Building an all-in culture (part 1)
The key components
Let me take you back to 2015…
I'm giving an office tour to a local organization, showcasing my employer's very cool workspace and the buzz of activity around us. As we wrap up, I'm hit with a question that would stick with me for years:
"How did you manage to create such a strong culture here?"
Without missing a beat, I replied, "We hire our culture. We've brought in smart, motivated, and creative people who up-level each other on a daily basis. That's it."
And as soon as I said that, I knew it was bullsh*!. 🤦
Don't get me wrong, part of that statement was true. But it was also dangerous and woefully… inaccurate.
The truth? Great cultures take intentionality, blood, sweat, and tears (no joke). 🩸😓😭
Your company culture exists wether you pay attention to it or not. And althought you can't fully control it, you can architect a system to foster the culture you strive for.
So welcome to our six-part journey into building an all-in culture (AiC). Let's kick things off with the key characteristics.
What's a culture that’s “all-in”?
Imagine walking or logging into work and feeling a hint of anticipation. Your teammates are openly sharing new ideas, leadership is genuinely listening (gasp), and you feel like you're part of something bigger than just a paycheck.
That's the essence of an AiC. It's when everyone, from the CEO to the newest hire, is truly invested in the company's vision and feels empowered to contribute meaningfully.
However, as a business leader or HR/POps Pro, really understanding the levers to create this type of culture can seem nebulous. That’s because it involves SO MANY THINGS. So, after a ton of research, I’ve narrowed it down to a few key characteristics (8 to be exact).
The key components of an all-in culture
Shared vision and values - clear, compelling 'why' for all
Open communication - Free flow of ideas and feedback
Trust and empowerment - Autonomy and accountability over management
Continuous learning and growth - development priority, mistakes are opportunities
Recognition and reward - Consistent, personalized celebration
High engagement - Strong sense of belonging and commitment
Collaboration and teamwork - Cross-functional cooperation is the norm
Adaptability and resilience - Pivot-ready, comfortable with ambiguity
The path to an all-in culture
I know what you might be thinking - “Girl…that’s a lot.” And you're absolutely right.
Creating a strong culture isn't something that happens overnight or by accident. It takes time, intention, and isn't done all at once.
These eight characteristics are like levers that change throughout the lifecycle of a company. Sometimes you might need to focus more on open communication, other times on adaptability and resilience. The key is being aware of these building blocks of your culture. They help you keep your eye on the system as a whole, allowing you to make informed decisions about where to focus your efforts as your organization grows and evolves.
Coming up next: The shift to hiring for attributes
Next time, we'll explore how to build your team for an AiC, focusing on:
Why skills alone aren't enough
Key attributes aligned with AiC characteristics
Identifying these attributes in candidates
Integrating attribute-based hiring into your recruitment
By the end of this series, you'll have a comprehensive toolkit for building and sustaining an all-in culture in your organization. 🧰
📒 The all-in culture workbook: A free resource 📒
Speaking of putting these ideas into action, I'm thrilled to offer you a free, downloadable workbook: "Creating an all-in culture: Your interactive guide."
To get your free copy, simply click here and enter your email address. I promise no spam or pitch slaps.
Don't miss this opportunity to turn the concepts we've discussed into actionable steps for your organization!
🎵 Culture catalyst spotlight: Cloverleaf 🎵
Innovative tools for culture-driven leaders
Cloverleaf isn’t a human coach or chatbot. Automated Coaching™ provides personalized, timely nudges tailored to each person’s unique strengths, needs, and team dynamics. By creating a common language through psychometric assessments and coaching insights, teams can better address challenges collectively and unify their development into a shared experience.
Integrated within workplace tools or available on demand, teams use these insights to improve communication, collaboration, and performance. And unlike traditional approaches, it’s affordable and accessible for everyone—making development a natural part of your team's culture.
Why I love It
It democratizes coaching, making personal development accessible and part of daily work life. It's not just a tool—it's a culture activator.
Check it out here.
Exciting news: Join my culture activation research study!
Before we wrap up, I have an exciting opportunity to share with you. I’m on a mission to uncover the real challenges and winning strategies for bringing company culture to life in high-growth businesses and during transformative events.
So…I'm launching a research project to dive deeper into real-world experiences and perspectives.
I'm inviting business leaders, HR, and People professionals from various organizations to participate in this study. Your insights will be invaluable in understanding how cultures manifest in different workplaces and what challenges companies face in cultivating them.
By participating, you'll:
Contribute to groundbreaking research on workplace culture
Gain early access to our findings and actionable insights
Have the opportunity to reflect on and assess your own organizational culture
If you're interested in being part of this project, please email me at marnie@vibepeoplestudio.com with the subject line "Culture research." I'll send you more details about the study and how you can get involved.
Your participation could help shape the future of workplace cultures. Let's make work better, together!
Keep those good vibes flowing,
Marnie
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I'm on a mission to help companies design and activate cultures that resonate with their purpose, brand, and values.
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