{"id":211534,"date":"2025-04-08T15:57:30","date_gmt":"2025-04-08T22:57:30","guid":{"rendered":"https:\/\/jonplotner.com\/v1\/?p=211534"},"modified":"2025-10-31T17:26:50","modified_gmt":"2025-11-01T00:26:50","slug":"how-to-pick-the-right-people-for-your-culture-carrier-team","status":"publish","type":"post","link":"https:\/\/jonplotner.com\/v1\/how-to-pick-the-right-people-for-your-culture-carrier-team\/","title":{"rendered":"How to Pick the Right People for Your Culture Carrier Team"},"content":{"rendered":"

Every organization has a culture\u2014whether it's intentionally shaped or silently drifting. And if you're leading a team or a company, chances are you've felt the weight of shaping that culture in a meaningful, lasting way. You\u2019ve probably also realized this: you can\u2019t do it alone.<\/span><\/p>\n

Enter the <\/span>Culture Carrier Team<\/b>\u2014your crew of internal champions who model, multiply, and protect the values you want to see thrive. These aren\u2019t just cheerleaders. They\u2019re builders, truth-tellers, and influencers. They carry the essence of your team\u2019s identity into every meeting, project, and hallway conversation.<\/span><\/p>\n

But how do you find the <\/span>right<\/span><\/i> people for that team?<\/span><\/p>\n

It\u2019s not about titles. It\u2019s not about tenure. It\u2019s about alignment, trust, and influence. Let\u2019s walk through how to pick the people who will help shape your culture from the inside out.<\/span><\/p>\n

1. Start With What You Want to Multiply<\/span><\/h3>\n

Before you choose anyone, get clear on this:<\/span>
<\/span>What kind of culture are you trying to build?<\/b><\/p>\n

Is it collaborative? Feedback-rich? Innovative? Deeply relational? Values-driven?<\/span><\/p>\n

Whatever it is, your culture carriers should be the <\/span>living examples<\/span><\/i> of those qualities. They should be the kind of people who don\u2019t need a policy to do the right thing. Who lift the room with their presence. Who live the values, even when no one\u2019s watching.<\/span><\/p>\n

Think of it this way: if every employee started acting like them, would your culture be stronger?<\/span><\/p>\n

If the answer is yes, keep reading.<\/span><\/p>\n

2. Look Beyond Titles<\/span><\/h3>\n

Culture isn't a top-down thing\u2014it\u2019s all around. Which means your best culture builders might not be in a formal leadership role. They might be:<\/span><\/p>\n

    \n
  • The customer success manager who always finds a way to encourage others<\/span><\/li>\n
  • The engineer who brings calm and clarity when projects get chaotic<\/span><\/li>\n
  • The office manager who quietly shows up early to set the tone for the day<\/span><\/li>\n<\/ul>\n

    These are the people who lead with presence, not just position. They don't need a title to influence others\u2014they already do it, naturally.<\/span><\/p>\n

    In fact, some of your most effective culture carriers might be the ones who have <\/span>zero desire<\/span><\/i> to climb a traditional leadership ladder. And that\u2019s okay. Their impact comes from who they are, not what their title says.<\/span><\/p>\n

    3. Use the Influence + Integrity Filter<\/span><\/h3>\n

    Here\u2019s a helpful way to think about it: draw a simple 2x2 grid.<\/span><\/p>\n

      \n
    • One axis is <\/span>Influence<\/b> (how much others look to them)<\/span><\/li>\n
    • The other is <\/span>Integrity<\/b> (how closely they live out your values)<\/span><\/li>\n<\/ul>\n

      You want to find people in the <\/span>top-right quadrant<\/b>:<\/span>
      <\/span>High Influence, High Integrity.<\/b><\/p>\n

      They don\u2019t just talk the talk\u2014they walk it. And others naturally follow.<\/span><\/p>\n

