Cultural design is complex; it's about defining specific behaviors that create competitive advantages for your company, rather than just adopting general values.

It's crucial to be honest and authentic about your core values and culture, as culture is defined by behavior, not just words on a wall.

Building a culture of inclusion involves creating shared language and tools for employees to discuss differences without resorting to stereotypes.

Culture is a nebulous concept, but it's crucial for early-stage founders to break it down into manageable action items to foster a positive work environment.

Culture is about making tough choices, like deciding not to hire a highly skilled candidate if they don't fit well with the team.

There is no such thing as a good or bad culture; cultures can only be strong or weak, and what works for one company may not work for another.

When building a company culture, be explicit about your values, walk the talk, and embrace mechanisms that are authentic and effective for your organization.

Our company culture encourages radical pragmatism, where we debate and discuss decisions thoroughly rather than following mainstream trends.

Be cautious of conventional thinking within your subculture. Just because a group shares similar opinions doesn't mean those ideas are innovative or correct. Challenge the prevailing mindset to foster true innovation.