The Culture Part
by Pamela Coleman
August 2025
Several years ago, I had a conversation with a former CEO of a large hospitality chain. He mentioned that he liked my title, VP of People & Culture. I asked him what he liked about it, and he said, the culture part.
I perked up. Having spent over 25 years building and reshaping cultures, I was keen to collect insights. I leaned in and asked, What was the culture like at the organization you led? He said, Culture, just like the culture you have here, is culture. Hmmm, I thought that was an odd answer, so I tried again. What made your culture unique from others in your industry? Again, we tried to have the same culture as you are trying to have. I realized that we were at an impasse, so I let go. However, this was not the first time I met a leader who did not understand culture.
Early in my career, I sat in a large HR staff meeting as we tried to identify and prioritize projects for the upcoming year. Most of us stayed silent while the VP of the group dominated the discussion, never asking for ideas or insights. Eventually, an experienced HR professional proposed an idea to improve efficiency in a salary planning activity. The VP said, You are not paid to have ideas. That is my job. You are paid to sit there and listen. We watched as this person turned red and shrank, and we all understood the message: if you want to succeed with this leader, sit down and shut up.
That is culture. Think about what this VP told the team: Do not offer any ideas. Be quiet. I will not invest in growing your critical thinking skills. With one 10-second reply, this leader disengaged their team.
Many leaders get this wrong. Culture is not about the quality of your swag, surfboard racks, or the coffee bar. While these might show appreciation for your team, they do not define culture, nor do Friday afternoon happy hours or occasional team-building outings. Culture is an organizing framework that communicates to your employees who you are and how you plan to operate. Culture is a promise. Culture is the part that talented people seek.
The Cultural Coherence Model guides you through the process of defining clear cultural characteristics. These characteristics work for all leaders across all functions, ensuring everyone understands your culture’s contours. The operating code develops as a reflection of the contours. While it is tempting to believe that core values do this work for you, they do not. Culture is a strategic initiative that requires planning, development, and resources. Make sure you are creating the culture you aim to create.
The culture part.
Interested in the model? Please reach out!