The blueprint for a successful workplace culture concept

The blueprint for a successful workplace culture: perspectives from business leaders

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In today’s competitive business environment, workplace culture has become a critical element that defines the success of an organisation. Gone are the days when culture was an afterthought – it’s now recognised as a driving force behind long-term sustainability. Companies that successfully embed their culture into every facet of their operations see remarkable results. From attracting top talent to delivering exceptional customer experiences, a strong, purpose-driven culture creates a ripple effect that touches every aspect of a business.

We all know a great culture when we experience it. People are happy, they work well together, they care about each other and their customers. However, really great cultures are rare. What makes a great culture? We spoke with three senior leaders from a range of different sectors and asked them, what do you do differently?

  • Susana Berlevy, most recently CPO at Irwin Mitchell, Leading Law Firm
  • Pia Dekkers, Human Resources & OD Director, most recently at leading global, luxury fashion brand
  • Steve Deverill, Managing Partner, Eton Bridge Partners

 

Susana Berlevy, most recently CPO at Irwin Mitchell, Leading Law Firm Pia Dekkers, Human Resources & OD Director, most recently at leading global, luxury fashion brand Steve Deverill, Managing Partner, Eton Bridge Partners

 

Interestingly, across all three leaders, their strategies were consistent. Let’s get into the detail.

 

Defining culture: more than just a buzzword

Culture is not a buzzword – it’s the heartbeat of the organisation. It’s the lived experiences of employees, the collective behaviours and the energy that fills the workplace. Steve Deverill at Eton Bridge put it as, “Ultimately, culture for me is the way the business feels, how people feel when they’re at work and how people act as a collective. That’s why culture is super important for a business.”

Successful cultures aren’t built on empty slogans or quick wins; they are meticulously curated to align with a company’s core values and mission. A company’s culture must be lived every day, reflected in how people collaborate, innovate, and interact with one another. Authentic leadership is essential – leaders who embody the company’s values and lead with genuine care for their people set the tone for the entire organisation.

Susana Berlevy explained “You witness every single person in the organisation from the front of house to the CEO. Whoever you meet, it’s the way they talk, the way they carry themselves, the way they operate, how they interact with you and each other.”

 

The role of purpose and authentic leadership

Leaders must not only set strategic direction but also live and breathe the culture. When leaders are purpose-driven, employees naturally follow suit. Steve shared; “Whether I do it right or wrong, I lead from a point of authenticity. I’d hope that people within the company see me as a key cultural pillar and trust me, knowing that I’ll always be fair.”

Authentic leadership builds trust, creating an environment where employees feel safe and valued. It’s this trust that empowers employees to bring their whole selves to work, contributing to a culture of innovation and collaboration. In these organisations, people are driven by purpose, knowing how their roles fit into the bigger picture and feeling valued for their unique contributions.

Pia Dekkers explained “It’s not hierarchical, it’s about making sure that people understand where they fit, and what it means for them, and how they can contribute. I think it’s making people feel they’re valued, not just being done unto.”

 

‘Culture is the secret sauce for success; it is unique to each organisation and cannot be copied.’ Susana Berlevy

 

Culture is collaboration: the key to long-term success

While short-term gains might tempt companies to focus on individual performance, a successful workplace culture recognises that collaboration drives long-term results. An inclusive, team-focused environment leads to sustainable success because it harnesses the collective energy of employees working together toward a shared mission.

As Susana told us: “It’s got to be a team effort and we must do it collectively. Let’s make it viral and create culture champions.” Pia reinforced the importance of strong teams and collaboration: “I’m only as good as the team that works for me and I always maintain that. When you focus on people’s strengths it results in a much better impact. If you’re focussing on weaknesses, you’re looking back and we need to be looking forwards.”

Companies that promote collaboration see the benefits not only internally but also in how they deliver to customers. As Susana shared, “The feedback from our clients is consistent. Our lawyers are experts in their subject matter, but it’s their human touch that sets them apart, and their passion for their clients.” When employees are engaged and working in harmony, that energy translates into exceptional customer experiences.

 

Calling out counter-cultural behaviour

A strong culture must also have accountability. Counter-cultural behaviour -actions that go against the company’s core values – cannot be ignored. Steve shared a tough yet important truth: “It is often the right decision to let individuals go, even if it is difficult. There have been examples where we have chosen our culture, protection of our brand and employees over financials.”

This shows that in a successful culture, as Pia explained, “no one person is bigger than the brand”, and upholding values matters more than short-term financial gains. Failing to address toxic behaviour erodes trust and can lead to disengagement, higher turnover, and a fractured workplace.

 

‘Ask the questions, what makes us great? What would make us even better?’ Pia Dekkers

 

Embedding ED&I for a thriving culture

A critical aspect of a thriving culture is Equality, Diversity, and Inclusion (ED&I). When people feel safe to be their authentic selves at work, they perform better and are more engaged. Psychological safety allows employees to express ideas, admit mistakes and ask questions without fear of judgment or retribution. Steve commented, “we want our people to be themselves and feel a strong sense of psychological safety.”

In this kind of environment, ED&I isn’t just a checkbox – it’s a core part of the culture, ensuring that people feel valued and empowered to contribute in meaningful ways.

 

Values and beliefs drive behaviour

One of the biggest misconceptions about culture is that changing behaviour alone will solve problems. In reality, attitudes and beliefs drive behaviour – not the other way around. Many cultural initiatives fail because they focus on trying to modify surface-level behaviours without addressing the deeper beliefs that shape those behaviours. As Pia told us “You need to make people self-aware, so they can understand how their beliefs lead to their behaviour and therefore they have a choice how to behave”.

A culture that fosters genuine belief in its purpose will naturally see behaviours align with its mission. As Susana insightfully noted, “What you have to do is go deeper into the beliefs, into the principles – the way to change behaviour is by really going deep into what drives individuals as humans.”

When employees believe in the company’s purpose, their actions reflect that belief and the culture becomes a living, breathing force that guides every decision.

 

‘Never underestimate the importance of your people – people are the heart of your business.’ Steve Deverill

 

Trust and empower your employees

Finally, trust is the bedrock of any successful workplace culture. When leaders trust and empower their employees, they foster an environment of autonomy and accountability. This leads to higher engagement and a sense of empowerment. Steve summed it up perfectly: “We focus on people’s outcomes rather than their inputs and actually trust that people know what they’re doing.”

By giving employees the freedom to take ownership of their work, businesses see improved performance and innovation. Trust also builds resilience; when challenges arise, employees who feel supported by their leaders and colleagues are more likely to rise to the occasion and work together to overcome obstacles.

 

In summary: building a culture that thrives

Creating a thriving workplace culture isn’t an accident – it requires intentionality and commitment. By embedding culture into every aspect of the business, fostering authentic leadership, focusing on collaboration, purpose and trust, companies can create environments where employees feel empowered and engaged. When culture is prioritised, the ripple effect reaches every part of the organisation.

Ensuring a company’s values and strategic goals align with people believing that they can achieve their personal goals, whilst being the best version of themselves, creates a powerful culture that achieves the exceptional.

 

Our Consulting team are experts in Organisational Effectiveness and Culture, helping some of the world’s leading companies implement change in a way that everyone responds to.

To hear more and continue the conversation about how Culture can impact your business, please get in touch with Justin and Molly.

 

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