Build with intention, nurture with direction

A few years ago, I sat down with a leader for a conversation about his organization. At that time, I was conducting a case study on his organization. I was not exactly confident in the direction I was going to take with the study.

What began with a few questions about the organization turned into an insight that has since shaped the way I think about organizational dynamics. We were talking about culture when he shared something I’ve never forgotten: “There are two kinds of organizations. Those that intentionally shape their culture, and those that operate within a default one.”

That simple insight stayed with me. Whether they are aware of it or not, leaders are always shaping culture. The real question is whether they are doing it with intention and purpose.

Culture is more than what’s written in a mission statement. It’s the environment people work in every day. It’s the atmosphere that influences how decisions are made, how people treat each other, and how work gets done. When culture is shaped with care, the resulting fruitfulness of the organization becomes more predictable. When culture is left to chance, it may drift into fruitless confusion.

Still, when an organization begins to bear fruit, it faces new challenges. For example, how does it continue to grow without losing what made it thrive in the first place? I often picture this through the image of a vine. Imagine two vines, each full of potential.

One is growing along a sturdy trellis. The other is left to grow wherever it will. The vine with support rises upward with strength and direction. It spreads evenly, bears fruit more consistently and remains healthy. This is what happens when an organization has strong systems, a strategic focus, clear roles and a shared sense of direction. Team members can focus their energy and resources in alignment with purpose.

The other vine also grows, but its branches tangle and twist. It produces fruit, but much of it is hard to reach or ends up lost. Eventually, the weight of that uncontrolled growth may cause it to sag or break. This often happens in organizations that grow quickly but lack the support to manage it. What once felt exciting can turn into overwhelm and confusion.

The trellis represents the kind of thoughtful organizational infrastructure that helps an organization grow well. It includes things like a clear strategic focus, communication, clear responsibilities and shared values. These elements are not meant to strengthen and support what is already growing.

This is where the process of strategic planning becomes so valuable. It gives leaders and teams a way to reflect, refocus, and build the kind of structure that supports both people and purpose.

The first step is to name what matters most. That means clearly defining your purpose, your vision for the future, your core values and your key priorities. These create the foundation that every part of the organization can grow from. Then, gather your team and ask a simple but powerful question: What does fruitfulness look like for us? That answer will guide your decisions moving forward.

Next, take an honest look at what’s already in place. Where are your current systems supporting growth? Where might they be causing confusion or slowing things down? From that reflection, begin to build or adjust your structure. This might involve clarifying roles, improving how decisions are made, or establishing consistent times to connect and reflect as a team.

The goal isn’t to create more layers or make things complicated. The goal is to build something steady, something strong enough to carry the weight of growth while keeping your values at the center.

A healthy vine doesn’t grow strong on its own. It grows well when it has something solid to grow on. In the same way, your organization can flourish when it is supported by structure, guided by purpose, and shaped by a culture you’ve chosen with care.

Editor’s note: Erik Dees, Ph.D., is a partner with Milestone Leadership. He can be reached by phone at 319-504-3083 or [email protected]. The opinions expressed are those of the author.