Culture is not just a buzzword—it is the foundation of long-term success. It determines why people choose to work with you, why they stay, and why donors and partners feel compelled to support your mission. When hard times come, a strong culture acts as deep roots, keeping teams standing through crises and challenges.

The Power of Culture in Crisis

I learned the importance of culture in a profound way. A few years ago, while working in the development office of a school, I was having what seemed like an ordinary day—responding to emails and managing tasks. Suddenly, an explosion rocked the building. In an instant, we were in crisis. A part of the school had collapsed, employees lost their lives, and others, including myself, were injured. It was a moment of tragedy, uncertainty, and immense grief.

But what got us through was not a superhuman effort by a few individuals—it was the culture we had built long before the crisis hit. We had been practicing and living out the value of community, and when disaster struck, our team came together, supported each other, and began the long journey of healing and rebuilding. This experience underscored an essential truth: culture is not something you create in the middle of a crisis. It must be cultivated and deeply rooted beforehand.

Defining Culture: More Than Just Words

Many organizations talk about culture, but what does it truly mean? Culture is not just a set of statements on a website or posters on a wall. It is the lived-out values that shape behaviors and interactions. It is how people act, how they treat one another, and the experiences they create for those around them.

One effective way to assess and build culture is through the CORE framework:

C – Consistent and Celebrated Behaviors: Are your core values consistently practiced and recognized? Do team members know and embrace them as an integral part of the organization’s identity?

O – Observable Actions: Can you see evidence of these values in daily interactions? Are they clearly demonstrated in decision-making, leadership styles, and teamwork?

R – Recognized by Stakeholders: Do external partners, clients, and donors recognize and experience the values of your organization without being told? Your culture should be self-evident to those who engage with you.

E – Evaluated and Measured: If something is truly important, it should be measured. Are you assessing whether your team is living out these values? Are they reflected in performance reviews and organizational goals?

Culture as a Performance Indicator

Too often, organizations celebrate achievements such as fundraising success or project completion without considering whether those successes align with their core values. If an individual brings in significant revenue but undermines the organization’s culture through toxic behavior, their actions ultimately weaken the foundation of the organization. Over time, a misalignment between success and values can lead to instability and distrust.

On the other hand, when culture is prioritized, it strengthens the entire organization. Leaders should regularly evaluate their team’s adherence to cultural values and ensure they are being reinforced at every level. By doing so, they create an environment where both success and integrity thrive.

Practical Steps to Strengthen Your Culture

Building a strong culture requires intentional effort. Here are some steps leaders can take:

• Gather your team and assess your values. Are they clearly defined, lived out, and celebrated?

• Encourage discussion around values. What do they look like in practice? Ask your team to share examples of how they experience these values in their daily work.

• Seek feedback from stakeholders. Do your donors, partners, and clients perceive your organization as you intend them to?

• Integrate cultural values into evaluations. Make them a key component of performance reviews and leadership assessments.

• Reflect and adjust. Culture is an ongoing process. Regularly assess whether you are staying true to your values and make adjustments as needed.

The Deep Roots of Resilience

Every organization and leader will face challenges at some point. Whether it is a financial crisis, internal conflict, or external pressures, the strength of an organization’s culture determines its ability to withstand and recover from adversity. Deep roots do not grow overnight—they are cultivated through consistent, intentional efforts over time.

By prioritizing culture, leaders build organizations that are not only successful but also resilient, unified, and deeply connected to their mission.A strong culture is the glue that holds teams together, fuels purpose-driven work, and creates a legacy of integrity and impact.

As you move forward, take the time to examine your organization’s culture. Are your values deeply rooted? Do they guide your decisions and interactions? By focusing on these questions and taking action, you will lay the foundation for lasting success and meaningful impact.