How Organizational Culture is Like Glitter: Insights for Leaders

The other evening, my dear, sweet, wonderful, beautiful daughter proudly came downstairs covered in glitter. From head to toe, back to front, she was a walking glitter cloud, leaving a trail wherever she went. Glitter was everywhere—in her hair, on her clothes, and even hovering in the air around her. It wasn’t long before the entire house sparkled. The dog was glittery. I was glittery. Even rooms she hadn’t entered had a shimmer. Days later, we’re still finding glitter in unexpected places.

Culture is Like Glitter

Organizational culture—your beliefs, values, priorities, and behaviors—is like glitter. As a leader, you’re constantly spreading your “glitter” wherever you go, influencing others and shaping the organizational culture. The more influence you have, the larger your “glitter aura,” affecting what others believe, value, and prioritize.

Organizational culture is pervasive and sticky. It spreads in ways you might not expect, affecting people and places you never intended. Just as glitter clings to everything it touches, your cultural impact is far-reaching. Some will be drawn to your organizational culture, while others won’t. The key is to recognize that your influence is constant and it shapes the environment around you.

Building an Intentional Organizational Culture

Just as my daughter didn’t plan to cover the house in glitter, organizational culture in companies often starts unintentionally. Leaders build teams, and over time, these teams learn to interpret what the leader values. Newcomers pick up on these cues, and norms develop around decision-making and behavior.

Initially, this organic organizational culture can work well, especially when morale is high and results are favorable. However, as the organization grows, challenges arise. New teams form, sometimes in different locations, and the distance—geographical or hierarchical—can dilute the original culture. Without intentional effort, the culture may drift, creating inconsistencies and even conflicts.

To manage this, some organizations bring in standardized processes and employee manuals. While these tools provide structure, they can often feel too “corporate” and detached from the original spirit of the organization. Employees might resist these changes, fearing a loss of the organizational culture that made the company unique in the first place.

This fear is a significant barrier to growth. If no one can clearly articulate what the organizational culture is or how to maintain it, the culture develops a mind of its own. It spreads haphazardly, driven more by chance than by design, and this lack of direction can lead to confusion and misalignment.

How to Build Organizational Culture with Intent

1. Define Your Values and Vision
   The first step in building a culture with intent is to clearly define your values and vision. What is truly important to your organization? What are you trying to achieve? These should not be abstract concepts but clear, actionable principles that guide daily operations. Identify the 3-5 core values that truly matter to your organization. While you may value many things, not all values hold the same weight when tough decisions arise. These core values should be specific enough to guide behavior and decision-making consistently.
2. Describe What Your Values Look Like
   Once you’ve defined your core values, it’s essential to describe what these values look like in practice. Develop brief narratives that explain what each core value means in your organization. For example, if “Integrity” is a core value, what does integrity look like in customer interactions, in financial reporting, or in how you treat employees?
3. Link Vision to Every Function
   You can’t over-communicate your vision. Ensure that each department understands how their work contributes to this vision. Too often, leaders assume that once a vision is stated, everyone understands it. But without regular reinforcement and clear links to daily tasks, the vision can become abstract and disconnected from reality.

Use Tools to Reinforce Organizational Culture

Building and maintaining a strong organizational culture requires consistent effort. Here are some practical tools to help reinforce your values and vision:

• Recruitment: Use the language from your values and vision statements to attract potential employees who already align with your culture.
• Onboarding: Introduce new hires to your company through the lens of your values and vision.
• Goal Setting: Large or small, all goals should be developed and vetted through the filter of your values and vision.
• Performance Evaluations: If performance expectations are informed by clearly defined values and vision, evaluations become straightforward. You can easily assess how well individuals are embodying the organization’s values and contributing to its vision.
• Strategic Decision-Making: Major decisions should always align with your values and vision. They form the foundation of your strategic framework, ensuring that the company moves forward in a cohesive and purposeful manner.

Conclusion

Glitter is fun, but it’s better when applied in intentional ways—not haphazardly spread around. Organizational culture can make your company rich and vibrant. But if you’re not sure what your culture is, how to introduce it to others, or how to maintain alignment, you’re missing out on its full potential to propel your organization forward. Be intentional, be clear, and watch how your culture shapes and drives success.

P.S. Download my free guide on How to Build a Magnetic Culture