Before You Chart the Course, Check Your Compass

Welcome to 2026. Your inbox is likely filling with forecasts, trend reports, and strategic planning templates. Everyone wants to know: where is your business going this year? 

But here's what we've learned from working with leaders for decades: the most successful organizations don't start with where they're going. They start with who they are. 

Before you finalize your strategic plan, take time to revisit what your company stands for right now. Because your culture isn't just the foundation for growth. It's the engine that drives it. 

We've worked with countless organizations over the years, and we've seen a pattern. The leaders who rush into goal-setting without examining their current culture often find themselves frustrated six months down the road. Their teams aren't engaged. Their initiatives stall. Their best people start looking elsewhere. 

It's not because their strategy was wrong. It's because they built it on a foundation they hadn't fully understood. 

Your culture is the lived experience of your workplace. It's how decisions get made, how people treat each other, how mistakes are handled, and how success is celebrated. It's not what you say in your values statement. It's what happens every single day when no one is watching. 

And here's the thing: you can't change where you're going if you don't honestly assess where you are. 

Here are 3 Questions Every Leader Should Ask About Their Culture 

We recommend setting aside time this month to reflect on these questions. Better yet, bring them to your leadership team and have an honest conversation. 

1. What do we want to be known for as an employer in 2026? 

In a year where talent matters more than ever, what reputation do you want to build? Think beyond the job postings and career pages. What would you want your employees to say about working here when they're talking to friends or former colleagues? 

This question matters because your employer brand isn't what you claim. It's what people experience and share. When there's alignment between what you aspire to be and what people actually feel, that's when culture becomes your competitive advantage. 

That answer becomes your cultural compass for the year ahead. 

2. What behaviors should we see more of? 

Look at the moments when your organization performs at its best. What behaviors show up? Is it collaboration across departments? Is it people speaking up with ideas? Is it leaders making time for meaningful connection? Or teams solving problems creatively under pressure? 

Name those behaviors specifically. Write them down. Talk about them openly. 

Because what gets recognized gets repeated. If you want more of certain behaviors, you need to notice them, celebrate them, and create the conditions for them to flourish. 

3. What outdated habits should we finally retire? 

Every organization accumulates practices that no longer serve its people or mission. Maybe it's approval processes that bottleneck decision-making, or meeting cultures that drain energy, or communication silos that slow innovation. Maybe it's the way feedback is given, or how projects get prioritized, or even how office space is used. 

Some of these habits made sense years ago. Some never made sense but became tradition anyway. This is your year to let go of what's holding you back. And letting go creates space for something better to emerge. 

Leaders don't build culture alone. The people who experience your workplace every day hold insights you can't access from the executive level. They see the gaps between intention and reality. They know what's working and what isn't. They have ideas you haven't considered. 

This January, carve out time to ask your team: "What do you wish we did more of here?" 

This simple question opens the door to honest conversation. It signals that you're listening, that their perspective matters, that you're genuinely interested in making things better. 

Listen without defensiveness. Take notes. Thank people for their honesty. Follow up on what you hear. You don't have to implement every suggestion, but you do need to acknowledge what you've learned and explain your thinking. 

When people feel genuinely seen and heard, something shifts. They stop being passive recipients of culture and become active partners in building the workplace you're working toward together. 

Asking these questions is just the beginning. The real work comes in what you do with the answers. 

Start by having honest conversations with your leadership team. Create space for vulnerability. Acknowledge where there are gaps between your aspirations and your reality. That honesty is where transformation begins. 

Then, take what you've learned and let it inform your priorities for the year. Maybe you realize you need to invest in leadership development. Maybe you need to reimagine how teams collaborate. Maybe you need to address a retention issue you've been avoiding. 

Your strategic plan should reflect your cultural priorities, not ignore them. When strategy and culture are aligned, that's when organizations truly thrive. The strategic plans and growth targets matter. But they'll only succeed if they're built on a foundation of authentic culture and engaged people. 

This year, lead with intention. Start with who you are before deciding where you're going. Take the time to listen deeply, reflect honestly, and act courageously. 

When you invest in culture, you're investing in building a better business, stronger teams, and leaders who know how to bring out the best in everyone around them. 

Need support as you strengthen your culture in 2026? We’d be happy to talk about how coaching, workshops, or consulting can help you create a workplace where people truly thrive. Contact us!