Company Culture by Design: Michael Grochmal

Show Notes

Culture Isn't an HR Program—It's Leadership in Action
How to Build an Intentional Workplace Culture

Episode 312 (Michael is based in Ontario, Canada, repeat of #162)

In this conversation with Michael Grochmal we explore:

• why every organization already has a culture


• the difference between intentional and accidental culture


• how everyday behaviors define organizational values


• building customer service into company culture


• recognizing employees in meaningful ways


• creating belonging for remote employees


• using handwritten notes to strengthen relationships


• learning from other successful organizations


• why leaders should experience their own customer journey


• how culture books reinforce organizational identity


• creating accountability through agreement


• why people need to understand the purpose behind expectations


• building a learning organization


• making culture part of everyday leadership

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About our guest Michael Grochmal:

Michael is Director of Culture for CEO Global Network. He's been a member for 14 years. 

Before selling the company. he was President of AtlasCare for 12 years.

Learn more about CEO Global Network 

https://ceoglobalnetwork.com/

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Key points from this conversation:

• Company culture exists whether you intentionally create it or not.


• Culture is simply an agreed set of behaviors and expectations.


• Leaders should build culture by design rather than by accident.


• Every action communicates a message to employees, customers and suppliers.


• Small, consistent behaviors reinforce organizational values.


• Employee recognition becomes meaningful when it is personal.


• Leaders should regularly experience their business as customers.


• Culture grows stronger when people understand the "why" behind expectations.


• Remote employees require intentional efforts to feel connected.


• Learning organizations create stronger leaders and stronger cultures.


• Company culture belongs to everyone, not only the CEO.


• Celebrating success reminds people that their work matters.


• Accountability begins with shared agreement rather than imposed control.


• Great cultures continuously evolve through observation, learning and refinement.

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