Practice Makes Culture™️

Practice Makes Culture™️

What you practice as a leader and leadership team becomes organizational habit and forms the foundation of your culture. Whether you’re leading your business to continuously improve, or leading a transformation, your words and behaviors create experiences that shape others’ beliefs and actions, and ultimately your results.

To speed the change of both conscious and unconscious behaviors for leaders and leadership teams, Elevate principals facilitate Practice Makes Culture™️ sessions as active working sessions that both effectively create space for leaders to practice adopting and refining new behaviors while getting their most critical work done.

We incorporate deliberate practice and habit change theory to create lasting, positive cultural change that delivers improved business results. This includes training and practice in lean-agile leadership, updating ongoing working agreements, and establishing a cadence of practice in normal leadership meetings.

Our approach brings immediate, critical transparency into the current state of work and culture for a department or line of business, and provides transparency and progress toward needed changes and outcomes. 

Let’s Practice
Ready to improve your culture? Contact Elevate to get started.

What we each practice as conscious behaviors (and habits) shapes the culture of our relationship with ourselves, with our partners, within our organizations, within our country, across countries and throughout our world.

I’ll follow this post with others on culture, habit change, and facilitating organizational change, but for today, I’d just like to share a simple post on how you can get started.


Getting Started
Positive behavior and habit change is noticeable and powerful when taken as an individual, and even more powerful when practiced as a team.

Every small action, every small change you model is a visible vote for the culture you want to create.

If you’re interested in changing your company culture starting with yourself, as an individual, I suggest starting with working on personal responsibility, described in The Responsibility Process by our friend and respected colleague Christopher Avery.

If you’re interested in getting started as a leadership team, I suggest starting with this blog post on BRP to provide insight on how you might practice cultural change while creating organizational clarity and delivering your most critical work and change efforts forward.

What will you practice today?