Over the years, we’ve been fortunate to work with businesses of all shapes and sizes. And, just as you can with people, I’ve found that you can quickly pick up on things that help you form an impression of the “personality” of a business (I’m tempted to use the word “vibe” but shall refrain 😉).
But here’s a thought: what if your business culture actually was a person? What would they be like? Would you want to work with them? More importantly, would your team want to work with them?
Meet Your Culture-Person
Inspired by a recent HRM Online article by D’Neale Prosser, let’s imagine your culture as a living, breathing individual. Picture them walking into your office. What do you notice first? Are they friendly, helpful, innovative, creative and supportive, or do words like abrupt, stubborn, inefficient or even aggressive come to mind?
Ask yourself;
- Key attributes?: How would you describe them? Are they efficient, warm, and open to feedback? Or do they shy away from change, resist collaboration, or play favourites?
- Contribution or hindrance?: Is this “person” lifting your team up, or holding them back?
- Attributes to keep or change?: What attributes of this “person” are adding value/worthy of keeping or encouraging, and which attributes might need a rethink?
Why It Matters
Research consistently shows that culture is a major driver of business performance. D’Neale Prosser in her article makes reference to OC Tanner’s 2024 Global Culture report, in which it’s revealed that organisations with thriving cultures are:
- Four times more likely to have highly engaged employees.
- 13 times more likely to have highly engaged teams delivering strong business outcomes.
- Seven times more likely to experience strong commercial growth.
Closer to home, and worryingly, a survey by PwC revealed that while 71% of Australian business leaders see culture as a critical part of future business success, many admit there’s a significant gap between their ideal and reality (PwC Global Culture Survey, 2021).
So, if your culture-person isn’t quite who you want them to be, you’re not alone. The good news? You can absolutely develop them to ensure that they are an active contributor to future success.
Leadership: The Key to Culture’s Character
In small and medium businesses, leadership is the heartbeat of culture (indeed, Effective Leadership is one of the two “Do Not Pass Go, Do Not Collect $200” components of the Success Through People Model©).
It’s not just about the founder or top manager however; it’s about how leadership is lived and shared at every level. As your business grows, leadership naturally becomes more devolved, and suddenly you’re not just leading, you’re building a leadership team.
And here’s the kicker: research across 234 Australasian SMEs by HR Coach (of which HR Success / Success Through People is a part), found that high-performing organisations had leaders who were clear, consistent, and genuinely cared about their people.
Nurturing Your Culture-Person: Practical Steps
So, how do you develop a culture-person who’s a true asset to your business?
- Reflect on their attributes.
- What are this person’s strengths? Where do they need help? Are they a cheerleader or a critic? Honest reflection is the starting point.
- Get feedback from the team.
- Ask your people: “What’s it like to work here?” “What would you change?” Their answers will tell you a lot about your culture-person’s real impact.
- Capture and amplify the good stuff.
- When you spot positive traits (such as supportiveness, adaptability, accountability), find ways to acknowledge, encourage and embed them.
- Address what’s holding you back.
- If your culture-person is a bit stubborn or resistant, don’t sweep it under the rug. Tackle those tough conversations head-on.
- Plan for growth.
- What’s your plan to nurture this person? Do you need more regular check-ins, clearer expectations, or leadership development?
- Review and measure.
- Set a date to check in. Use surveys, feedback, or even a simple team discussion to see how your culture-person is evolving.
- Define success.
- How will you know you’ve made progress? Look for shifts in engagement, collaboration, and business results. Celebrate the wins, no matter how small.
Bringing It All Together
Culture isn’t just “the way we do things around here”; it’s the personality that shapes every interaction, decision, and outcome in your business. As your business grows, the leadership challenge is to ensure your culture-person matures with you. That means being intentional, open to feedback, and willing to evolve.
Ready to meet your culture-person and help them thrive? Start by taking our Success Through People Scorecard. It’s free and a quick, practical way to identify specific opportunities to improve your business culture and set your team up for success.
If you’ve already completed the scorecard and want to take the next step, consider getting your team involved in the conversation via the Success Through People Team Survey (click to download the PDF flyer, or contact us for details).