Dear Reader
You've probably heard the phrase "Culture eats strategy for breakfast"
I believe it deeply.
But here's what is less talked about: culture doesn't build itself. It's leader-led, deliberate and often deeply uncomfortable. And in high-performing, fast moving organisations - it's often the first thing to slip.
As I reflect on my time as a CEO, this was a big part of my journey. We had a bias to move fast, rightly so - millions of lives were on the line. But that pace often made it harder to pause and invest in people, connection and belonging. At one point we were growing so fast - half of my staff had joined in the last two years. Strategy mattered, but culture determined whether we could execute it at scale.
Here's what I learned:
🔹 Culture needs structure.
We hired our first Chief People & Culture Officer (it was not just about recruitment or HR), ran our first culture survey, and co-created a “great place to work” plan. Our engagement scores rose year on year - well above global norms.
🔹 Psychological safety takes real work.
We brought in external facilitators to help surface the “stinky fish”- those avoided truths - and built space for honesty, even when it was uncomfortable. And it was.
🔹 Power-sharing must be intentional.
We created a Leadership Council, adopted decision-making frameworks, and dug into helping leaders want to take on the power, and others to give it up. Delegation wasn't about stepping back - it was about lifting others up.
🔹 We knew our top talent and invested in them.
We developed exciting, personalised growth plans and had real succession conversations. Talent felt seen, valued, and supported to grow.
🔹 We challenged the ‘career ladder’ mindset.
At our career conversations, we talked openly about squiggly careers - normalising growth that isn’t always vertical. It sparked energy and ownership.
🔹 People policies are culture in action.
From extended parental leave to paid sabbaticals and transparent salary bands - we built fairness into the system.
🔹 Leadership is human.
My weekly emails to staff started as updates and evolved into a space for stories, values and reflection. Visibility became connection. A way to lead with heart and bring people along the journey.
We built an inclusive, value based culture not by accident but by design. I shifted how much time I spent engaging and listening to staff - making this a personal priority and spending significantly more time than I initially thought was needed.
I wrote more about my journey here:
My CEO Journey: Building Culture, Driving Impact & Leaving a Legacy
These experiences now fuel my work at Volante - partnering with purpose-driven leaders through pivotal moments.
If your team is growing, stretching or under strain and culture feels like it's being squeezed out. Or you are wondering if you need to show up differently as a leader, then let's talk.
I'd love to connect.
Warmly,
Liz
Strategic Advisor | Former CEO | Founder, Volante
Based in Kenya, available globally
