Character shapes culture in workplace

[WORLD] In a world where organizational culture is often hailed as the secret sauce behind business success, new research and leadership insights are turning the spotlight on something even more fundamental: character. As companies grapple with rapid change, economic uncertainty, and rising expectations for ethical leadership, a growing body of evidence suggests that the micro-foundations of character—not just culture—are the true drivers of organizational behavior, resilience, and long-term performance.

The Interplay of Character and Culture

For decades, the phrase “culture eats strategy for breakfast,” attributed to management thinker Peter Drucker, has underscored the idea that even the best-laid plans will falter without a strong, cohesive culture. But recent research from the Ivey Business School and others is reframing the conversation: it is character—the personal qualities and values of individuals—that shapes and sustains culture itself.

Character, as defined by scholars, encompasses traits such as accountability, humility, temperance, courage, and humanity. These are not just ethical ideals but practical competencies that influence how people behave, make decisions, and interact within organizations. When character is strong and well-balanced across these dimensions, it becomes the bedrock of a healthy, adaptive culture.

“People come to understand that culture is a reflection of their character, and to induce cultural transformation, they must enhance their character,” notes leadership expert Mary Crossan.

Why Character Comes First

The Micro-Foundations of Organizational Life

Culture is often described as “how things are done around here”—the shared norms, values, and behaviors that define a workplace. But culture does not emerge in a vacuum. It is built, moment by moment, through the actions and decisions of individuals. This means that the character of leaders and employees is the true starting point for any meaningful cultural change.

A telling example: An executive with strong accountability but lacking in humility and temperance may become overly controlling, undermining team trust and stifling learning. This imbalance, while rooted in a strength, can create a culture where responsibility is feared rather than embraced, illustrating how character “overweights” can distort culture.

Evidence-Based Impact

The business case for character is compelling. Organizations led by high-character leaders see returns on assets up to five times higher than those with low-character leadership. These leaders are not just ethical—they are compassionate, willing to serve others, and adept at forgiving mistakes, all of which foster trust and engagement throughout the organization.

Research in organizational psychology further confirms that character traits such as innovation, conscientiousness, and agreeableness have significant positive impacts on both performance and growth potential. Conversely, a lack of character diversity or overemphasis on certain traits can reduce flexibility and hinder adaptation to change.

Leadership: The Catalyst for Character and Culture

Leadership is the bridge between individual character and collective culture. Leaders act as “cultural architects,” modeling values, setting expectations, and shaping the unwritten rules that guide behavior. Their character is magnified through their decisions, especially in moments of crisis or ambiguity.

“Culture and leadership are two sides of the same coin,” argue organizational scholars Schein & Schein.

Effective leaders recognize their own character blind spots and work deliberately to strengthen weaker dimensions. Tools like the Character Quotient (CQ) help individuals assess and develop their character, much like a gym routine for personal growth. This self-awareness is critical, as leaders’ actions—more than words—set the tone for the entire organization.

Practical Steps: Building Character to Transform Culture

1. Self-Assessment and Development

Organizations are increasingly using structured assessments to help leaders and teams understand their character strengths and areas for growth. Regular reflection and feedback are essential for ongoing development.

2. Role Modeling and Accountability

Leaders must “walk the talk,” demonstrating integrity, humility, and courage in daily interactions. Clear accountability systems reinforce these values, ensuring that character is not just aspirational but operationalized in hiring, performance management, and reward systems.

3. Integrating Character into Culture Initiatives

Culture change programs are most effective when they start with character development. This means embedding character education into onboarding, leadership training, and team-building activities.

4. Encouraging Diversity of Character

While alignment on core values is important, organizations should also value diverse perspectives and character strengths. This diversity drives innovation and resilience in the face of change.

Case in Point: When Culture Fails Without Character

The recent troubles at Brewdog, a high-profile brewery, illustrate the dangers of neglecting character. Despite a strong brand and ambitious strategy, allegations of a toxic, fear-driven culture led to reputational damage and delayed strategic initiatives. The company’s failure to foster a culture of respect and integrity at all levels—rooted in character—proved costly.

The Road Ahead: Character as Competitive Advantage

As organizations navigate an era of uncertainty—marked by economic volatility, geopolitical tensions, and rapid technological change—the need for character-driven leadership has never been greater. Character is not a “soft” skill but a strategic asset, underpinning the agility, trust, and ethical judgment that organizations need to thrive.

“You must be the change you wish to see in the world,” Gandhi famously said—a reminder that transformation starts with becoming, not just doing.

For business leaders, HR professionals, and anyone invested in organizational success, the message is clear: If you want to change culture, start with character. By investing in the daily development of character at every level, organizations can build cultures that are resilient, innovative, and truly fit for the challenges of the modern world.