Culture: It's All About Energy

This is not the first time I have written about culture. Such an important topic, yet often overlooked or misinterpreted.

Culture is the invisible heartbeat of a company. You can’t fake it, you can’t buy it, and you definitely can’t build it without people who FEEL SAFE ENOUGH TO BE REAL.

I’ve seen it over and over again, organizations pour energy into branding, marketing, and metrics, but forget the one thing that actually drives all of it: how people feel when they show up. The reality is, people don’t give their best when they feel controlled; they give their best when they feel connected.

When culture is strong, it’s because there’s trust. There’s transparency. There’s a sense of purpose that everyone can see themselves in. People have the freedom to speak up, to disagree, to innovate, all without fearing they’ll be judged or dismissed. When a culture is healthy, There’s freedom in the air. People create without fear. They challenge, they collaborate, they push limits, because they know who they are isn’t up for debate.

When culture is weak, you can feel that too. It’s people showing up in body but not in spirit. You’ll notice it in the silence after someone shares a new idea. In the way people shrink back instead of speaking up. In how creativity dies under the weight of “fitting in.”

Culture is emotional. It’s not about the office layout, the titles, or the dress code, it’s about how people feel in their own skin when they walk through the door (or log into the call). Do they feel safe? Do they feel respected? Do they feel trusted to make decisions? Or do they feel like they have to shrink parts of themselves just to belong?

That’s the real test. Because when someone has to filter who they are, whether it’s how they speak, think, create, or even dress, it chips away at something much deeper than confidence. It eats at identity. And when people start questioning whether they can be themselves at work, innovation dies quietly in the background. Lets be honest here- It’s not the outfit that defines professionalism; it’s the energy, the integrity, and the intention you show up with.

When a company gets too caught up in protecting its brand, it starts to lose its humanity. The irony is that people are the brand. They’re the living, breathing representation of what the company stands for. If they don’t feel inspired, empowered, or emotionally safe, no amount of marketing will fix that.

A healthy culture doesn’t demand perfection, it makes space for authenticity. It allows people to have bad days, to bring ideas that challenge the norm, and to show up in ways that feel true to them. When people feel free, they create. When they feel trusted, they lead. When they feel seen, they stay.

This isn’t about lowering standards, it’s about raising awareness. Strong culture doesn’t come from control; it comes from connection. It’s not about silencing individuality; it’s about aligning it to a shared mission. When people believe their presence matters as much as their performance, they’ll give you more than their time, they’ll give you their heart. I have been on both sides of this coin, and what a HUGE difference in my work ethic when I feel encouraged to be me and show up unapologetically myself.

So yes, culture affects the bottom line. But more importantly, it affects the heartbeat of the people behind it. And when that pulse is strong, when people feel safe, supported, and seen- that’s when companies stop chasing success and start becoming it.

Culture doesn’t start at the top, it starts in the small, everyday moments. It’s in how we treat each other when no one’s watching. It’s how we respond when someone’s voice shakes but they speak anyway. It’s whether we build walls or build bridges.

How to Build a Culture People Actually Feel

You don’t create it once and move on. You grow it, protect it, and feed it every day. And while every company talks about culture, few intentionally build one that people actually feel.

Here are some ways to start:

Lead With Emotion, Not Ego

Culture starts with emotional intelligence. It’s knowing when to push, when to pause, and when to just listen. Great leaders don’t need to have all the answers, they need to create space for others to find them. Ask more questions. Show vulnerability. Let people see the human behind the title.

Create Safety Before Strategy

No innovation can exist without psychological safety. People need to know they can make mistakes, ask questions, and challenge ideas without being punished for it. Start meetings with curiosity, not criticism. Reward effort, not just outcomes.

Celebrate the Real Stuff

Recognize people for more than hitting numbers. Celebrate the person who stayed late to help a teammate, the one who turned feedback into growth, or the quiet one who made the process smoother for everyone else.

Allow Individuality

Culture thrives when individuality is welcomed. Different voices, styles, and experiences create depth. Encourage people to bring themselves, not a version they think will be accepted. Authenticity isn’t a risk; it’s a catalyst.

Communicate Often and Honestly

People don’t need perfection; they need clarity. Be transparent about what’s working and what’s not. When leadership communicates openly, it tells the team: we trust you with the truth. That trust builds belonging faster than any mission statement.

Never Forget the Why

Culture drifts when purpose fades. Remind people why their work matters and how it connects to something bigger than a quota or metric. When purpose is clear, alignment follows.

Remember- Leadership isn’t about policies; it’s about presence, and at the end of the day, culture isn’t built by companies, it’s built by humans.