{"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":"","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_feature_clip_id":0,"_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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