The Power of Enterprise Culture in Building a Lasting Business

Today, I’m going to talk you about something very important—especially if you’re an entrepreneur, a general manager, or even a student. Pay close attention because the world is changing fast : The Enterprise Culture or Work Culture.

We are in an era of rapid transformation—digital transformation is revolutionizing industries, artificial intelligence is evolving, and if you stay with me, something even bigger is coming: intelligent machines. Some may believe it, some may not, but change is inevitable.

But today, I want to focus on the most crucial part of any business. It might seem like just another topic, but in reality, Enterprise culture is the foundation of any enterprise that aims to last. And what is that?

Every business has an enterprise culture, whether you are aware of it or not. But what is enterprise culture? What does it truly mean?

What is Enterprise Culture or Work Culture?

Enterprise culture is who we are. It’s how we operate, how we communicate with clients, how we interact with employees, and how we think about our business. Enterprise culture defines everything we do. It embodies our beliefs, our values, and how we bring innovation into reality. It determines how we implement digital transformation and how we embrace challenges in a constantly evolving market.

For any institution that aims to grow and innovate, its culture will be the deciding factor in whether it thrives or disappears in the coming years. As the renowned management expert Peter Drucker once said:

“Culture eats strategy for breakfast.” Peter Drucker

This means that no matter how brilliant your strategies are, no matter how ambitious your vision is, if you do not have the right enterprise culture—one that aligns with your goals and inspires your team—then your strategy will fail.

How Work Culture Transforms Businesses

Let me share a short story with you. Some of you might recognize what I’m about to describe.

Ten years ago, I made a decision—I wanted to create a company, a mighty one. A business that wouldn’t just lift me out of poverty but would also provide opportunities for my friends and family.

So, we started a company in a small space. For those familiar with Buea, this was in Texas, a deep part of the student residential area. We operated from a tiny student room—just 2×4 meters, with one white table, a few cranky chairs, a coffee maker, and a team of passionate young people determined to defy the odds.

So, what transformed this small startup into a successful enterprise? Culture, Our enterprise culture or culture of work.

To build something big, you must create an environment where smart people can thrive. A place where they can take on audacious goals, innovate, and push boundaries. I had to foster an innovative enterprise culture—one that encouraged people to dream, fail, learn, and ultimately succeed.

Most of the successful entrepreneurs you see today started as pioneers of their own ventures. They took risks, they built enterprise culture events that attracted the best minds, and they embraced the challenges of what an enterprise culture truly means.

And today, we continue working on major projects, not just because of our skills, but because the culture of building big things has stayed with us.

Enterprise Culture Starts at the Top

The most interesting thing about enterprise culture is that it always comes from the top—it does not start from the bottom. As general manager, chairman, or director, you determine what the culture of a company will be. The way leadership operates defines whether a strong enterprise culture exists or not.

It all starts with the big boss. The enterprise culture is set by leadership and then cascades down to everyone else. The behavior of the top executives dictates how the entire company functions.

For example, if the CEO or general manager walks into a conference hall and shouts at employees, then that becomes the norm—employees will believe that shouting is acceptable. On the other hand, if leadership states, “We are an institution that believes in digital transformation,” then the entire company will align with that vision. If management promotes adaptability, learning, and transformation to stay relevant, then that mindset becomes embedded in the culture.

But what happens when leadership fails? If the general manager allows workplace harassment, for instance, then that toxic behavior will spread throughout the organization. Even if it’s not explicitly encouraged, enterprise culture is shaped by actions, not just words.

A Real-Life Story on Work Culture

Six months ago, I was hiring an administrative assistant. She passed all interviews, her recommendations were strong, and she seemed like a perfect fit for the role. At the end of the interview, I asked her, “Do you have any questions for me?”

She replied, “Yes, sir. What is your company’s policy on sexual orientation?”

Her question made me pause. Then, I answered:

“If anyone below me harasses you, I want you to bypass all protocols and report directly to me—I will handle it immediately. But if I, as the leader, harass you, I want you to resign and find a company that respects you. No company, including my own, deserves you if they cannot respect you whatever you’re gender.”

Because in our enterprise culture, we believe that everyone—male or female, young or old—deserves equal opportunity and respect. Enterprise culture is the foundation upon which we build everything.

How to Build an Enterprise Culture ?

Building an innovative work culture is simple. Because culture comes from the top, leadership has only one fundamental responsibility:

Treat others as you want to be treated.

• If you don’t want to be yelled at, don’t yell at others.
• If you don’t want to be disrespected, don’t disrespect others—whether they are subordinates or colleagues.
• If you don’t want to be talked about behind your back, don’t gossip about others.

This principle is the foundation of enterprise culture. When you hire good people and have a strong work culture index, you create an environment where they can thrive. A great culture nurtures big visions, and great people can only succeed in a workplace that fosters respect, innovation, and growth.

Because at the end of the day, culture determines everything.

Enterprise Culture: The Key to Long-Term Success

No good employee will survive in a bad work culture—they will leave for an environment that respects them. This simple truth highlights the fact that the only thing standing between you and digital transformation, between you and a company that lasts, and between you and your competitors, is your culture.

• How do you treat your customers?
• How do you treat your employees?
• How do you treat everyone around you?

What you claim to be, what you claim to do, and how you actually execute those values will differentiate you from businesses that fail and those that stand the test of time.

The Culture You Create Defines Your Future

As you walk away today, I want you to reflect on this:

Your company already has an work culture.

• You either know it and nurture it, making it your biggest asset…
• Or you ignore it, allowing a weak culture to grow unnoticed—one that could ultimately hold you back.

But if you define, implement, and reinforce your enterprise culture, it will become the most powerful factor in ensuring that your company thrives for generations. Like you build process, you should build culture.

Because in the end, work culture is what determines everything.