Culture that Sticks: Stories from the Field [podcast video]
As heard on the Gut+Science podcast with Nikki Lewallen Gregory
Culture.
I’ve heard it described as “the invisible hand” that guides behavior inside an organization.
It’s the lived experience of people at work.
How decisions get made.
How conflict is handled.
How leaders set the tone.
Over the years in my work consulting with CEOs, heads of HR, and leaders at all levels, I’ve seen how culture can either accelerate performance or quietly undermine it. And while lots of leaders talk about culture, far less know how to change it in an intentional way that lasts.
Check out the full episode to learn what it takes to move from aspirational values on paper to a culture that actually fuels performance. At ADVISA, we call that cultural competitive advantage.
Highlights
If you want to establish cultural competitive advantage in your organization, it takes work. But it’s absolutely achievable if you have the right upfront clarity to guide your decisions, then you put pragmatic, practical tactics into play.
Here are a few favorites I’ve learned as a long-time consultant to leaders and organizations of all kinds:
Awareness doesn’t drive change – consistent action does
One of the biggest traps I see leaders fall into is believing that awareness equals transformation. Awareness is an important first step. But on its own, it doesn’t move the needle.
I’ve worked with many organizations where everyone could clearly articulate the problem, but no one was taking steps to change it. Real change happens when awareness is paired with daily, consistent action.
It’s the behaviors we model and reinforce that make the difference.
Awareness is an important first step. But real change happens when awareness is paired with daily, consistent action. .
Set clear expectations, then your leaders need to model those
I once worked with a client who wanted to build accountability across their organization. Sounds pretty clear, right?
The challenge was that “accountability” meant something different to everyone.
Once the leadership team aligned on what accountability looked like in practice – and began modeling those behaviors themselves – the culture started to shift. People don’t follow words on a wall; they follow what leaders consistently do.
People don’t follow words on a wall; they follow what leaders consistently do.
Make sure your middle managers are trained and aligned
I can’t stress enough how vital middle managers are in the change process. They’re the ones translating big ideas into daily action for their teams.
I’ve seen situations where culture change initiatives stalled because middle managers weren’t equipped to give feedback or have tough conversations. When we invested in developing their skills – helping them balance care with clarity – the impact was immediate. Trust grew, communication improved, and momentum spread across the organization.
You depend on your middle managers to translate big ideas into daily action.
Create rituals, recognition, and accountability systems
Starting culture change is hard. Sustaining it is even harder.
Too many times I’ve seen organizations make an initial push, only to watch the old habits creep back in.
What makes the difference is reinforcement: creating rituals that remind people of what matters, recognizing progress along the way, and building accountability into systems. Small wins celebrated regularly keep people motivated and engaged in the long haul.
A consistent flow of small wins can help keep your people motivated and engaged.
Embed culture into your processes
The surest way to make culture stick is to embed it into your systems.
For example one client I recently worked with wove their cultural values into onboarding and performance reviews. It sent a powerful message: “This isn’t optional—this is who we are.” When culture shows up in the very processes that guide someone’s career journey, it becomes real and lasting.
Nothing sticks better than something that has been embedded into your existing systems and processes.
What makes culture stick? Clarity, courage, and consistency.
These aren’t abstract ideas – they’re practical tactics.
I’ve seen, firsthand, the benefits for organizations that decided to do the work.
When leaders commit not just to mindset shifts but also to hardwiring change into systems, culture stops being a buzzword. It becomes a true competitive advantage.
Wondering where to begin?
ADVISA offers a free, online 5-Minute Culture Check. In just a few minutes, you’ll see where your organization stands on the five drivers of the ATLAS Framework – and where to focus next.
👉 Take the 5-Minute Culture Check
More from BJ McKay
In his 13 years with ADVISA, BJ has worked with hundreds of companies and has trained hundreds of leaders, managers, and sales professionals. From small start-ups to Fortune 100 companies, you’ll find him working to building meaningful connections between results, business strategy and the teams, leaders and cultures that drive them. Outside of work you’ll find BJ enjoying time with his wife and six children.
ℹ️ Read more thought leadership from BJ McKay about leader and culture development.