      Be cautious of those who have high influence but low alignment. They can become culture risks\u2014loud voices that steer people in the wrong direction. Just because someone is popular doesn\u2019t mean they\u2019re who you want modeling your culture.<\/span><\/p>\n

      4. Prioritize Diversity of Perspective<\/span><\/h3>\n

      Your culture carrier team should reflect the <\/span>full spectrum<\/span><\/i> of your organization. Different departments, backgrounds, perspectives, and experiences.<\/span><\/p>\n

      If everyone on the team thinks the same way or comes from the same circle, you\u2019ll miss out on vital insights\u2014and potentially reinforce blind spots.<\/span><\/p>\n

      Culture is shaped by what we see, but also by what we overlook. Diverse voices help surface what matters most across the board, not just from one angle.<\/span><\/p>\n

      5. Choose People Who Will Speak Up<\/span><\/h3>\n

      This one\u2019s big: culture carriers aren\u2019t just role models\u2014they\u2019re <\/span>culture conversationalists<\/span><\/i>. They care deeply about the way things <\/span>feel<\/span><\/i> at work and are willing to talk about it, even when it\u2019s uncomfortable.<\/span><\/p>\n

      You want people who:<\/span><\/p>\n

        \n
      • Will give honest feedback\u2014even when it\u2019s hard<\/span><\/li>\n
      • Feel ownership over the team\u2019s emotional and relational climate<\/span><\/li>\n
      • Are excited about shaping things like onboarding, recognition, team rituals, and how meetings feel<\/span><\/li>\n<\/ul>\n

        They\u2019re not cynical. They\u2019re constructive. They believe in the future of the culture and want to help build it.<\/span><\/p>\n

        6. Test for Alignment Through Conversation<\/span><\/h3>\n

        Once you\u2019ve got a list of potential candidates, don\u2019t overthink it\u2014just start talking. Schedule informal 1:1s or coffee chats and ask a few simple questions:<\/span><\/p>\n

          \n
        • What do you love most about working here?<\/span><\/li>\n
        • What\u2019s something you think we could do better as a team?<\/span><\/li>\n
        • If you could wave a magic wand and improve one thing about our culture, what would it be?<\/span><\/li>\n<\/ul>\n

          Listen for passion, optimism, ownership, and emotional intelligence. Are they thinking about the whole team or just their own frustrations? Are they ready to help solve problems or just point them out?<\/span><\/p>\n

          You\u2019re not just interviewing for input\u2014you\u2019re gauging mindset.<\/span><\/p>\n

          Final Thoughts: You\u2019re Not Building a Committee. You\u2019re Building a Movement.<\/span><\/h3>\n

          A culture carrier team shouldn\u2019t feel like another corporate initiative. It should feel like a <\/span>movement<\/span><\/i>\u2014a grassroots group of people who are for your team, for your mission, and for each other.<\/span><\/p>\n

          This team won\u2019t carry every banner or solve every issue. But they will set the tone. And when the tone is right, everything else becomes easier\u2014communication, accountability, innovation, trust.<\/span><\/p>\n

          Culture isn\u2019t something you fix. It\u2019s something you <\/span>fuel<\/span><\/i>.<\/span>
          <\/span>And the right people will help keep the fire burning long after your big speeches are over.<\/span><\/p>\n

          So choose wisely. Invest deeply. And trust the ripple effect.<\/span><\/p>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"

          To build a strong Culture Carrier Team, leaders must select individuals who embody the desired culture, focusing on those with high influence and integrity, regardless of their titles. Diversity in backgrounds is essential, as is fostering a proactive environment. Engage potential carriers in meaningful conversations about culture to ensure genuine commitment, making culture a shared responsibility.<\/p>\n","protected":false},"author":5,"featured_media":211538,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","_et_pb_use_builder":"on","_et_pb_old_content":"\n

          How to Pick the Right People for Your Culture Carrier Team<\/strong><\/p>\n\n\n\n

