Culture eats strategy for breakfast.

You’ve probably heard that one.

And if you’re like some leaders, you nod along, but maybe you’re not entirely sure what it really means.

What the heck does that mean?

Let’s break it down.

You can have the most brilliant, detailed strategic plan in the world. But if your team’s culture doesn’t support it, that plan is toast. It’s the people who make or break a strategy, and their beliefs and behaviors—your culture—are what drive them.

Even the most well-crafted strategic plan is destined to fail if it clashes with the prevailing organizational culture.

At the end of the day, it’s your people who bring the plan to life. If they’re misaligned, your strategy will be too.

Create Culture by Defining Your Values

So, how do you build a culture that actually works?

It starts with defining your values.

Not the generic, buzzword-filled values you find on Google. We’re talking about the real, authentic values that drive you.

Your values are the foundation of your company culture.

And leaders who state and use their values to instill a sense of purpose into their work have an advantage.

If you’re having a hard time putting your values into digestible words, here’s a trick.

{{ subscriber.first_name }}, If it matters to you, it matters to your business.

And when it comes to business values, authenticity wins.

Period.

Use Your Values to Empower Your Team

But what do authentic values look like in practice? Let’s take a look at a few examples.

The tales of three business owners:

#1 – The Google Value Trap: Greg’s Story

Greg runs a growing tech company. When it came time to define company values, he googled “top corporate values” and landed on words like Innovation, Integrity, and Excellence — because that’s what successful companies say, right?

Wrong.

🚩 The problem?

His employees roll their eyes. “Integrity” is a nice word, but what does it actually mean in their day-to-day work? Greg’s the only one innovating. And “excellence” is vague and undefined.

📉 The result: The values live on the website, not in the business. Greg constantly has to push his team, instead of his values pulling them forward.

#2 – The Accidental Culture: Mike’s Story

Mike’s too busy running his construction business to think about values. “We do good work, that’s all that matters,” he says.

🚩 The problem? His employees don’t know what’s expected beyond basic job duties. Customers get inconsistent experiences. Mike finds himself micromanaging because there’s no common decision-making framework.

📉 The result: Without values, culture happens by accident. Some employees take ownership, others cut corners. Mike spends too much time putting out fires instead of sharing values that define what “good work” really means.

#3 – The Authentic Approach: Sarah’s Story

Sarah started her design agency because she believes in the power of collaboration and visual storytelling. Instead of picking generic values, she asked herself: “What do I actually believe in?”

She landed on:

• ✔ Curiosity: Always ask why.
• ✔ Collaboration: No lone wolves.
• ✔ Craftsmanship: Quality over speed.

📉 The results:

• Sarah hires people who share these values, making teamwork effortless.
• Decision-making is easy—if it doesn’t align with curiosity, collaboration, or craftsmanship, it’s a no.
• Her employees feel connected to the mission because Sarah walks the talk.
• Sarah’s business grows with less friction because her values naturally shape culture, hiring, and decision-making.
• Sarah’s habits reinforce her values. She asks questions, works closely with her team, and prioritizes quality—all small, daily actions that make her business values real.

Here’s the bottom line.

You can’t just slap some generic values on your website and expect them to magically transform your company.

You have to live them, breathe them, and weave them into the fabric of your business and your team.

That’s how you make sure your culture is well-fed.

Takeaways:

• Your company values are the blueprint for your company culture.
• Values = what is important to you, the owner.
• Authenticity always wins. Walk your talk and bring others along with you.

Next week, think about what matters to you and notice how it shows up in your business. Even better—spot your team living out those values and thank them for bringing your vision to life.

Until next time,

Laurie