Once a month, we share what we’re learning about branding and positioning at moments of change—new owners, new leaders, big shifts, and the culture that has to hold it all together. Short, useful, and worth your time.
Culture under pressure
Culture under pressureWhen organizations change, should their cultures change as well? How much? How fast?Branding & positioning at moments of change / Oct 2026Hey there, Like it or not, change is here. Teams are being reorganized, merged, trimmed, or asked to grow faster than they can hire. New owners and new leaders are showing up with new expectations. And the culture that got everyone here is getting stretched in ways nobody planned for. Here’s the thing: culture isn’t the ping-pong table or the offsite. It’s about behavior. It’s what gets celebrated, what gets tolerated, and what gets you shown the door. When an organization changes quickly, those behaviors can also change—sometimes in unpredictable ways—unless someone defines and drives them with purpose. That someone is leadership. Culture starts at the top. Like so many things, directing culture is easy to talk about but hard to do. So this month, I’m sharing what we’ve learned over the past twenty years about how to win when culture is under pressure. Be brave, Chris Erickson Featured articleYour company is primed for significant growth. Will your culture survive?The culture that got you here won’t automatically survive scale. Or a reorg, merger, or new owner. Here’s how to identify the sacred behaviors that hold your company together and then protect them before the next big change.  You’ll learn:
Featured videoThe secret to a useful vision: make it measurableValues tell people how to behave. Vision tells them where they’re going. When either one is vague, teams fill in the blanks themselves—and that’s where the slope gets pretty darn slippery.  In under three minutes, I break down why “be the best in our industry” drives nothing, and the two questions every vision has to answer: what will we accomplish, and how will we measure success? Vague visions don’t create flexibility. They waste energy. Watch nowGoing deeperHow your old guard can join forces with new blood to navigate changeBig change rarely happens without changes to the team. New leaders and new hires arrive to drive the shift, while the people who built the company are asked to trust it. Handled poorly, you get an “us” and “them.” Handled well, you get institutional knowledge and fresh thinking pulling in the same direction.  You’ll learn:
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Parliament
Once a month, we share what we’re learning about branding and positioning at moments of change—new owners, new leaders, big shifts, and the culture that has to hold it all together. Short, useful, and worth your time.