Build, measure, and evolve company culture as operational behavior. Mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage.
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Culture is what you DO, not what you SAY. This skill builds culture as an operational system — observable behaviors, measurable health, and rituals that scale.
Culture = (What you reward) + (What you tolerate) + (What you celebrate)
If your values say "transparency" but you punish bearers of bad news — your real value is "optics."
Run conversationally. Mission: "What would be lost if we disappeared tomorrow?" Vision: Specific enough to be wrong. Values: Start with what you observe, not what sounds good. Keep to 3-5.
Every value needs behavioral anchors or it's decoration. Workshop exercise: "How would a new hire know we actually live this on day 30?"
A public document that describes how you operate. It should scare off the wrong people and attract the right ones. Key: include "Who doesn't thrive here."
Run quarterly. 8-12 questions. Anonymous. Measure: psychological safety, clarity, fairness, growth, trust in leadership. Score interpretation: 80-100% healthy, 65-79% warning, 50-64% damaged, <50% crisis.
Value-washing: Listing values you don't practice. Culture debt: Tolerating the toxic star performer. Founder culture trap: Culture frozen at founding team's personality. Culture by osmosis: Assuming it transmits naturally past 10 people.
| When... | Culture Architect works with... | To... |
|---|---|---|
| Hiring surge | CHRO | Ensure culture fit is measured |
| Org reorg | COO + CEO | Manage culture disruption |
| Strategy pivot | CEO | Update values that the pivot makes obsolete |
references/culture-playbook.md — Netflix analysis, survey design, ritual examples, M&A playbooktemplates/culture-code-template.md — culture code document templateNo reviews yet. Tell others what you thought.
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