Strengthen Culture as a Strategic Asset

Define the cultural traits that enable your strategy, and embed them into rituals, leadership modelling, and everyday language. Use stories, not slogans, and ensure cultural feedback loops exist as you grow.

Why it's Matters

Culture isn’t a vibe, it’s how decisions get made when no one’s watching. A strong culture amplifies strategy. A weak one erodes it. Founders set the tone, but scaling teams must own and live the culture daily.

What You Need to Do

Articulate what behaviours and principles matter most
Embed these into rituals, communication, and hiring
Monitor and evolve culture as the company scales

How to Approach It

Define cultural non-negotiables (from values to behaviours)
Audit what’s reinforced today and what’s not
Embed values into daily habits (standups, onboarding, retros, recognition)
Use stories, not just slides, to keep culture alive

Deliverables

Culture manifesto or “how we work” doc
Culture-building toolkit for team leads
Feedback loop for monitoring alignment

How to Tell if You Got It Right

New hires know what the company stands for
Leaders model desired behaviours
Culture adapts as you scale without losing its core

What to Watch Out For

Stale values with no operational link
Saying one thing but rewarding another
Ignoring feedback on cultural drift