Culture is one of the most used words in business. And one of the most misunderstood.
I have worked with organizations for 25 years. And what gets called culture is rarely what hangs on the wall as value statements. It is what actually happens – in meetings, in decisions, in how people treat each other when no one is watching.
A ping-pong table and after-work drinks do not build culture. They are nice. But they are not culture.
Culture is how your organization handles a mistake. Whether you learn from it or look for someone to blame. It is whether employees feel safe speaking up or have learned to stay quiet. It is what is actually rewarded - not what is said to be rewarded.
And above all, it is what your managers do when you are not in the room.
That is why culture is always leadership in practice. Not an HR project. Not a values exercise. But a direct result of how you recruit, promote, and develop your managers.
I meet many leaders who are frustrated with their culture but do not connect it to their own decisions. That is not a criticism – it is an observation. Culture is always a reflection of an organization's leadership over time.
It can be changed. But it starts with being honest about what is actually going on – not what you wish were true.
If you have thoughts, questions, or simply want to talk something through – feel free to get in touch.
Magdalena Hagström Ståhl
By M Consulting
Right person. Right place. Everything changes.