Every leader enters an organization with a culture already in place. That is the culture you inherit. At the same time, you carry the responsibility of shaping the culture you create. As an executive leadership coach, I argue that integrity is the defining factor in making that shift. Without integrity, inherited habits stay entrenched, trust erodes further, and leadership becomes performative. With integrity, you have the power to reshape the environment, set a clear standard, and align people around values that matter. This blog looks directly at how integrity determines the difference between what you inherit and what you create.
Integrity Shapes Trust
Inherited cultures often carry hidden fractures. Perhaps promises have been broken, or performance has been valued over honesty. In that environment, trust is fragile. A leader who relies only on inherited norms will find it difficult to build credibility. Integrity allows you to break that cycle. When you speak the truth, keep commitments, and emphasize ethical behaviour, you restore trust. Over time, people come to believe what you say because your actions back it up. Trust grows when integrity becomes consistent practice rather than an occasional message.
Accountability Begins with You
A culture that you inherit may avoid accountability. It may excuse mistakes, blame external factors, or quietly shift responsibility down the chain. That type of culture keeps people stuck in fear. Leaders who create culture through integrity start with themselves. They admit mistakes, invite feedback, and highlight the value of learning from failure. Owning your part, especially when it is uncomfortable, signals that accountability is a shared standard. When integrity drives accountability, people stop hiding problems and start addressing them.
Transparency Breaks Old Norms
Many organizations protect leaders by keeping decisions behind closed doors. People then speculate, fill gaps with rumours, and lose faith in leadership. Transparency, when grounded in integrity, disrupts that pattern. Sharing the reasons behind decisions, being open to questions, and explaining the “why” behind actions changes the way people respond to leadership. Instead of confusion or suspicion, they gain clarity and understanding. Even unpopular decisions are easier to accept when people see honesty in the process.
Alignment of Words and Actions
One of the most damaging features of inherited culture is the gap between what is said and what is done. Leaders who preach values but tolerate opposite behaviour send a message that words don’t matter. When you create culture through integrity, your words and actions match. You say what you believe, you do what you say, and you hold others to that same standard. Over time, this alignment builds predictability. People know where you stand and what you expect. That reliability is the foundation of culture change.
Embedding Values in Daily Behaviour
Values in inherited cultures often appear as slogans on the wall, disconnected from real behaviour. When integrity drives culture creation, values show up in how meetings run, how projects are evaluated, and how recognition is given. Respect is evident when people are allowed to finish their thoughts. Excellence is evident when standards are clearly set and upheld. Integrity itself is evident when ethical choices are valued in performance discussions. Values become lived realities rather than empty statements.
Comparing the Two
The difference between inherited and created culture is not theoretical. Inherited culture often relies on fragile trust, limited accountability, secrecy, and inconsistent alignment. Values exist in theory but not in practice. Culture created through integrity moves in the opposite direction. Trust is earned, accountability is shared, transparency is open, alignment is consistent, and values are practiced daily. The contrast is sharp because the standard of integrity makes it visible.
Acknowledge and Correct Past Errors
Leaders do not always get this right. You may have inherited a culture where you ignored small breaches of integrity, or you may have thought that talking about values was enough. You might have failed to act when behaviour contradicted what you said you stood for. That was a mistake. Integrity demands acknowledgment of past errors, not quiet dismissal. Correcting those missteps openly sends a message that growth and change are possible. It reinforces that integrity is not about being flawless but about being honest and accountable.
Bottom Line
The culture you inherit will shape the starting point of your leadership, but it does not define the outcome. What you create matters more. Integrity is the factor that determines whether you repeat inherited habits or build something better. When you act with honesty, hold yourself accountable, stay transparent, align your actions with your words, and embed values in daily behaviour, you shift culture in meaningful ways. The choice is always yours: maintain what you inherit or create what you want to be remembered for. Integrity is the difference.
Want to build a culture of integrity? We can help Schedule a call or video conference with Kyle Kalloo or call us right now at: 1-844-910-7111
