Who Really Shapes Culture?

Written by Gabriella Tappatá Falotico

We often think of culture as something built collectively—shared values, norms, and behaviors that shape how a company operates. And while that’s true, there’s a deeper layer that doesn’t always get enough attention: who sets the tone? 

Who draws the line between what’s promoted and what’s actually practiced? It’s easy to talk about integrity, respect, or collaboration. But culture is ultimately defined by how we act when no one’s watching—and especially by what leadership tolerates, celebrates, or chooses to overlook.

Leadership as a Mirror

Leaders don’t just guide strategy—they reflect what’s acceptable. Their actions quietly (and sometimes loudly) signal what matters most. And whether they intend to or not, they shape the invisible rules the rest of the organization follows. 

Culture doesn’t just come from what’s said in town halls or value statements—it comes from what leaders do on a daily basis, from the standards they uphold, the inconsistencies they ignore, and the boundaries they respect—or blur. Leadership is a mirror, and whatever it reflects, the team absorbs.

Consistency Builds Trust

Coherence between what an organization says and what it does is the foundation of trust, and trust isn’t built through big speeches—it’s built in small decisions repeated over time. When that coherence breaks, trust erodes—slowly, silently. And with it, so does engagement, motivation, and shared purpose. A culture that only exists in words is fragile; a culture practiced with consistency is resilient.

Feedback as a Culture-Shaper

The way we give and receive feedback tells us everything about a team’s culture. Is feedback avoided—or embraced? Is it used to punish, or to grow? Environments that foster honest, respectful feedback are the ones that evolve faster, collaborate better, and retain trust even when challenges arise. Feedback is not just a tool for performance—it's a reflection of how much we care about accountability, growth, and each other.

How We React Shapes Who We Are

Culture is also revealed in how we respond to adversity. When something unexpected happens—an internal mistake, a difficult client moment, or even interpersonal tension—how do we show up? Do we look away? Do we blame? Or do we pause, reflect, and respond with clarity and intention? Our reactions in moments of pressure are not separate from culture—they define it. Because it's in those moments that teams either fracture or strengthen, depending on what behaviors are reinforced.

So, Who Shapes Culture?

The answer is everyone, but not everyone has the same impact. Those in leadership roles have the power—and responsibility—to model the behaviors they expect from others, because no code of ethics, no value statement, no training session can compensate for daily inconsistency. 

So maybe the better question is:

• What are we normalizing, intentionally or not? 

• What does our silence allow? 

• Are we reinforcing the culture we say we stand for—or quietly undermining it?

How We Think About This at TAM

Culture doesn’t require perfection, but it does demand responsibility—accountability to act with integrity, to lead with coherence, and to ask hard questions when something doesn’t align. At the end of the day, culture isn’t a vibe, it’s a system. And systems are only as strong as the people who live them—especially when things get uncomfortable. 

That’s something we’re intentional about at TAM Solutions. We don’t claim to have all the answers, but we do commit to asking the right questions—together. We believe culture is shaped in the everyday: in the feedback loops, in the clarity of our expectations, and in how we hold each other accountable with respect and transparency. 

Because when culture is everyone’s job—but leadership sets the tone—consistency becomes more than a value. It becomes a practice.