Culture Is How Meaning Gets Made

“The world in which you were born is just one model of reality. Other cultures are not failed attempts at being you; they are unique manifestations of the human spirit.” — Wade Davis

We talk about culture constantly, organizational culture, team culture, workplace culture, but rarely do we slow down long enough to ask what culture actually is.

At ShiftED Consulting, we don’t think of culture as a vibe to be curated or a set of norms to be enforced. We understand culture as something far more powerful and far more consequential.

Culture is how meaning gets made. Every day. Often without intention.

How We Define Culture

Culture is what we do, what we have, what we think, and the meaning we place on those things.

It shows up in:

• How decisions are made

• How people communicate

• How impact is defined

• Which behaviors are rewarded or corrected

It lives in:

• Policies, systems, structures, and resources

• Office spaces and access

• Job descriptions, handbooks, and evaluation processes

It’s reinforced by:

• Core values and mission statements

• Leadership philosophies

• Assumptions about “how things work around here.”

And it’s ultimately revealed through the meaning we assign to all of it, what counts as a “good decision,” a “healthy team,” or a “qualified candidate.”

Culture is not neutral. It is always shaping who belongs, who advances, and whose ways of working are treated as the default.

Why Most Culture Change Doesn’t Stick

We use what we call the Culture Tree Framework to help organizations understand why surface-level culture work often feels cosmetic.

Like a tree, culture is complex. While we typically see the leaves and branches, a tree would not be alive without its roots underground, keeping it alive.

🌿 Practices (What We See) These are the most visible elements of culture, rituals, behaviors, routines, meeting norms, and communication styles. Most organizations focus here first.

But practices alone are not enough.

🌱 Espoused Values (What We Say We Believe) These include stated values, leadership language, and public commitments. When values and practices don’t align, trust erodes quickly.

🌳 Underlying Worldviews (What We Assume) This is the deepest and most powerful level of culture. It includes assumptions about authority and power, time and urgency, risk and control, professionalism, and who is trusted to lead.

Without addressing this level, culture change cannot be sustained. New behaviors will surface briefly and then snap back to what feels familiar.

A Few Important Clarifications

• We are all cultural beings. Culture is not something “other people have.” Everyone participates in creating and reinforcing it—often unconsciously.

• Race and culture are not the same. Culture is informed by identities such as race, gender, and class, but these identities are not interchangeable. Using “culture” as a stand-in for race can flatten complexity and avoid necessary conversations about power.

• Culture is not static. It shifts based on leadership decisions, systems, incentives, and context.

• Culture exists at every level. Individual behavior, interpersonal dynamics, team norms, and organizational systems all shape culture. Sustainable change requires attention at each level.

Why This Matters for Leaders

If culture is how meaning gets made, then leadership is the mechanism through which culture becomes real.

Culture change doesn’t start with better slogans or one more training. It starts with leaders who are willing to examine:

• How meaning is currently being produced

• Who benefits from existing norms

• What assumptions are shaping decisions under pressure

This is the work we partner with organizations to do, quietly, rigorously, and with intention.

Because culture isn’t what you say you value. It’s what people experience when they work with you.

If this reflection resonated, I’d love to hear what it stirred for you. And if you’re ready to think more intentionally about how culture is shaping your organization, that’s a conversation I’m always glad to have.