When the word leadership is mentioned, it sparks different emotions in people, some smile at the thought, others feel a chill run down their spine. Our minds may drift to the boardroom figures shaping strategies, the policy challengers, the hiring and firing authorities, or the mentors who guided us with care. Equally, they may land on those who left us drained, disillusioned, or even traumatized.
Leadership, in all its forms, leaves a mark. And when we speak of leadership that builds culture versus leadership that breaks it, the difference is not abstract; it is lived daily by teams, organizations, and individuals.
The leadership that builds culture
Culture is a mirror of leadership. The way leaders act, decide, and communicate shapes the values, habits, and energy of the entire workforce. Leaders who build culture are visionaries who put their teams first. They empower, delegate with clarity, and trust their people to deliver even in their absence.
To build a culture takes effort and dedication from every person entrusted with a leadership role. To lead is to nurture to empower others, think beyond the obvious, be present, and most importantly, become the go-to person your team can rely on. Organizations run on leadership as fuel; more than simply swinging on a chair and delegating, it means understanding what your team is working on, how you can chip in, and what support they need. When this happens, results often follow naturally. Through a positive culture, a brand is built, and organizations become employers of choice not just because of merit, but because of the people, their shared beliefs, and the culture they have cultivated. Without this, companies risk mark-timing year after year, slipping back to square one without vision or purpose.
In strong cultures, recognition is not an afterthought; it is the fuel that keeps teams going beyond KPIs. A simple “well done” or public acknowledgment becomes a catalyst for loyalty and effort. These leaders invite ideas, navigate challenges alongside their teams, and seek solutions to remove bottlenecks.
The result? A workforce that is not only productive but united driven by a sense of purpose and belonging.
The leadership that breaks culture
On the other side lies leadership that erodes trust, morale, and cohesion. These leaders cling to titles but offer no real direction. They demand output without providing resources. Work becomes a box-ticking exercise. Presence is valued over performance, and empathy is absent from decision-making.
When a team recoils at a leader’s presence, it is a sign the ship is sinking. In these spaces, why is never asked before decisions are made, nor is who or how considered when assessing impact. Such leadership has sunk multinationals, crippled SMEs, and tarnished once-thriving brands often because ego outweighed responsibility.
In extreme cases, organizations under this leadership face legal and reputational damage over issues that could have been prevented with humility and foresight
The truth that binds them
Leadership is not neutral; it either strengthens culture or corrodes it. Every action, decision, and silence from a leader feeds one side of this equation. The question for anyone in a position of influence is simple:
Am I building, or am I breaking?
Perpetua Makana
ElevateHR Community member