Culture Architect

Culture Architect

Culture is what you DO, not what you SAY. This skill builds culture as an operational system -- observable behaviors, measurable health, and rituals that scale from 5 people to 500.

Keywords

culture, company culture, values, mission, vision, culture code, cultural rituals, culture health, values-to-behaviors, founder culture, culture debt, value-washing, culture assessment, culture survey, psychological safety, culture scaling, engagement, eNPS, remote culture, hybrid culture, culture clash, employer brand, onboarding culture, performance culture, recognition

Core Principle

Culture = (What you reward) + (What you tolerate) + (What you celebrate)

If your values say "transparency" but you punish bearers of bad news, your real value is "optics." Culture is not aspirational. It is descriptive. The work is closing the gap between stated and actual.

Clarify First

Before generating, confirm these inputs. If any is unknown or vague, ASK — do not assume:

• Which deliverable is needed (values + behaviors, culture code, health survey, ritual calendar, culture-debt audit, or M&A integration) — each has its own template
• Company stage and headcount — rituals and transmission mechanisms that work at 15 people break at 150; the ritual matrix is stage-keyed
• What is actually rewarded, tolerated, and celebrated today — culture is descriptive, not aspirational; without the honest current state you produce wall-poster platitudes
• Work model (in-person, remote, hybrid) — determines which operating principles and meeting rules apply

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

Culture Diagnostic Decision Tree

START: "How is our culture?"
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[Run the Values Audit]
  Ask: "What did the last person who got promoted demonstrate?"
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