Company Culture by Default vs. Company Culture by Design
In my experience working with a variety of companies, I've seen firsthand how culture can either drive success or quietly undermine it. The businesses that struggle the most often haven’t made a conscious effort to shape their workplace culture—it just developed on its own. This "culture by default" leads to disengaged teams, inconsistent decision-making, and growth that plateaus. On the other hand, companies that intentionally design their culture—aligning values, behaviours, and systems—create environments where people thrive and performance follows. The difference is not subtle; it's strategic.
What is Culture by Default?
Culture by default is what happens when companies allow their environments to form organically or passively. There’s no deliberate effort to define core values or align behaviors. Instead, norms emerge based on personalities, habits, and power dynamics.
Common signs of a default culture:
Inconsistent communication
Lack of establishment of expectations
Departmental silos and conflicting work norms
Leadership behaviors that don’t align with company goals
No regular feedback
Not dealing with issues “kicking the can down the road”.
Resistance to change and lack of innovation
“If leaders do not become conscious of the cultures in which they are embedded, those cultures will manage them.” - Dr. Edgar Schein, Professor Emeritus at MIT Sloan School of Management
What Is Culture by Design?
Culture by design, on the other hand, is the result of a deliberate, strategic effort to build a shared set of values and behaviors that drive business success.
Key features of a designed culture:
Core values are clearly defined and communicated
Hiring and onboarding are aligned with culture
Issues, even uncomfortable ones, are dealt with in a timely and professional manner
Team member performance is evaluated regulary. Both formally and informally
Leaders are provided training to develop skills.
Leadership models the culture daily
Culture is measured, reinforced, and evolved
Why It Matters for Business?
An intentional culture improves more than just morale—it impacts your bottom line.
Strong culture improves employee retention
Clear values accelerate decision-making
Regular feedback and estabishing expectations builds accountability
Aligned teams drive innovation
Customers trust brands that live their values
“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz, Former CEO, Starbucks
How to Transition from Default to Design?
Define your values – Pick 3–5 that reflect your mission and direction.
Model the culture – Leaders must live it before others will follow.
Embed it – Use it in hiring, training, feedback and recognition.
Reinforce it – Posters, communication boards, town halls and newsletters.
Measure and improve – Utilize formal and informal feedback methods to evolve.
Ready to Build a Culture by Design?
Whether you're scaling up or re-aligning your team, now is the time to take control of your culture.
Contact Us today for a needs assessment.