When a new CEO or Executive Director steps into a role, there’s a quiet, invisible challenge waiting for them:
The organizational culture they inherit.
It’s rarely ever talked about during the hiring process.
It doesn’t show up in onboarding documents.
But it shapes every decision, every relationship, every step forward.
And if you’re not careful, IT will lead your organization more than YOU will.
Culture Is Not Created Overnight
Organizational culture isn’t just about values on the website or the tone of the staff retreat. It’s not even about the employee birthday, wedding, or new baby announcements.
It’s the shared norms, unspoken rules, and invisible power dynamics that have been built — sometimes unintentionally — over years.
And here’s the truth I often remind nonprofit leaders:
Every organization takes on the character of its senior leader.
Whether that leader was a beloved founder, a transformational force, or someone who left quietly, their imprint remains.
So what happens when you step in after them?
Leading Through Legacy
Whether you’re a first-time ED, a second-generation CEO, or walking into a long-established organization, here’s what you need to know:
You don’t get to start from scratch.
You’re inheriting a legacy — and with that legacy comes history, habits, and often… hurt.
Sometimes the team is still loyal to the previous leader.
Sometimes they’re skeptical of any leader at all.
Sometimes they’re tired, disillusioned, or clinging to routines that no longer serve the mission of the organization.
In these moments, the work isn’t just strategic. It’s cultural.
Leading Through a Culture Shift
In leadership transitions, there’s often a delicate balance between honoring what exists and creating what’s needed. The approach below has helped many leaders navigate this journey effectively:
1. Assess Your Inheritance
What beliefs, behaviors, and unwritten rules are driving the organization?
What’s working — and what’s holding people back?
Take time to listen, observe, and map the culture as it is before you try to change it.
2. Name the Gap Between “What Is” and “What’s Needed”
Often, leaders have a strong vision for the future — but that vision conflicts with current norms.
Explore that tension. Where do values clash? Where is alignment possible?
This clarity is the foundation for cultural change.
3. Build Collaborative Accountability Structures
Change doesn’t happen in silos.
Design systems of collaborative accountability — where responsibility is shared, and progress is transparent.
This includes redefining team norms, setting new rhythms for communication, and embedding equity into how decisions are made.
4. Lead with Consistency and Courage
Culture doesn’t change just because you said it should.
It shifts when leaders model the change — consistently, visibly, and with courage.
And yes, that often means making hard calls, resetting boundaries, and standing firm in your values.
Culture Is a Leadership Choice
You may not have created the culture you inherited.
But you are responsible for the culture you lead.
And here’s the good news:
You can shift it.
You can build something more aligned, more inclusive, more sustainable.
You can become the kind of leader who doesn’t just react to culture — but reshapes it for the better.
You don’t have to do it alone.
📩 [Book a discovery call here.]