• Sep 04, 23
• Alana Causey
• Best Practices
• 0 comment

Company Culture & Culture Fit Leadership Guide

Company culture can attract, inspire, and retain loyal executives, teams, and customers while setting a business apart from competitors and making it impervious to shifts in markets, industries, and society in general.

In fact, modern brands and businesses are leveraging company culture in exciting new ways to recruit stronger teams, grow in new spaces, ad engage audiences like never before. Those are just some of the reasons why corporate culture is fundamental to today’s successful businesses — and why vigilant leaders in and around the C-suite place high value on developing, refining, and preserving their company culture.

Highlighting what it takes to foster a unique, distinct, and strong culture in any business, this guide offers a deep dive into several fundamental aspects of corporate culture (simply click on a title or phrase to jump to any section).

Defining Company Culture

The makeup of any corporate culture starts with the founding values, core principles, and key behaviors that are integral to the growth and success of the organization. With that, company culture shouldn’t be a static, unchanging aspect of a business; instead, the strongest company cultures are adapting and continuing to improve, realigning with an organization’s evolving goals while celebrating each success along the way.

Here’s what it takes to define and keep redefining company culture in today’s ultra-competitive corporate landscape.

Building Company Culture

Constructing corporate culture from the ground up can seem like an onerous task, especially when new businesses are growing fast.

Regardless of what space an organization operates in, building a strong company culture can take input, effort, and buy-in from C-suite leaders across all departments. Beyond that, leaders need to come together to agree on the company’s mission, vision, and values in both the short- and long-terms.

Here’s how executives can start to build and differentiate their company culture, whether they’re leading small or large teams with new or established organizations.

Culture Fit Interviewing

Interviewing candidates and executives for company culture fit requires not only a deep knowledge of what an organization’s culture truly is but also the right set of questions — and an ear for the best-fit responses.

Whether you’re a Chief Human Resources Officer (CHRO) looking for better ways to screen fresh talent or you’re another executive focused on improving retention and hiring stronger teams, here are some essential resources for culture fit interviewing and finding the ideal talent to match and advance your company’s culture.

Company Culture Best Practices

Best practices for company culture are not published in any standard “rule” book or set by some supreme power. That doesn’t mean, however, that company culture best practices have to remain some big mystery.

Largely distilled from decades of wins and losses, company culture best practices are general guidelines for how to craft, position, and grow company culture. These are almost always changing and improving, with initiatives like remote work, diversity and inclusion, and transparency being some of the more stand-out themes in today’s corporate environment.

Offering a clearer look at what it takes to align with agreed-upon protocols and methodologies, here are some resources that share more on company culture best practices. These apply to organizations in practically any industry.

Fostering Company Culture for Growth

Growth can be ingrained in your company culture when your organization is equipped with excellent leadership at the C-level, supported by smart, focused, and inspired teams who understand what it takes to get from here to that next level of success. While leaders can instill a growth culture through their recruitment and onboarding processes, they can propel this culture forward via ongoing communication and innovation.

Family Business Company Culture

Across any industry, family businesses have a company culture that is truly all their own, with unique leadership styles and distinct values that tend to serve as the foundation for an organization’s objectives. Often defined by loyalty, family business company culture usually places high value on relationships and the special they bring to a particular industry or niche space.