You Already Have a Culture. Is It the One You Want?
Culture evolves—slowly, steadily, sometimes unintentionally. There’s no kit with neat pieces and instructions. But there are essential components, and ignoring them means the culture builds itself, without your input.
And, if you’re leading a team—even if “HR” isn’t in your title—you’re shaping culture every day. That’s what makes this DIY HR: it’s not about winging it. It’s about doing it on purpose.
Most cultures fall into one of two categories: intentional or accidental.
Intentional culture is built on purpose. It’s not what your organization makes or sells—it’s how you show up to make and sell it. It’s the behaviors you reward, the decisions you make when things get hard, the values that don’t bend.
Getting there takes honesty. Where are you now? Where do you want to be?
That gap is your blueprint. Start with simple, clear statements:
We treat each other with respect.
We are accountable.
We communicate openly.
We follow through.
Then ask yourself: Are we really doing this?
If the answer is no, welcome to accidental culture. That’s the one that creeps in when leaders look the other way. When toxic behavior is tolerated. When values are printed but not practiced.
Fixing that gap means choosing to be intentional:
Define your values and integrate them into everything—from job postings to team meetings.
Communicate the culture constantly. Clarity beats assumption.
Train and coach to close the gaps. New culture, new behaviors.
Reward what reflects the values.
Model it—especially when it’s inconvenient.
This is the culture work. It’s not flashy. It’s not fast. It’s key to the foundation of your business.
