Hi, I'm Christine

Welcome! I help business owners build sound HR foundations and practices that will grow with their organization and help them stay compliant.

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Why you need to take the lead on culture in your organization

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Let’s be clear; every organization has a culture.  What you need to understand is, YOU determine it

Don’t get me wrong; I’m not saying one person alone is responsible for an entire organization’s culture.  Without a doubt, every employee plays a role. The key I want to drive home is how that culture is determined.  

Culture comes from the top.   

Organizational culture would not be all over the news, employ consultants, offer workbooks, videos, and deploy an entire industry committed to helping “fix it” if it were easy.  It’s not easy, especially if it’s already taken on a life of its own.    

This post is not to solve the problem. I’m writing to all the leaders out there who are still reading. I implore you to please look at the impact you have on your organization.  Is there anything you can or should do to shift the culture in a positive direction? Talk to the other leaders in your organization and understand the needs, strengths, and concerns of your employees.  Help your leaders understand the impact their actions have on the organization and ban together to make a change.  

As a leader, you are powerful in so many ways. Take a moment to look around you.  Notice what is happening with your culture. How do people engage and treat each other?  What does it feel like to walk into your work environment? What can you do to ensure you are proud of the time spent in your role?  How can you use your time to motivate, impact and inspire the best culture possible?

Do you have a culture built on trust, safety, fairness, and support?  Do your employees feel valued for the work they do?  

As a leader in an organization you will always have the most obstructed view.  Meaning employees want you to be happy and will do whatever they can to ensure that.  That means you won’t always hear the truth. Build support in your organizational structure.  Build trust with your management team, so they understand your goals and expectations. You do this by not helicoptering over them to get to the employees.  Let them build trust with their employees, so they will bring you the information you need to make informed decisions. Trust all your employees to do the jobs you hired them to do.  

Take the time, be intentional, and build a strong and supportive organizational culture to support your greatest asset—your employees!  

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