Shalom Lamm’s Guide to Building a Thriving Business Culture That Drives Success

In today’s competitive business environment, having a solid product or service is just the starting point. What truly separates thriving companies from those that struggle is often something less tangible—but far more powerful: business culture.

Entrepreneur Shalom Lamm has built multiple ventures over the years, and one lesson stands out above all else: culture eats strategy for breakfast. This phrase, often attributed to management guru Peter Drucker, perfectly captures how foundational culture is in shaping a company’s trajectory.

“Your culture defines who you are when no one is watching,” Lamm says. “It influences every decision, every interaction, and ultimately your results.”

Whether you’re launching a startup or leading an established business, understanding and cultivating a strong culture is essential. In this post, we’ll dive deep into what business culture really means, why it matters, and how you can shape it intentionally—drawing on insights from Shalom Lamm’s entrepreneurial journey.

What Is Business Culture, Really?

At its core, business culture is the shared set of values, beliefs, behaviors, and norms that define how people operate within an organization. It’s the invisible force that guides how employees collaborate, solve problems, and engage with customers.

Shalom Lamm describes culture as “the personality of your company.” It includes everything from how meetings are run, to the level of transparency between leadership and staff, to the way success is celebrated—or failures handled.

A strong culture aligns everyone toward a common purpose and creates an environment where people want to contribute their best work.

Why Culture Matters More Than Ever

In a rapidly evolving business landscape, culture isn’t just a “nice to have.” It’s a competitive advantage.

Here’s why Shalom Lamm prioritizes culture above all else:

1. Culture Attracts and Retains Talent

Top talent today doesn’t just look for a paycheck—they want meaningful work, supportive environments, and alignment with their personal values. A strong, positive culture acts as a magnet for the right people.

“If you build a culture that values respect, learning, and innovation, you attract people who embody those qualities,” Lamm explains. “And when people feel connected to their workplace, they stay longer.”

High employee retention saves money, increases productivity, and fosters a sense of community that customers can feel.

2. Culture Drives Performance and Innovation

When employees trust each other and leadership, they’re more willing to take risks, share ideas, and collaborate across departments. That’s how innovation happens.

Shalom Lamm points out, “Culture creates the soil where creativity grows. Without trust and psychological safety, innovation is stifled.”

Companies with a growth-oriented culture consistently outperform their competitors because they adapt faster and work smarter.

3. Culture Shapes Customer Experience

Culture isn’t just internal—it affects every customer touchpoint. Happy employees provide better service, solve problems more effectively, and create positive word-of-mouth.

Lamm emphasizes, “Your culture is reflected in how your team treats your customers. If you want loyal customers, start with loyal employees.”

How to Build a Strong Business Culture: Shalom Lamm’s Approach

Creating the right culture doesn’t happen by accident—it requires intentionality, clarity, and ongoing effort. Shalom Lamm has identified key steps that every entrepreneur and leader can take to build a thriving culture.

1. Define Core Values That Guide Everything

Culture starts with your values—those non-negotiable principles that shape how decisions are made and behaviors are expected.

Lamm advises leaders to identify 3-5 core values that resonate deeply with their mission and vision. Examples include integrity, collaboration, innovation, and customer obsession.

These values should be clearly communicated, consistently modeled by leadership, and woven into hiring, onboarding, and performance reviews.

2. Hire for Cultural Fit and Potential

Skills can be taught; mindset and values are harder to change. Shalom Lamm stresses the importance of hiring people who align with your culture and show a willingness to grow.

“Don’t just hire for what someone can do today,” Lamm says. “Hire for who they want to become—and how they’ll add to your culture.”

Using behavioral interview questions and realistic job previews can help identify candidates who will thrive in your environment.

3. Lead by Example, Every Day

Culture flows from the top. Leaders must embody the values and behaviors they want to see throughout the organization.

Shalom Lamm shares that during challenging times, leaders especially need to “walk the talk” by being transparent, accountable, and supportive.

“Your team watches everything you do,” he says. “If you say one thing and do another, culture will erode fast.”

4. Encourage Open Communication and Feedback

A healthy culture encourages honest dialogue and constructive feedback. Employees should feel safe sharing ideas, concerns, and even failures.

Lamm recommends regular check-ins, anonymous surveys, and open-door policies to foster communication.

“Feedback isn’t a one-way street,” he notes. “Leaders must also listen and act on what they hear.”

5. Recognize and Celebrate Successes—Big and Small

Recognition fuels motivation and reinforces desired behaviors. Shalom Lamm suggests celebrating wins publicly, from landing a new client to improving a process.

“Culture is strengthened by appreciation,” he says. “When people feel valued, they show up fully.”

Overcoming Challenges to Building Culture

No culture is perfect, and every organization faces hurdles—from remote work to rapid growth to conflicting personalities. But Shalom Lamm believes challenges are opportunities to clarify and strengthen your culture.

Here’s how to approach common issues:

• Remote Teams: Use regular video meetings and virtual social events to maintain connection.
  
• Rapid Growth: Update onboarding and training to preserve culture amid new hires.
  
• Conflict: Address disagreements openly and use them as teachable moments.
  

“Culture isn’t static,” Lamm reminds us. “It requires nurturing and adaptation.”

Final Thoughts from Shalom Lamm

Business culture is more than perks or slogans—it’s the invisible engine that powers your organization. Entrepreneur Shalom Lamm’s experience shows that companies who invest in culture build businesses that last.

“Culture defines your legacy,” he says. “It shapes your impact beyond revenue or products.”

If you’re ready to move beyond strategy and focus on the heart of your business, start by cultivating a culture that inspires trust, fuels innovation, and invites everyone to do their best work.