Company culture is a term that gets thrown around a lot - sometimes as a buzzword, sometimes as a serious business priority. Yesterday, I had the privilege of participating in a panel debate on the subject. The conversation was lively, thought-provoking, and packed with practical takeaways.

The quick summary

Here are seven key insights that emerged from the discussion, along with tips and some supporting research to help you apply them in your organization.

1. Culture is the sum of all behaviors - how people act and interact daily.
2. It’s not just for branding; it helps teams navigate complexity by clarifying what matters most.
3. Your culture exists whether you shape it or not—be intentional to align it with your goals.
4. Founders often realize culture’s importance during their second startup.
5. Struggling to define your culture? Ask, “What makes us distinctly different?”
6. Values alone aren’t enough. Pair them with clear, actionable examples.
7. Culture is a filter - attract those who align, and deter those who don’t.

Below we dive into each of them to get more context and depth.

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1. Culture Is the Sum of All Behaviors

It’s easy to associate culture with surface-level perks like team outings, friendly colleagues, or even empathetic leadership. While those elements can reflect a positive culture, they’re not the whole story.

At its core, culture is the sum of all behaviors within your organization—how people consistently act, interact, and make decisions. It’s visible in how leaders handle challenges, how teams collaborate under pressure, and even how emails are written.

Tip: Observe your organization. What do your daily behaviors reveal about your culture? Ask yourself, “If I were an outsider, what would I notice about how we operate?”

Research Insight: A 2020 study by Harvard Business School found that behavioral alignment in teams—how consistently people embody shared norms—was a key predictor of performance, even more so than individual talent.

2. Culture Clarifies Complexity

Why bother defining your culture? It’s not just for external branding or a pretty page on your website. The real value lies in helping your team navigate complexity.

In today’s fast-moving world, people face countless decisions every day. A well-defined culture acts as a compass, clarifying what matters most and empowering people to act with confidence.

Example: Take Netflix’s famous culture of “Freedom and Responsibility.” It’s not about rigid rules but about setting clear expectations for decision-making, allowing teams to act boldly while staying aligned.

Tip: Define the behaviors that align with your strategy. For example, if innovation is a priority, clarify what innovative behavior looks like—challenging norms, rapid experimentation, or collaborative problem-solving.

3. Culture Happens, Whether You Shape It or Not

Your organization already has a culture. The question is whether it’s intentional or accidental.

When leaders neglect culture, it often defaults to a mix of unspoken habits, fragmented values, and the loudest voices in the room. But when leaders actively shape culture, they create an environment that supports strategy, fosters collaboration, and drives long-term success.

Tip: Start by identifying the gap between your desired culture and your current one. What behaviors are you tolerating that don’t align with your vision?

Research Insight: A study published in the MIT Sloan Management Review found that intentional culture management led to 30% higher employee satisfaction and 20% greater organizational resilience.

4. Culture and Strategy Are Inseparable

One of the most interesting points from the panel was this: founders and executives often underestimate the importance of culture—until their second startup.

Why? Because the first time around, it’s easy to focus on strategy while treating culture as an afterthought. But culture and strategy are deeply intertwined. Culture determines how effectively your strategy is executed.

Example: Consider a company that prioritizes customer centricity. If the culture doesn’t reward going the extra mile for customers, the strategy will fall flat.

Tip: When defining your strategy, ask: “What cultural traits will enable this strategy to succeed?”

5. Defining Culture Starts with Simple Questions

One of the panelists posed a question that stuck with me: “If you can’t define your culture, how can you expect to manage or improve it?”

A clear definition doesn’t have to be overly complex. Start with simple questions:

• What makes the way we work, collaborate, and interact distinctly different?
• What would an outsider notice about how we operate?

Tip: Involve your team in this exercise. Their perspective can uncover cultural nuances you might miss.

Example: Atlassian, a global tech company, uses the phrase “Open Company, No BS” to summarize their culture. It’s simple, but it encapsulates their commitment to transparency and direct communication.

6. Values Need Actionable Examples

Values like “Integrity,” “Innovation,” or “Teamwork” often fall flat because they’re too abstract. People interpret them differently, leading to misalignment.

The key is pairing values with concrete behaviors. As one panelist said, “If a camera were following your team, what would it capture as a filmable example of your values in action?”

Tip: Translate your values into actionable examples. For instance, if “Collaboration” is a value, an example might be: “We openly share ideas and feedback, even if they’re unfinished.”

Research Insight: According to the Journal of Organizational Behavior, employees are 25% more likely to embrace values that are tied to specific, observable behaviors.

7. Your Culture Is a Filter

One of the most powerful aspects of culture is its ability to act as a filter. A strong, well-defined culture attracts people who thrive in your environment—and discourages those who don’t align.

This isn’t about creating exclusivity but ensuring mutual fit. The clearer you are about your culture, the stronger your team becomes.

Tip: Be transparent about your culture in hiring. Share not just what your company stands for but also what it doesn’t tolerate. This honesty helps candidates self-select for alignment.

Example: Basecamp’s culture of “Calm” is clearly outlined in their public statements. It’s not for everyone, but it attracts people who value focus, balance, and thoughtful work.

Final Thoughts

Company culture isn’t a “nice-to-have.” It’s a critical lever for performance, engagement, and long-term success.

Whether you’re just starting to define your culture or refining it for a more mature organization, these seven insights offer a practical foundation. Remember, culture isn’t built overnight. It’s shaped intentionally, through everyday actions and decisions.

So, take a step back and ask yourself: What kind of culture are we creating? And how can we make it even better?

What’s your perspective on company culture? Share your thoughts and experiences in the comments!

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