Let’s burn the altar of “culture fit.”
Not literally (unless your office is flammable and you’re into that sort of thing), but metaphorically? Light the match.
Here’s the uncomfortable truth: most leaders are too scared to say out loud that company culture is not just your values on a wall or the perks listed on your hiring page. It’s the worst behavior your company tolerates. Period.
And if you’re feeling a little tight in the chest right now? Good. That’s not indigestion. That’s your conscience whispering, “She’s not wrong.”
The Culture Cult
Somewhere along the path from startup hustle to enterprise behemoth, “culture” became a cult. A vague, squishy, feel-good idol propped up by ping-pong tables, pizza Fridays, and all-hands Zoom calls that could’ve been emails. And leaders? We became high priests of this myth—polishing mission statements, reciting values, and nodding solemnly while toxicity festered under our noses.
Here’s the part they won’t teach you in your MBA:
Culture doesn’t live in your HR handbook. It lives in the tension.
The tension between what you say and what you do.
Between what your leaders model and what your employees feel.
Between the slick “inclusive” language on your LinkedIn page and who gets promoted.
Your people feel that tension in their bodies.
It shows up as Sunday night dread.
As quiet quitting.
As “just surviving” in a place that promises “thriving.”
Culture Is a Contact Sport
Culture isn’t created in boardrooms. It’s created in break rooms, in Slack threads, in the hallway glances after a woman speaks up and gets shut down—for the third time that week.
And guess what? Every employee is a co-creator of that culture.
Yes, you. Yes, that intern. Yes, the person who’s been “checked out since 2020.”
Culture is lived through micro-actions. Eye contact. Accountability. Speaking truth to power when silence would be easier. And every one of those actions stacks—like bricks in the building of trust or rubble in the ruins of it.
But here’s the kicker: inaction is a vote, too.
When you stay silent in the face of bad behavior, you co-sign it.
When you excuse mediocrity because “he brings in revenue,” you invite rot.
When you delay the difficult conversation because it’s “not the right time,” you let poison spread under your skin.
Why “Culture Champions” Are Failing You
I’ve worked with Fortune 500 executives, elite military leaders, and startup founders who scale from chaos to clarity. And across every industry, I’ve seen the same pattern:
You assign culture ownership to HR and expect magic.
You treat culture like a side dish, not the main course.
But culture isn’t a department.
It’s a leadership discipline.
And when you outsource it to people without positional power, without budget, without your public backing, you don’t get culture. You get cosplay.
And let’s stop calling them “culture champions” unless we’re ready to give them actual authority, shall we? Otherwise, we’re handing them a pool noodle and asking them to fight a wildfire.
The Real Question Isn’t “What’s Your Culture?”
It’s this:
What do you reward? What do you punish? What do you tolerate?
That’s it. That’s the culture.
And if you’re brave enough to answer those questions honestly—without hiding behind a branding agency or another internal survey—then congratulations. You’re ready to lead.
A New Definition of Culture
Let’s redefine it:
Culture is a collective nervous system.
When leaders regulate their nervous systems—showing up with emotional intelligence, consistency, and clarity—they create a sense of safety.
Safety breeds honesty.
Honesty breeds innovation.
Innovation breeds results.
You want a high-performing team?
Give them a culture where they don’t have to armor up to show up.
You want retention?
Create a space where people can breathe, belong, and be brilliant.
You want accountability?
Start with yourself. Model it. Live it. Don’t just preach it from the mountaintop—walk it through the mud.
For the Leaders Who Are Listening…
If this makes you squirm, good. That means you’re alive.
You don’t need another offsite or a DEI statement ghostwritten by someone who’s never stepped foot in your company.
You need a reckoning.
A bold, boots-on-the-ground, eye-contact-level commitment to rebuild trust at every level of your organization.
This is the work I do. Not with a cookie-cutter playbook. With messy, human, soul-shaking conversations. With leaders who are done playing corporate dress-up and ready to lead from a place of grounded power and emotional clarity.
If that’s you? Let’s talk.
Not tomorrow. Not when your calendar clears up in Q3.
Now.
Because every day you delay is a day your culture decays.
Call to Action
If you’re a founder, C-suite executive, or head of people operations navigating the chaos of scaling, you don’t need a motivational poster. You need a coach who isn’t afraid to call BS on broken systems and help you rebuild something real.
Book your complimentary leadership coaching session now and let’s unravel the cultural knots holding your company back.
https://calendly.com/kellymeerbott/complimentary-leadership-coaching-session
Your people are watching.
Your culture is listening.
Make your next move count.
