5 Habits of Leaders Who Successfully Drive Culture Change

As I wrote in my first book, Culture That Rocks, and attribute to Peter Drucker: Culture eats strategy for breakfast. You’ve heard it. You’ve seen it. And if you’ve ever been part of a company where the values painted on the wall didn’t match the everyday behavior in the halls (or Zoom calls), then you know how true that is.

That’s why culture change leadership is no longer optional—it’s mission-critical. When an organization needs to evolve—whether due to market shifts, mergers, new leadership, or even generational changes in the workforce—it’s the leaders who drive that transformation forward. Or... hold it back.

And here’s the kicker: You don’t need to be a CEO to lead culture change. Team leaders, department heads, and even culture champions without formal titles can shift the tides—if they embrace the right habits.

So today, we’re diving into the five key habits of leaders who drive successful culture transformation—the kind of people who don’t just talk about culture change… they live it, breathe it, and inspire others to do the same. Let’s do this!

Habit #1: They Lead Culture Change by Example

Culture Change Leadership Starts with Modeling the Behavior

The fastest way to lose trust during a cultural shift? Say one thing and do another. The most effective leaders—regardless of their title—live the culture they’re trying to create.

If your future culture values transparency, but you hoard information? You’ve already lost the room. If you want more collaboration, but still operate in silos? Your team will, too.

Behavior beats slogans. Every. Time.

How to Put This into Practice

• Audit your own habits: Are you modeling the values you expect from others?

• Call yourself out publicly when you fall short—it builds credibility.

• Celebrate and reward small wins in others that align with the culture you're trying to build.

Real-World Example:

When software company Basecamp pivoted their culture to simplify workflows and reduce burnout, co-founders Jason Fried and David Heinemeier Hansson began actively cutting meetings from their own calendars first—showing that simplicity started at the top.

Habit #2: They Communicate a Vision People Can Feel

Leading Culture Change Requires a Compelling Cultural Narrative

Facts tell. Stories sell.

Leaders who successfully drive culture change don’t just rattle off KPIs and charts—they paint a picture of where the organization is going and why it matters.

More importantly, they tailor that vision so it resonates with team members across every level—from frontline teams to senior leadership.

It’s not about sugarcoating. It’s about anchoring the why behind the what. Culture change is uncomfortable. A compelling vision is what pulls people through that discomfort.

How to Put This into Practice:

• Craft a “culture elevator pitch” that’s simple, meaningful, and repeatable.

• Share real stories that illustrate what the new culture looks like in action.

• Use multiple communication channels—emails, town halls, videos, and casual check-ins.

Real-World Example:

Patagonia doesn’t just say they’re committed to sustainability—they show it through storytelling. Their leaders communicate through compelling, emotional narratives that connect environmental responsibility to employee pride and purpose.

Habit #3: They Involve Team Members in the Journey

Driving Organizational Culture Change Requires Collaboration

Here’s what doesn’t work: Culture change as a top-down memo.

Here’s what does work: Co-creation.

Culture isn't crafted in a boardroom—it's shaped every day by the behavior choices of team members. Leaders who invite others into the change process create ownership, momentum, and real traction.

How to Put This into Practice:

• Create cross-functional culture task forces or ambassador teams.

• Ask for input early and often—via surveys, listening sessions, or informal conversations.

• Turn feedback into action and visibly implement team suggestions.

Real-World Example:

Ben & Jerry’s didn’t just adopt social activism as a company value—they gave frontline teams the power to choose local causes, shape campaigns, and even participate in social justice events. That inclusion made the culture shift stick.

Habit #4: They Practice Consistent, Values-Aligned Messaging

Leadership and Culture Transformation Thrive on Consistency

In the noise of day-to-day operations, it’s easy for messages to get diluted. Great culture change leaders sound like a broken record—in the best way.

They find dozens of ways to reinforce the same values, goals, and expectations so they’re unmistakable. And they keep the message consistent, even when the pressure is on.

Consistency creates clarity. Clarity builds trust. And trust fuels transformation.

How to Put This into Practice:

• Create a values-based “communication compass” to guide all messaging.

• Sync with other leaders and managers to ensure unified language across departments.

• Repeat key culture messages at every opportunity—team huddles, emails, performance discussions, and even casual hallway conversations.

Real-World Example:

Warby Parker used consistent internal communication to reinforce its “culture of innovation.” Their leadership routinely highlighted employee-led experiments and small failures that led to bigger successes, keeping the message aligned and alive.

Habit #5: They Stay Curious, Not Controlling

How Leaders Influence Culture by Listening and Adapting

This one might surprise you. While some leaders try to “lock in” the new culture, successful culture change leaders know transformation isn’t a fixed destination—it’s an evolving journey.

They stay curious. They listen. They ask more questions than they answer.

By doing so, they create an environment where psychological safety thrives, innovation sparks, and people feel like co-owners of the culture.

How to Put This into Practice:

• Regularly ask team members, “What are you seeing, hearing, or feeling that doesn’t align with where we’re headed?”

• Conduct quarterly culture check-ins to see what’s working and what’s not.

• Be willing to iterate based on feedback—not everything will go perfectly on the first try.

Real-World Example:

When Dr. Bronner’s expanded its fair-trade initiatives globally, leaders didn’t assume a one-size-fits-all approach. They actively listened to local feedback and evolved their practices to match diverse cultural contexts—keeping their values intact while adapting how they were lived.

Actionable Tips to Cultivate These Habits

Want to develop these habits in your own leadership journey? Start here:

Micro-Actions You Can Start This Week

✔️Reflect on Your Values: Pick one core company value this week and think about how you’re personally showing up for it. Are you truly living it—or could you do more?

✔️Host a Quick “Culture Huddle”: Take 15 minutes with your team to openly discuss what’s working, what isn’t, and how the culture feels right now. These small conversations can lead to big insights.

✔️Celebrate the Wins: Share a quick 2-minute video or write a thoughtful message highlighting a team member who’s embodying your company culture. Recognition is powerful.

✔️Audit Your Communication: Look at the last 5 emails, messages, or announcements you've sent. Do they align with the culture and values you’re trying to promote? If not, think about how you can tweak your tone or approach.

✔️Slow Down for Input: Identify one big decision you’re making this week, and pause. Instead of acting quickly, engage your team. Ask for their input—it shows trust and can lead to better ideas.

✔️Use a Spotter: Exactly as it sounds, select someone you implicitly trust, perhaps at the same level, but definitely in a leadership role, who can pull you aside after various communications and give you unfiltered feedback on if you are walking your talk.

These small, intentional changes might seem simple, but they can create a ripple effect that strengthens your leadership and your team’s culture. Little steps, big wins. You’ve got this!

Culture Change Isn’t a Campaign—It’s a Commitment

Culture change leadership isn’t about flashy programs or once-a-year retreats. It’s about consistent, intentional behavior—led by people who care deeply and act boldly.

If you’re looking to become one of those leaders—or empower others in your organization to do the same—start with these five habits. They’re not theory. They’re tried, tested, and transformational.

And remember, you don’t have to figure it all out alone.

Let’s Make Culture Change Stick—Together

Through my own unique style I call, Impactful Edu-tainment, I help leaders like you unlock the power to create meaningful, lasting cultural transformation. Whether its tailored keynotes or high-energy workshops, I bring practical, real-world strategies to life in unforgettable ways.

Ready to inspire your people and drive true culture change from within? Let’s chat about how I can equip your team with the tools and mindset to lead from wherever they sit.

Reach out today and let’s build a workplace culture people actually want to be part of.