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Part Two - Three Practical Ways Leaders Can Start Investing in Culture Today Investing in culture doesn’t require a complete organisational overhaul. In fact, the most meaningful shifts often begin with small, intentional actions that compound over time. We often refer to this as "marginal gains". Start with micro actions that can be sustained over time. Here are three practical places where leaders can start. 1. Measure What You’re Really Experiencing — Not What You Intend Most leaders have a sense  of their culture. Fewer have a clear, shared understanding of how it’s actually being experienced across the organisation. Culture lives in perception. It’s how safe people feel to speak up, how supported they feel by their leaders and team members, and how aligned they feel to vision, purpose and values. Without insight, leaders are left guessing. Start by creating space to listen, regularly and consistently Use meaningful data, conversations, and feedback mechanisms that surface what’s really happening beneath the surface. When leaders understand the lived experience of their people, they can move from assumption to intention,  and from reaction to strategy. 2. Build Leadership Capability  Culture doesn’t change through posters or policies, it changes through positive leadership behaviour. Every leader casts a “shadow” through how they communicate, respond to pressure, give feedback, and role-model expectations. If leaders aren’t equipped to lead with emotional intelligence, clarity, and consistency, culture will always struggle to take hold. Investing in culture means investing in leaders and helping them build self-awareness, strengthen relational capability, and understand the impact they have on others. When leaders positively shift how they show up, culture shifts with them. 3. Align Culture to Strategy — Then Reinforce It Daily One of the most common gaps we see is a disconnect between stated values and day-to-day reality. Culture becomes powerful when it   actively supports organisational values and the vision of where the organisation is going. Ask : What behaviours do we need more of to deliver our strategy? Then ask : Are those behaviours being clearly reinforced, recognised, and rewarded? Culture is strengthened when leaders consistently highlight what “good” looks like, call out aligned behaviours, and address misalignment early. Over time, this creates clarity, accountability, and forward momentum as well as removes the ambiguity that so often undermines performance. So celebrate the small achievements and micro shifts. We love working with organisations who are genuine about building thriving workplace cultures. You can reach out to us to find out more about how PQfactor, our workplace culture tool plays a pivotal role, and why are leader scaffolding is the difference organisations need. Read about PQfactor here or here .

Tip 1: Proactively invest in building relationships and connections. Tip 2: Offer support to those outside of your direct accountability. Tip 3: Share your knowledge Share your knowledge and expertise generously. Tip 4: Bank credits in your Trust bank with others Act and behave always with integrity and honesty. These tips shouldn't be one-off actions. I prefer to see it as ways of working, a way of life.

Tip: Ring fence your coaching conversations as being different to other conversations, verbalise they Tip: Practise mindfulness breathing before a coaching conversation and notice any subtle shifts in voice Tip: We find it useful to remember inside/out/around - what’s happening inside, what does that have them Tip: Ask before the conversation starts how they want to be challenged and wait for trust and safety Tip: When you notice a team member paining over a choice, offer them space to self-reflect.

So here are a few tips; In this example it kicked off well - inclusion was high.

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What I have learnt is this 👇and these are my tips; ✅Start with questioning your own opinions and biases

Here are our tips for leaders.