May – Newsletter

Culture

Last week on social media I was curious and as part of my Tuesday Twalks I pondered Culture – from a personal, family and corporate perspective. This was my observation and question asked:

Over the recent holidays with Easter, Greek Easter, Passover, Anzac Day, etc, it had me thinking about family values, cultures and traditions. What are your family values? What are your traditions? What is the culture of your family? How does this compare to your company’s and their values, culture and traditions? What does your company value, what do they celebrate, how do they bring their people together – what is their why, what is their how? Let me know your thoughts and if there is any alignment in your worlds: personal, family, company? I’m curious…

So this month’s newsletter is on Culture! 

Absolutely—there is a strong and often underestimated link between personal, family, and company cultures, values, and traditions. While each operates in a different sphere, they all influence one another in meaningful ways. Here’s how:

🔗 1. Personal Values Shape Work Behaviour

People don’t switch off their personal values when they walk into work (or log on). If someone grows up in a family that emphasizes honesty, responsibility, or compassion, those values tend to carry into how they approach collaboration, leadership, and integrity in the workplace.

🏠 2. Family Traditions Influence Expectations

Family culture—rituals, communication styles, conflict resolution habits—shapes what individuals expect from group dynamics. For example:

• Someone from a close-knit, expressive family may seek a team-oriented, communicative work environment.
• Someone raised in a high-discipline or hierarchical home might value structure and clear authority in company culture.

💼 3. Company Culture Can Impact Personal Life

It works the other way too. People in strong, values-based organizations often bring those habits home—like open communication, emotional intelligence, or a bias for action. Healthy work cultures can reinforce positive personal growth.

🧬 4. Shared Values Create Cultural Alignment

When a company’s values align with the personal or family values of its employees, it creates deeper engagement and psychological safety. People feel seen and understood—not just as employees, but as whole individuals.

🌐 5. Traditions Build Identity Across All Levels

Whether it’s family game night, a personal morning ritual, or a company’s Friday “wins” meeting, traditions create belonging. They’re symbolic, memorable, and culturally rich—and the more aligned they are across life domains, the stronger the sense of purpose and stability.

In short: Personal, family, and organizational cultures are not separate silos—they interact, influence, and reinforce each other. The healthiest company cultures tend to acknowledge and honour that connection, making space for people to bring their full selves to work.

So now that we have considered that, let’s delve into Company Culture, what it is, why it matters and what you, as leaders, should be thinking about within your own organisations.

Company Culture: What It Is—and Why It Matters More Than Ever

In today’s fast-changing world of work, company culture has become a cornerstone of organizational success. But what is culture really—and how can companies create a culture that truly includes and empowers everyone?

Let’s break it down.👇

🧭  What Is Company Culture?

Company culture is the invisible framework that shapes how a company thinks, acts, and grows. It’s the values we live, the decisions we make, and the way we treat one another—every day.

🔹 It’s how we show up for each other. 🔹 It’s how we collaborate. 🔹 It’s the heartbeat of our brand.

🔨  What Defines a Strong Culture?

Here are the core building blocks that define company culture: 

• Core Values – Our shared principles and standards. 
• Leadership Style – What leaders say, do, and reward. 
• Everyday Rituals – Daily, weekly, and annual traditions that bond us. 
• Communication – How openly and transparently we talk. 
• Behavioural Norms – The ‘unwritten rules’ of how we work and treat each other.

🏗️ How Do You Build Culture—Intentionally?

Building culture isn’t a checkbox—it’s a long-term craft. 

Here’s how we do it (and how you can too): 

• 🌱 Start with Shared Values: Define what really matters—and stick to it. 
• 🧭  Lead by Example: Culture begins with leadership integrity.
• 🫱🏽‍ Create Belonging: Include every voice. Culture is co-created. 
• 🎉 Celebrate Progress: Recognize small wins that reinforce your values.

🧩 Are Values Really That Important?

Yes—they’re everything.

💡 Values = The DNA of Culture

They help guide choices, navigate challenges, and align teams. When values are clear, culture becomes more than words—it becomes a way of life.

🎯 Should Culture Be Part of Strategy and Mission?

Culture shouldn’t sit on the sidelines—it should be baked into your mission, strategy, and leadership decisions. 

• 🎯 Mission = Why we exist
• 🛤️ Strategy = Where we’re going
• Culture = How we get there, together

When culture fuels strategy, performance follows.

🤝 Making Employees Feel Part of the Culture

“Culture isn’t what you say—it’s how people feel when they walk through your door.”

To help people feel truly part of your culture: 

• Prioritize inclusive onboarding 
• Recognize contributions frequently 
• Be transparent in communication 
• Listen and adapt regularly

🚀 Leadership Tip of the Month

Culture isn’t created in a workshop. It’s built in every meeting, every message, and every moment.

True culture is most evident when the going gets tough rather than when things are going smoothly.

If you want to build a better business—start with culture.

If you have any questions or comments or would like to work through your company culture, values, mission or strategy or take a deeper look at where you are and what you may like to improve, please reach out and Twalk to me. I look forward to hearing from you. Til next month…