Most of us likely know that the test of real individual character doesn’t emerge when life is easy. As expressed by thought leaders through the ages, it’s forged—and revealed—under pressure. Times of adversity, disruption, and failure don’t just test us; they shape us.
Organizations are no different: a team’s culture is typically clearest when the pressure is on.
We’ve all been in offices (including many of our own) of organizations with “value statements” and motivational quotes framed on the walls. Indeed it’s an industry in and of itself (including one company out there that has brilliantly parodied it)!
But when deadlines squeeze, when tempers flare, when the stakes get high—that’s when real culture shows up. And in that moment, it’s not what’s declared that matters. It’s what’s formed.
The truth is, culture doesn’t happen by proclamation, or executive mandate. It happens through daily repetition, reinforcement, and relationship. It grows—or erodes—based on what people do consistently, especially when things get difficult.
That’s why we say: “mission” isn’t just what you say you do. Mission is what you’re formed to do—together.
If your team hasn’t been intentionally formed—through hiring, training, and accountability grounded in truth and virtue—then chances are, your culture is forming itself. And self-forming cultures drift, because they are not anchored to anything! They will default to convenience over conviction; to comfort over growth; to performance over purpose.
But there’s good news: the first step toward a formed culture is awareness.
That’s why we created The Culture Check—a simple but powerful diagnostic that helps leaders evaluate where their team stands today and where to focus next. It’s nine basic questions, grounded in three pillars:
-
Hiring for Mission – Are you prioritizing character and a personal growth mindset over résumé polish? Are you asking interview questions that surface virtue and mission alignment? Do new hires not only know your mission, but feel personally drawn to it?
-
Training for Mission – Are you providing structured formation beyond just job skills—focused on leadership and virtue? Can your team members clearly articulate what “mission” means in your organization? Does your onboarding intentionally expose people to your values, shared language, and behavioral expectations?
-
Accountability for Mission – Are you giving regular feedback tied to personal growth—not just performance? Do your supervisors model and expect virtue-based leadership? And are evaluations tied to how people live your values—not just what they achieve?
Each section offers a way to reflect, reset, and grow—personally and organizationally.
This isn’t a compliance checklist. It’s a conversation starter. A mirror held up to the culture you have, and a compass pointing toward the one you want.
Because if you want to go fast, you can work on tactics. But if you want to go far, you must work on culture.
Give this a shot! Take a few minutes to walk through the Culture Check with your team. It may surface more truth—and more opportunity—than you expect.
