Organizational Culture

8 mins read

Culture Eats Strategy for Breakfast: Why Your Company Culture Matters

Published on January 1, 2025

You’ve heard the phrase, “Culture eats strategy for breakfast.” It’s a powerful statement highlighting the critical role of organizational culture in the success of any business. While a well-defined strategy provides direction, a strong culture provides the fuel to actually execute that strategy.

What exactly is organizational culture?

Think of it as the personality of your company. It’s the unique blend of values, beliefs, attitudes, and behaviors that shape how people interact within the organization. It’s the “unseen force” that influences how decisions are made, how employees communicate, and how they approach their work.

Why is it so important?

Employee engagement is increased when the employees feel valued and respected for their job. They find a connection to the company mission, which raises their level of engagement and motivation. This is followed by higher productivity, reduced turnover, and increased innovation.

Customer experience: A positive and customer-centric culture is alive in all the organizations. Satisfied and engaging employees are more likely to result in good customer service, which in turn increases customer satisfaction and loyalty.

An improved brand reputation: a strong and authentic culture increases the likelihood of attracting and retaining the best talent, building robust relationships with customers, and earning a good brand reputation.

More innovation and creativity: the culture which involves open communication, collaboration, and risk-taking is a better breeding ground for innovative and creative activity.

Stronger leadership: A strong leadership culture sets the tone for the entire organization. Leaders who embody the company’s values and prioritize employee well-being create a more positive and productive work environment.

Building a Strong Organizational Culture

Building a strong organizational culture is an ongoing process, not a one-time event. Here are a few key steps:

Define your values: Begin with a clear definition of the core values of your company. They should be more than words on the wall; they should govern all decisions and actions.

Lead by example: Leaders must exhibit the desired behaviors and show commitment to the values of the company.

Communicate your values: Keep communicating your values to the employees through company-wide meetings, newsletters, and team-building activities.

Hire for culture: When employing new members, look to hire individuals who share your company values and can positively contribute toward the general culture.

Support open communication: Encourage open communication among employees and across departments. Let everyone feel safe and well-included in sharing their views and concerns.

Recognize and reward employees: Identify and reward employees who have a commitment to the company’s values and contribute positively to the overall culture.

Continuously improve: Assess your organizational culture regularly and identify areas for improvement. Collect employee feedback and make adjustments accordingly.


Culture eats strategy for breakfast. A good organizational culture is the foundation for long-term success. You’re investing in the future of your company by investing in your culture.

So, building a strong organizational culture is not about having some nice office or offering free snacks at work. It’s basically creating a meaningful and fulfilling work experience for your employees, building strong customer relationships, and achieving all your business goals. For this, you can focus your values, lead by example, and foster open communication to create a culture that inspires success and empowers great things from your team.

The Human Element: Culture and the Employee Experience

The best organizational culture is not about keeping employees happy. It is about creating a work environment where people feel valued, respected, and empowered. It is about understanding the employee experience and creating a workplace that fosters growth, innovation, and well-being.

Pay particular focus to their well-being: Prioritize the physical and mental well-being of your employees. Offer attractive packages of benefits, make a work-life balance an imperative, and ensure an otherwise healthy work setting.

Invest in employee growth: Provide opportunities for development on a professional level, with regard to training programs and mentorship opportunities, for potential career advancement.

Empower Employees: Grant employees the autonomy and resources needed to succeed. Inspire them to take ownership of their work and contribute to company success.

Recognize and Reward Employees: Celebrate the success of employees and publicly acknowledge their contributions.

The Setting the Tone for Leadership Culture

Organizational culture is heavily influenced by leadership. Leaders have the following roles:

Model the desired behaviors: Leaders must embody the company’s values and demonstrate a commitment to creating a positive and inclusive work environment.

Communicate openly and honestly: Leaders should foster open communication and actively listen to employee feedback.

Empower and support their teams: Leaders should empower their teams to succeed and provide the necessary support and guidance.

Invest in future leaders: Instruct them in the various skills and experiences required for effective development.

Culture and the Customer Experience

The strength of an organizational culture determines how the customer will be treated. A happy, engaged employee will treat their customers much better than an unsatisfied employee.

Customer-focused culture: Motivate and encourage the employees to work and deliver based on the specific needs of the customers by trying to go above expectations.

Empower employees to solve customer problems: Give employees the autonomy and resources they need to resolve customer issues quickly and effectively.

Gather customer feedback: Regularly gather customer feedback and use it to improve the customer experience.

Culture in the Digital Age

In today’s digital age, culture can be even more challenging to maintain.

Embrace remote and hybrid work: Adapt your culture to accommodate remote and hybrid work models.

Foster connection: Bring virtual opportunities for employees to connect and collaborate.

Leverage technology: Leverage on technology to enhance communication, collaboration, and employee engagement.

In conclusion, having a strong organizational culture can be a journey that is continuously followed. It requires effort and dedication, as well as a true commitment to build a positive and inclusive work environment. Through its emphasis on employee well-being, open communication, and your team’s empowerment, your organization can create a driving culture toward success, innovation, and better employee and customer experiences.


Remember that culture is not only rule-bound and policy-bound. Culture encompasses the shared values, belief, and behavior that differentiates your company from your competition. By nurturing the culture to be authentic and strong, you give your people a place they can be themselves and grow with you.

Published on January 1, 2025
Organizational Culture

Wardah Harharah

Founder & CEO/ Chief Experience Strategist, The Human Experience

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