You wrote the values.
Your behavior wrote the curriculum.
The culture curriculum is what your behavior teaches people to expect, regardless of what the values on the wall say. I help leadership teams find out what theirs is teaching — and change it.
Seven behaviors teach everything else.
Leaders teach through what they prioritize, model, reward, punish, tolerate, protect, and celebrate. Four of these come from the research. Three are mine — I added them because I watched them do damage.
They knew they belonged. They didn’t know if they mattered.
A decade of culture work taught organizations how to make people feel included. That’s half of the question.
The other half — is the thing I’m good at wanted here? — is the one most companies have never asked out loud.
1 in 100 are actively disengaged when their manager focuses on what they’re good at.
22 in 100 when the manager focuses on their weaknesses.
40 in 100 when the manager focuses on neither.
Being ignored is worse than being criticized.
A few ways this usually begins.
Most of the work is a longer engagement inside an organization. A talk or a workshop is usually how it starts.
Inside your organization
Longer engagements that strengthen the culture, engagement, and leadership programs you already run. Most of the work lives here.
A workshop
Half a day. Your leadership team runs the audit on your own culture and leaves with the findings.
A talk
Twenty to sixty minutes. Conference stage, leadership offsite, or all-hands.
Culture isn’t built in the big moments. It’s built in the Tuesdays.
The meeting before the meeting. The text you almost sent. The coffee that turned into a conversation. The Tuesday Project is a weekly ritual for the ordinary days that do the actual work.
Let’s talk about what your culture is teaching.
Tell me what stage you’re in and what you’ve already built — I’ll show you where I can help. One conversation is a good place to start.