadership behaviors aligning with stated values? If not, the disconnect will undermine progress.

And finally, expect resistance. Change is uncomfortable, and there will be skeptics. Your job is to prove through action that the shift is real, not performative.

The Role of Your Chief People Officer—And What They Don’t Do

Your Chief People Officer (CPO) is your culture architect—but they are NOT the sole driver of culture. Many CEOs mistakenly believe the CPO is singularly responsible for shaping the employee experience. In reality, they build systems, frameworks, and programs that support culture, but they can’t manufacture it.

What your CPO does:

✔️ Develops talent strategies that reinforce core values ✔️ Designs equitable people policies that foster engagement ✔️ Advises leadership on workplace dynamics and trends ✔️ Implements DEI initiatives, learning programs, and employee listening strategies

What your CPO doesn’t do:

❌ Single-handedly "fix" a broken culture ❌ Dictate leadership behaviors—YOU set the example ❌ Create engagement through perks alone—trust and alignment matter more ❌ Change culture without CEO backing—without executive support, efforts stall

A strong CPO is a strategic thought partner, not an order-taker. If you truly want to shape culture, they need full access to leadership conversations, resources, and decision-making power.

So, Can You Really Do It?

Yes—but only if you take ownership of it. A thriving culture isn’t outsourced. It’s cultivated through leadership accountability, empowered employees, and a system that enables—not dictates—behavior.

If you’re serious about reshaping culture, start with these actions: 🔹 Audit current leadership behaviors—are they reinforcing the culture you want? 🔹 Define the core values and how they should be lived daily 🔹 Ensure your CPO has the authority and backing to build sustainable people strategies 🔹 Communicate culture as more than words—live it, reinforce it, and reward it

Culture is your company’s strongest asset—or its biggest liability. Which one it becomes depends on you.

Let’s talk—how are you shaping your company’s culture today?