Culture is Generational
The importance of a strong, enduring professional culture, and how it is passed down through shared values, behaviors, and leadership
Throughout my career, I’ve been captivated by the concept of team culture. What makes some organizations thrive for decades while others struggle to find their footing? Whether it’s the underdog story that becomes a model of consistency or a dominant brand that sets the standard, the secret often lies in culture. It’s not something you can touch or see, but you can feel it—in the way people work, lead, and collaborate.
Culture isn’t hereditary in the biological sense, but it functions much the same way. It’s passed down through shared values, behaviors, and leadership decisions. When nurtured intentionally, culture becomes the foundation for growth, innovation, and long-term success. In this newsletter, I’ll share what I’ve learned about building strong cultures from my experiences in sports, conversations with executives, and observations of great organizations.
The Difference Between Compliance and Commitment
One of the most important lessons I’ve learned is the distinction between compliance and commitment.
Compliance is superficial; it’s about following rules without truly believing in them. This type of adherence often falls apart under pressure.
Commitment, on the other hand, reflects genuine belief and ownership of the team’s values. It creates resilience and a sense of shared purpose.
In football, I saw how small gestures could foster commitment. At the Baltimore Ravens, we had a tradition of honoring players with a “brown shirt,” inspired by Navy SEALs’ BUDS week. This simple act recognized the unseen but essential work that makes the team successful. Similarly, the Miami Dolphins rewarded players with camo practice jerseys and allowed them to create the next practice playlist. These gestures weren’t just about recognition; they connected individuals to the team’s broader mission.
When people feel valued and their contributions are celebrated, they’re more likely to embrace challenges and commit to the long-term goals of the organization.
Alignment of Values and Goals
Great cultures thrive on alignment. From the owner to the newest hire, everyone in a successful organization shares the same values and works toward common goals. This unity creates clarity and ensures that every decision supports the bigger picture.
Alignment is about more than just agreement; it’s about understanding why each role matters. When people see how their individual efforts contribute to the team’s success, it fosters collaboration, trust, and a sense of belonging. It’s not just about what you’re doing but why you’re doing it.
Respect + Trust = Influence
A powerful formula for leadership that I’ve observed is: Respect + Trust = Influence. Leaders who respect their teams, trust their abilities, and demonstrate commitment create environments where people naturally want to follow their lead.
Joe Machicote, Chief Diversity and Inclusion Officer at Premier Inc., once explained this concept during a panel discussion. His perspective inspired me to think deeply about how respect and trust are the foundation of great cultures. When leaders model the behaviors they want to see, they create a ripple effect, influencing others to align with the organization’s values and goals.
Building a great culture starts with self-awareness. Identify the biggest limiting belief within your organization and transform it into a positive affirmation. Demand it. Practice it. Reward it. When leaders embrace this mindset, they model the behaviors they want others to follow. Like a parent reflecting values for their children, leaders must demonstrate the actions they wish to see.
The Challenge of Change
Maintaining a strong culture becomes even more challenging during periods of growth or transition. Businesses expanding into new regions or teams undergoing leadership changes risk losing the very traits that made them successful.
In sports, the best teams face similar obstacles. Listening to The Leadership Secrets of Nick Saban by John Talty, I was intrigued by how Saban maintains a winning culture despite constant changes in talent, scheme, and coaching staffs. His approach is intentional. He ensures continuity and simplicity by keeping the same verbiage in playbooks, emphasizing consistency in leadership from players and coaches, and using every transition as an opportunity to innovate without losing core values.
Strategies for Building a Strong Culture
Creating a lasting culture requires intentional effort. Here are four strategies that I’ve seen work across teams and organizations:
Communication: Clear, consistent messaging ensures everyone understands the mission and their role within it.
Consistency: Leaders must embody the culture they want to see. Actions speak louder than words.
Accountability: From the top down, everyone should uphold the standards of the culture.
Daily Actions: Small, intentional efforts build a lasting legacy over time.
It’s tempting to focus solely on results, but prioritizing the process—demanding excellence, practicing shared values, and rewarding positive behaviors—ensures culture remains resilient, even during difficult times.
Breaking Unhealthy Cycles
Not all cultures are healthy. Toxic environments often arise from unchecked behaviors, unclear values, or a lack of accountability. Breaking these cycles requires a deliberate reset:
Identify toxic patterns: What’s not working, and why?
Reset expectations: Clarify values and set new standards.
Prioritize trust and transparency: These elements are non-negotiable for rebuilding a healthy culture.
By addressing these issues head-on, teams and organizations can realign with their core mission and create a foundation for future success.
Culture as a Legacy
Ultimately, culture is about legacy. It’s what you pass down to the next generation through your values, behaviors, and leadership decisions. When nurtured intentionally, a strong culture becomes the foundation for sustained growth and success, long after individual leaders or team members move on.
As we reflect on what makes great cultures thrive, I encourage you to think about the culture you’re building in your own life, team, or organization. What values are you passing down? How are your daily actions shaping the future?
Thank you for taking the time to read this week’s newsletter. I’m grateful for your continued support and always look forward to hearing your thoughts. If there’s a topic you’d like me to explore, don’t hesitate to reach out.
Looking forward to connecting again next Thursday,
Matt
My newsletter is published every Thursday morning, exploring the intersection of mental health, sports, and life’s challenges. If you’re not yet a subscriber, sign up today to join the community!