One of my favorite phrases to share with leaders is, “The mood of the king is the mood of the kingdom.” It’s a simple but powerful way to illustrate just how influential leadership is on a company’s culture—for better or worse. A companion phrase I often use is, “What leaders praise becomes culture.” Most people immediately understand this idea, yet very few apply it intentionally. I’m a strong believer in core values. Every organization should define them, practice them, and build its success around them. The challenge is that many companies stop at publishing their values on a website or hanging them on a wall like content trophies. Ask employees to name a core value, and most can’t. While alignment can be built over time, the fastest path to embedding values into a culture is through praise. Core values and culture are inseparable. If it’s not the stated values shaping behavior, it will be the implied ones—work hard, keep customers happy, drive profitability. Core values speak not only to what we believe, but to who we are. In other words, they become the culture.
People are hardwired to seek praise. We may respond to it differently—some thrive on it, others downplay it—but we all recognize it as affirmation. Praise signals appreciation and validation, and human nature pulls us toward more of it. Many leaders underestimate just how powerful praise can be. It doesn’t just acknowledge behavior; it sets an example and establishes expectations. When leaders praise certain actions, the team learns what truly matters. Culture, at its core, is a group’s shared values and beliefs. Those values may be articulated in a mission statement, but praise reveals how they are actually lived out day to day. When you see someone embodying a core value, call it out—specifically and publicly when appropriate. That behavior will be noticed, processed, and often repeated. Over time, you begin shaping the culture you want instead of reacting to the culture you have. Here are five ways leaders can use praise more intentionally to build the right culture.
- Tie praise directly to core values – Don’t just say “great job.” Explain which value was demonstrated and why it mattered.
- Be specific and timely – Vague or delayed praise loses impact. Immediate, clear recognition reinforces behavior more effectively.
- Praise behaviors, not personalities – Focus on actions within someone’s control, not traits. This encourages repeatable performance.
- Balance public and private recognition – Public praise reinforces culture; private praise deepens trust. Use both intentionally.
- Model what you want repeated – What you consistently praise will multiply. What you ignore will fade.
