Have you ever thought about why some companies feel lively? Yet others seem to drain your energy as soon as you enter? The uncomfortable truth is your culture is a direct reflection of leadership behavior! It is not coming from your mission statement or office perks.
Paint vs. Patina: What's Your Company Wearing?
During a recent vacation, I dove into Rework by Jason Fried and David Heinemeier Hansson. Two sentences hit me:
"Artificial culture is paint. Real culture is patina."
Look around your office. Do you see ping pong tables gathering dust? Motivational posters nobody reads? Free snacks that can't compensate for micromanagement? That's paint—superficial attempts at culture that fool nobody.
Real culture forms like patina on a vintage motorcycle. It is due to consistent exposure to the elements over time. Your daily actions, how you handle challenges, how you treat others shape everything over time. You can't fake it or rush it.
Ask yourself: Are you painting over problems or developing authentic patina?
The Mirror Test: Who Really Created Your Culture?
In over 30 years of working with business leaders, I've been in many meetings. CEOs often talked about the need to "fix the culture problem." Every once in a while, I hold up a mirror.
That toxic environment where information is hoarded? It developed because you keep critical details close to your chest.
The blame-first-ask-questions-later atmosphere? It exists because you point out mistakes in public. You don’t see them as chances to learn.
The political infighting? It thrives because you reward loyalty over competence.
Your company culture didn’t just happen. You built it, choice by choice, day by day.
Want to transform your culture? Start by transforming your own behavior.
The Patina Process: Creating Culture That Lasts
Meaningful culture change isn't a weekend retreat or a new benefits package. It's the consistent application of values-driven leadership behaviors:
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Live your values visibly. What's important to you personally must be demonstrated professionally. If work-life balance matters, don't send emails at midnight. If innovation matters, don't punish failed experiments.
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Normalize constructive failure. Tell new hires immediately: "You will make mistakes. When you do, I only ask that you can explain your decision process." This removes fear and creates psychological safety—the foundation of high-performing teams.
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Champion transparency even when uncomfortable. If you claim to want open dialogue, be genuinely receptive to challenging ideas. When the team sees you use someone else's idea instead of your own, they'll trust your commitment to meritocracy.
Remember: your team watches what you do, not what you say. If your actions contradict your stated values, people will always believe the actions.
What behaviors are you consistently modeling that you'd want replicated throughout your organization?
The Leadership Ripple Effect
Your company's culture is simply the collective behaviors of your people. Those behaviors mirror what's tolerated, rewarded, and demonstrated by leadership.
Maybe try something different. Show genuine curiosity rather than defensive judgment, and ask more questions.
When the founder admits mistakes openly, team members feel safe acknowledging their own.
When leadership celebrates diverse thinking, innovation flourishes naturally.
The inverse is equally true. A leader who avoids difficult conversations creates a company that buries problems. A founder who takes credit creates managers who do the same.
Your leadership actions flow through the organization. They create ripples that shape the culture.
From Reflection to Action
If you don't like what you see in your company culture, the change begins with you:
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Identify the gap. What behaviors do you see that don't align with your ideal culture? How might your own actions be contributing?
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Choose one behavior to modify. Culture transformation happens one habit at a time. Start with something visible and impactful.
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Be transparent about the journey. Share what you're trying to change and why. Invite feedback on your progress.
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Be patient but persistent. Remember, real culture is patina—it takes time and consistent exposure to develop.
As Fried and Hansson remind us, you can't paint your way to authentic culture. The real work isn't hanging values on the wall; it's living them consistently through your decisions, especially during challenging times.
Ready to take an honest look in the culture mirror? Your company is waiting to follow your lead.
Need help aligning your leadership behaviors with your desired company culture? Let's talk about how targeted coaching can accelerate your cultural transformation. Contact us today.