          One of the first lessons I learned about culture is this: you can\u2019t delegate it.<\/p>\n\n\n\n

          You can build strategy in a meeting. You can launch new initiatives with slide decks and town halls. But culture? That\u2019s lived out. It\u2019s carried in conversations, modeled in moments that never show up in dashboards, and multiplied by people who embody it every day\u2014without being asked.<\/p>\n\n\n\n

          That\u2019s why building a Culture Carrier Team<\/strong> is one of the smartest things a leader can do. But not just any group of people will work. You\u2019ve got to choose the right ones. The kind of people who are<\/em> the culture, not just fans of it.<\/p>\n\n\n\n

          So how do you find them?<\/p>\n\n\n\n

          Start With What You\u2019re Actually Trying to Build<\/h3>\n\n\n\n

          You can\u2019t pick culture carriers if you don\u2019t know what they\u2019re carrying.<\/p>\n\n\n\n

          So pause. Ask yourself:
          What kind of culture do we want more of around here?<\/strong><\/p>\n\n\n\n

          Is it a culture of clarity and feedback? Energy and celebration? Humility and ownership?<\/p>\n\n\n\n

          Whatever it is, start there. Because the right people for this team are the ones already living it\u2014quietly, consistently, and without a spotlight.<\/p>\n\n\n\n

          If everyone started acting like them<\/em>, would your team be healthier, stronger, more aligned?<\/p>\n\n\n\n

          If yes, that\u2019s someone you want to talk to.<\/p>\n\n\n\n

          Don\u2019t Let Titles Fool You<\/h3>\n\n\n\n

          This one\u2019s personal for me. Some of the most culture-shaping people I\u2019ve worked with never had \u201cmanager\u201d or \u201cdirector\u201d next to their name.<\/p>\n\n\n\n

          They were the ones people went to for advice. The ones who didn\u2019t just get their work done, but made the team better in the process. The ones who saw culture as something they owned, not something handed down from the top.<\/p>\n\n\n\n

          Your culture carriers aren\u2019t always the loudest in the room. They might not have a corner office. But they have influence\u2014real influence. And that\u2019s what matters.<\/p>\n\n\n\n

          Look for Influence + Integrity<\/h3>\n\n\n\n

          A helpful way to think about this:
          Imagine a 2x2 grid.<\/p>\n\n\n\n

            \n
          • One side: Influence<\/strong> \u2013 Do people naturally follow them?<\/li>\n\n\n\n
          • The other: Integrity<\/strong> \u2013 Do they live out the values, even when no one\u2019s watching?<\/li>\n<\/ul>\n\n\n\n

            You want the top-right quadrant: High Influence, High Integrity.<\/p>\n\n\n\n

            These are your multipliers.<\/p>\n\n\n\n

            Now, watch out for the ones with high influence but low integrity. They can derail culture faster than any policy can fix. People listen to them, but if their message is off, you\u2019ve got a bigger problem than just misalignment\u2014you\u2019ve got a culture liability.<\/p>\n\n\n\n

            \n\n\n\n

            Diversity of Voice Matters<\/h3>\n\n\n\n

            Your culture won\u2019t be healthy if it\u2019s only shaped by one type of person. Build a team that reflects the whole. That means different departments, backgrounds, personalities, and perspectives.<\/p>\n\n\n\n

            You don\u2019t need everyone to think alike. In fact, you shouldn\u2019t want that. What you do<\/em> need is shared alignment on values\u2014even if the expression of those values looks different across roles.<\/p>\n\n\n\n

            The strength of your culture is in its depth and breadth. Don\u2019t limit it to your inner circle.<\/p>\n\n\n\n

            Look for People Who Lean In<\/h3>\n\n\n\n

            Culture carriers aren\u2019t passive. They lean into the moments that matter.<\/p>\n\n\n\n

