Intention is one of the most important factors in creating a truly great company. But if the average workplace is any indication, it’s also something that’s incredibly easy for founders to lose sight of.
From business operating systems to branding strategies to process development, focusing on intention from the start can help your organization not just survive, but thrive. It’s the difference between watching things happen and making things happen. This means being crystal clear on your vision, making data-informed decisions, choosing sustainable scaling over rapid growth, and — my focus today — fostering a deliberate, agreements-based culture.
Organizational culture has always mattered. But in the current work landscape, the emphasis on humane, healthy, consistent culture is stronger than ever. Across the globe, people deeply care about working in environments where they can excel both professionally and personally. Understanding this is crucial for attracting and retaining top talent, especially in a world where younger generations prioritize meaning and impact as much as job security, advancement opportunities, and fair pay.
When I say it’s important to form a deliberate culture, as opposed to an accidental one, I mean that it’s up to us as founders to create and share the right frameworks and ideas to help people stay focused, aligned, and thriving. This all comes back to establishing and sharing not just your Core Values but also your Forever Agreements (more on this in the blog) with each and every one of your team members. When everyone understands and rallies around these foundational elements, it creates a clear sense of purpose and sets the tone for your overall culture.
PERSPECTIVES
“When your intention is clear, so is the way.” — Alan Cohen
“Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day.” ― Frances Hesselbein
MARK MY WORDS
Reinforcing your company’s culture is an ongoing effort that requires thoughtful intention and an agreements-based approach to leadership. This type of leadership focuses on mutual accountability, team member empowerment, and continuous improvement. If you’re looking for some actionable ways to begin your journey to building an agreements-based culture, I recommend you start with the following:
Define your Core Values — and stick to them.
Champion alignment with strong communication.
Choose agreements over expectations, every time.
Prioritize trust and transparency with regular check-ins.
Encourage a mindset of curiosity and adaptability.
Being intentional when it comes to culture has benefits that are two-fold: First, it helps stave off the negative side effects that come along with accidental culture. These can include misalignment across teams, lower levels of engagement, a lack of clarity around goals, and, ultimately, disagreements or friction among your team members — not exactly a recipe for success.
Second, a deliberate, agreements-based culture helps form the kind of stable, high-trust environment that people tend to thrive in. When everyone knows exactly where the organization is headed, what’s most important, and what to expect from their leaders, they’re more likely to feel engaged and connected. When this happens (and believe me, you’ll know when it does), you’ll notice higher levels of productivity, stronger team dynamics, and a cohesive culture that continuously drives your organization forward.
TUNE IN
Jump into the first transition within the Stages of Development. In this episode, I explore how core competencies evolve during Stage 2, which can encourage behaviors such as refining your company's vision and thinking more intentionally about company culture.
