Culture isn’t built from the bottom up. It begins at the top with leadership. No matter how many mission statements, diversity initiatives, or engagement programs a company rolls out, none will take root unless executives model the behaviors they want reflected throughout the organization. Employees follow the example of what leaders do, not just what they say.
The difference between a thriving, engaged workforce and a toxic, high-turnover environment often comes down to leadership behavior. The key question for any executive is this—are your actions reinforcing the culture you claim to value, or are they unintentionally undermining it?
As Chellie Phillips shares in her book Culture Secrets, companies that make culture a leadership priority consistently see higher retention, improved productivity, and stronger brand loyalty. That’s why she developed the V.A.L.U.E. Culture Formula—a strategic framework to help leaders embed culture into their everyday practices. This approach ensures that workplace culture isn’t just a buzzword but a lived experience for everyone on the team.
Below are the five leadership traits that make or break workplace culture and how CEOs and executives can get it right.
1. Vision: Defining and Communicating a Clear Purpose
Employees who don’t understand where a company is headed, or why their work matters, will struggle to connect with the mission. Leaders who communicate a clear, shared vision create alignment, motivation, and purpose-driven engagement.
Culture Killer: Leaders who appear disconnected from the company’s direction create uncertainty. Employees disengage when the “why” behind their work feels vague or missing.
Culture Builder: Strong leaders vividly picture the company’s future and bring their teams along for the journey.
Leadership Tip: Make your company’s vision part of everyday conversations, not just a statement framed on the wall.
2. Accountability: Owning Actions and Setting the Standard
Accountability forms the foundation of trust. Trust erodes when leaders avoid responsibility, shift blame, or fail to address poor behavior.
Culture Killer: Saying one thing and doing another damages credibility, especially if rules apply only to some.
Culture Builder: Accountable leaders own mistakes, share credit, and hold themselves to the same standards they expect from others.
Leadership Tip: Consistent integrity earns lasting trust. When leadership exempts itself, employee engagement suffers.
3. Leadership: Inspiring, Not Controlling
A leader’s job is to inspire, not to micromanage. Employees thrive under leaders who empower, trust, and create space for growth.
Culture Killer: Command-and-control leadership fosters fear and discourages innovation.
Culture Builder: Exceptional leaders coach and support. They value autonomy, foster learning, and nurture initiative.
Leadership Tip: Are you the kind of leader people want to follow?
4. Uniqueness: Valuing Individual Strengths and Differences
Diversity isn’t about quotas. It’s about cultivating an environment where differences drive innovation and belonging.
Culture Killer: Forcing everyone into the same mold, whether in communication, work style, or problem solving, dampens creativity.
Culture Builder: The most effective leaders recognize and develop individual strengths. They make space for authenticity.
Leadership Tip: Build your culture by celebrating the diverse talents and perspectives your people bring to the table.
5. Engagement: Creating an Environment Where People Want to Stay
True engagement comes from leadership that cares. People stay where they feel valued, supported, and seen.
Culture Killer: Ignoring concerns, failing to acknowledge effort, or allowing toxic behavior to go unchecked leads to high turnover.
Culture Builder: Engaged leaders listen actively, communicate openly, and invest in their people’s growth.
Leadership Tip: Don’t leave engagement to HR surveys. Relationship-building is a leadership responsibility.
Final Thought: Culture Rises or Falls with Leadership
Workplace culture is not the job of HR, it’s a leadership function. Culture is created daily through decisions, conversations, and behavior. Leaders who want engaged, productive, and loyal teams must start by modeling the values they expect from others.
Culture is a leadership responsibility.
The best leaders embody the culture they want to build.
When leadership drives culture, business outcomes follow.
Chellie Phillips is a workplace culture expert, speaker, and bestselling author dedicated to helping leaders create thriving, people-first organizations. Through her V.A.L.U.E. Culture Formula, she equips businesses with the tools to build engaged teams, boost retention, and drive long-term success. Learn more about her books, podcast, and leadership programs at www.chelliephillips.com.
Published by Joseph T.
