Yes, this is a November blog (and yes, the Brewers just won the World Series), but I'm writing it in October, just days after the Chicago White Sox lost the ALDS to the Cleveland Guardians. Hang tight, Cubs fans. This blog isn't about baseball. :)
As a die-hard Sox fan and baseball lover, while I was disappointed they didn't advance further into postseason baseball, I am absolutely elated they got as far as they did. Let's put this into perspective. The White Sox were not supposed to be this good. They are still in rebuild mode after losing more than 100 games in each of the 2023, 2024, and 2025 seasons. (It's not easy being a Sox fan.) This little burst of goodness White Sox fans enjoyed this year was a surprise. Or, at the very least, a surprise that came sooner than expected.
The team is made up of a lot of young players, many with only a few years of MLB experience. So, what made them become good sooner than expected? I'm sure the people who write and broadcast about sports have a much more technical answer, but my answer is this: Culture.
The players gelled. They had fun. They became friends. They played for each other. Throughout the season, you could hear the genuine appreciation the players had for their teammates. Just watching the camaraderie in the dugout, you could see that this team clicked.
Now, I'm not suggesting that culture alone wins baseball games. Talent, coaching, strategy, and execution obviously matter. However, I do believe that when you have talented people who trust each other, support each other, and genuinely enjoy working toward a common goal, something pretty special can happen. And, I believe we saw a little of that magic on the South Side this year (cue the magic wand, Mike Vasil).
Which brings me to the real topic of this blog. Culture.
It's such a buzzword, isn't it? You hear people talking about company culture all the time. Candidates ask about it during interviews. Companies proudly promote it on their websites. Founders and leaders will tell you, "We have a great culture." But do you? Here's the thing about culture. It's easy to talk about. It's much harder to live.
You can have beautifully written core values hanging on the wall. You can talk about teamwork, accountability, respect, and transparency until you're blue in the face. You can host happy hours, celebrate birthdays, and offer all the fun perks. However, none of those things, on their own, create a great culture.
Culture is not what you say you value. Culture is what your people experience every single day. It's how people treat each other when things get stressful. It's whether someone feels comfortable speaking up when they disagree. It's how mistakes are handled. It's whether people celebrate each other's wins or compete for the spotlight. It's what happens when someone isn't living up to the company's values.
And, perhaps most importantly, it's what leaders do when no one is watching. I believe wholeheartedly: Culture starts with the founder.
Whether you realize it or not, as a founder, you are setting the tone for your entire organization. Your people are watching how you respond to challenges. How you treat others. How you communicate. How you handle mistakes. How you make decisions.
If you say you value work-life balance but send emails at 10 p.m. expecting an immediate response, what message are you sending?
If you say you value transparency but withhold important information, what are you teaching your team?
If you say you value accountability but consistently make excuses for your own mistakes, why would you expect your employees to take ownership of theirs?
And, if you say respect is a core value but tolerate disrespectful behavior from a high performer, you've just shown your team what really matters.
The reality is that your actions will always speak louder than your words. Your team will take its cues from what you do, not just what you say. And that means creating a strong culture requires more than defining your values. It requires consistently demonstrating them. Every. Single. Day.
Does that mean founders have to be perfect? Absolutely not.
In fact, I would argue that one of the most powerful things a founder can do is admit when they've gotten something wrong. Own it. Apologize. Make it right. That's leadership and culture in action.
How do you know if your business really has a strong culture?
Ask yourself these five questions, and be honest with your answers.
1. Do I model the behaviors I expect from my team?
It's one thing to expect accountability, respect, collaboration, and integrity. It's another to demonstrate those behaviors yourself, especially when things aren't going your way.
2. Do my employees feel safe telling me the truth?
Can someone respectfully disagree with you? Can they bring you a problem without worrying about your reaction? Can they admit a mistake without fear of being embarrassed or punished? If your people are afraid to have honest conversations, you have a culture problem.
3. Do we celebrate the right things?
Are you only celebrating results, or are you also recognizing the behaviors that produce those results? Are you acknowledging teamwork, initiative, kindness, and people who go above and beyond to help others succeed?
4. Do we hold everyone to the same standards?
This is a big one. Are you willing to address behavior that doesn't align with your values, even when it comes from your highest performer or longest-tenured employee? The behavior you tolerate will eventually become part of your culture.
5. Would my employees describe our culture the same way I do?
This is probably the most important question of all. If you say your culture is collaborative, supportive, and empowering, would your employees agree? And would they agree if you weren't in the room?
Building a Great Culture Is an Everyday Commitment. The good news? You don't need an elaborate culture initiative or a big budget to make meaningful improvements. Start small. Start intentionally. And, most importantly, start with yourself. And remember, building a strong culture isn't a one-and-done exercise. It's something you nurture every day through the decisions you make, the conversations you have, and the example you set.
It All Comes Back to the Team.
As I think back on this White Sox season, what I'll remember most isn't just the wins or the unexpected postseason appearance. It's the energy. The camaraderie. The feeling that these guys genuinely enjoyed being part of something together. They were still a young team. Still learning. Still building. And certainly not perfect.
Yet, they seemed to have something that every founder should want for their business: a group of people who believed in each other and were committed to a common goal. That's powerful.