The 'C' in CEO Stands for Culture Making the Intangible Tangible Through Cultural Symbiosis

The 'C' in CEO Stands for Culture Making the Intangible Tangible Through Cultural Symbiosis Ida M - Founder - LuminEssence Consulting Group

At ChiefX Chicago, Penny Pritzker, Former U.S. Secretary of Commerce, shared a simple yet profound truth: "The 'C' in CEO stands for culture." As someone who works in Leadership Empowerment, this message aligns with everything I believe. CEOs today must recognize that their role is not just about strategy—it's about culture. But how do you make something intangible, like culture, real? The answer lies in Cultural Symbiosis.

Culture Is More Than Just Words on a Website

Culture isn't just what’s written on a website or shared at company meetings. It’s the core values we embody through our decisions, behaviors, and interactions. These values make the intangible tangible—they’re the glue that holds an organization together. A CEO sets the tone by not just defining culture but living it every day.

In my book Escaping the Hamster Wheel and my leadership workshops, I explore how aligning personal and organizational core values strengthens culture. When values are clear and consistently practiced, culture becomes the backbone of success. A CEO who embodies these values creates an environment where employees feel empowered to contribute and innovate.

If the 'C' in CEO Stands for Culture, the 'E' Stands for Everyone

Penny’s insight made me reflect: If the 'C' stands for Culture, the 'E' represents Everyone—from the leadership team to entry-level employees. CEOs must understand that they are the embodiment of the entire organization’s culture. Every individual reflects the tone set by the CEO. This is where Cultural Symbiosis comes in: a thriving, collaborative culture can only exist when everyone feels connected to the organization’s mission and values.

Ownership: The CEO's Responsibility

The 'O' in CEO represents Ownership. Culture doesn’t evolve on its own; it requires intention and ownership from the top. CEOs can't delegate this responsibility. They must own it—actively ensuring that the company’s values aren’t just words, but actions that drive every decision. Ownership means intentionally creating spaces where culture is nurtured and reinforced.

To make this more actionable, consider the daily behaviors that reinforce ownership: holding yourself accountable, leading by example, and ensuring that every level of the organization aligns with the core values. CEOs who take ownership of culture set the foundation for sustainable success.

The Business Case for Culture

Strong culture doesn’t just feel good—it drives results. A culture rooted in values improves performance, boosts employee engagement, and fuels innovation. On the flip side, neglecting culture leads to costly disengagement, turnover, and reputation risk. CEOs who lead with culture aren’t just investing in their people—they’re securing their company’s future.

Key Takeaway for CEOs: Lead with Culture, Not Just Strategy

For CEOs, here’s the critical takeaway: Leadership isn't just about strategy or numbers—it’s about people and culture. If you aren't living your values, you can't expect your employees to embody them either. Take ownership of your culture and reflect on how your actions are aligning with the values you've set for your organization. Every decision you make and every conversation you have sends a message about what your company truly stands for. Be intentional in fostering a culture that empowers everyone—from the leadership team to the frontline—to thrive together.

In the end, thank you, Penny, for reminding us of this essential truth. Cultural leadership is about more than just vision—it’s about execution, ownership, and the commitment to live those values every day.

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