              \n
            • They speak up when something feels off.<\/li>\n\n\n\n
            • They ask the hard questions without attacking the person.<\/li>\n\n\n\n
            • They lead without the need for credit.<\/li>\n\n\n\n
            • They create space for others to thrive.<\/li>\n<\/ul>\n\n\n\n

              When things get messy\u2014and they always do\u2014these are the people who help recalibrate. Not with blame, but with presence.<\/p>\n\n\n\n

              You don\u2019t want perfection. You want people who care deeply and take responsibility for the environment they\u2019re a part of.<\/p>\n\n\n\n

              Have Real Conversations<\/h3>\n\n\n\n

              Once you\u2019ve identified a few potential team members, here\u2019s my advice:
              Don\u2019t formalize it right away. Don\u2019t send a company-wide announcement or put their names in a PowerPoint.<\/p>\n\n\n\n

              Just start with a conversation.<\/p>\n\n\n\n

              Sit down and ask them:<\/p>\n\n\n\n

                \n
              • What do you love most about working here?<\/li>\n\n\n\n
              • What\u2019s something you wish we\u2019d do better?<\/li>\n\n\n\n
              • If you had a blank slate, what part of our culture would you design differently?<\/li>\n<\/ul>\n\n\n\n

                Their answers will tell you more than any employee survey ever could.<\/p>\n\n\n\n

                You\u2019re not looking for someone to \u201csay the right thing.\u201d You\u2019re looking for someone who feels<\/em> the weight of culture and wants to help carry it with you.<\/p>\n\n\n\n

                A Word of Caution: This Isn\u2019t a Committee<\/h3>\n\n\n\n

                Please don\u2019t turn this into another task force with monthly meetings and corporate jargon.<\/p>\n\n\n\n

                This is a movement.
                It\u2019s organic. Intentional. Human.<\/p>\n\n\n\n

                Give these people space to shape the culture from the inside out. Let them speak into onboarding, team rhythms, recognition moments, and the way feedback flows.<\/p>\n\n\n\n

                Culture is shaped by the stories we tell, the things we celebrate, and the behaviors we tolerate. Your culture carriers will help set the tone in all of those spaces\u2014without needing permission to do so.<\/p>\n\n\n\n

                Final Thought<\/h3>\n\n\n\n

                If you\u2019ve made it this far, here\u2019s what I\u2019ll leave you with:<\/p>\n\n\n\n

                Culture doesn\u2019t scale by accident. It scales through people.<\/strong><\/p>\n\n\n\n

                The right people.<\/p>\n\n\n\n

                Not the loudest. Not the most senior. Not the most polished.<\/p>\n\n\n\n

                The most consistent. The most trusted. The most aligned.<\/p>\n\n\n\n

                When you find those people, invite them in. Show them the vision. Ask for their help. And then watch what happens when culture becomes a shared responsibility instead of a leadership initiative.<\/p>\n\n\n\n

                The ripple effect is real\u2014and it\u2019s worth every ounce of intention you put into it.<\/p>\n\n\n\n

                Want a free resource to help you kickstart your culture carrier team\u2014complete with questions, meeting ideas, and ways to recognize their impact? I\u2019m happy to share it. Just let me know.<\/p>\n","_et_gb_content_width":"","advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[31],"tags":[93,51,58],"class_list":["post-211534","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-main","tag-community","tag-culture","tag-leadership"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2025\/04\/create-a-featured-image-depicting-a-diverse-group-of-professionals-1.png?fit=1024%2C768&ssl=1","jetpack_shortlink":"https:\/\/wp.me\/pzg9k-T1Q","jetpack_sharing_enabled":true,"jetpack-related-posts":[{"id":29315,"url":"https:\/\/jonplotner.com\/v1\/your-biggest-contribution-as-a-leader\/","url_meta":{"origin":211534,"position":0},"title":"How To Guarantee Happy Teams And Create An Amazing Culture","author":"Jon Plotner","date":"July 15, 2021","format":false,"excerpt":"If you haven\u2019t already figured it out, leaders wear lot of hats. 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