Building Successful Culture in Companies: Lessons from Arthur Blank and My Journey

In his book Good Company, Arthur Blank shares the values and principles that have shaped his remarkable career as a business leader and philanthropist. From co-founding Home Depot to owning the Atlanta Falcons, Blank emphasizes the critical role of a people-first culture in achieving long term success. His leadership philosophy centers on servant leadership, integrity, and purpose driven decision making, all aimed at fostering environments where employees, customers, and communities thrive.

I had the privilege of meeting Arthur Blank in the late 1990s at a Home Depot event called "Breakfast with Bernie" hosted in the NE Minneapolis Home Depot parking lot. It was a memorable experience that offered a glimpse into the culture Blank, Bernie Marcus, and their team had carefully built. I also had the opportunity through my career to interact with influential leaders like Carol Tomé, Marvin Ellison, Frank Blake, and many other Home Depot executives, as well as divisional, regional, district, and front line leaders. They demonstrated the power of culture carriers, leaders who actively embody and sustain an organization’s values. Their actions and attitudes shaped Home Depot into more than just a company; they made it a values-driven community of people working toward a shared purpose.

These early experiences were foundational to my own understanding of what it takes to build a successful organizational culture. Here’s what I’ve learned from Arthur Blank, other impactful leaders, and my professional journey about creating and sustaining a culture that drives success.

1. Start with Purpose

A successful culture begins with a clear and compelling purpose. Arthur Blank’s ventures, from Home Depot to his nonprofit initiatives, have always been guided by a “why” that goes beyond profit. Purpose provides direction and unites employees around a common goal, making their work meaningful and motivating.

In my work, I’ve found that aligning organizational goals with employees’ values is key to engagement. For example, when designing workforce and succession planning strategies, I focus on connecting individual roles to the broader mission. Employees are more likely to invest their energy and creativity when they understand how their contributions matter.

2. Empower Culture Carriers

At Home Depot, leaders like Carol Tomé, Marvin Ellison, and Frank Blake exemplified the power of culture carriers. These individuals not only upheld the company’s values but also inspired others to do the same. Culture isn’t something that lives in mission statements; it lives in the behaviors and attitudes of leaders and employees.

To build a sustainable culture, organizations must identify, support, and empower these culture carriers. In my roles as an HR leader, I’ve worked closely with executives to ensure their leadership styles align with the company’s values. This often involves coaching leaders to model behaviors that promote trust, accountability, and collaboration, creating a ripple effect throughout the organization.

3. Foster Connection and Collaboration

Arthur Blank speaks frequently about the importance of relationships, between leaders and employees, teams, and even the organization and its community. A successful culture isn’t built in isolation. It’s cultivated through open communication, collaboration, and mutual respect.

In practice, I’ve implemented strategies to break down silos and encourage cross-functional collaboration. For example, when leading an organizational design initiative, I developed role structures and systems that promoted transparency and teamwork. When employees feel connected to their peers and leaders, they are more likely to contribute to a positive culture.

4. Recognize and Reward the Right Behaviors

Culture thrives when the right behaviors are recognized and rewarded. Arthur Blank’s commitment to servant leadership is a powerful example: leaders who prioritize their team’s well-being and success create a culture of trust and loyalty.

In my career, I’ve designed performance review systems that go beyond metrics to emphasize core values such as ownership, integrity, and perseverance. By aligning rewards with cultural priorities, organizations can reinforce the behaviors that drive success and ensure their culture stays strong even during periods of change or growth.

5. Commit to Continuous Development

Building a successful culture isn’t a one-time effort; it’s an ongoing process. Arthur Blank’s story is a testament to the importance of adaptability and growth. As organizations evolve, so must their culture.

This principle has guided much of my work in leadership development and organizational change. By investing in continuous learning opportunities, providing leadership coaching, and creating feedback loops, companies can ensure their culture remains vibrant and relevant. Employees at all levels need the tools and support to grow alongside the organization.

6. Lead with People, Not Profits

Perhaps the most important lesson from Arthur Blank is that people come first. When employees feel valued, empowered, and aligned with the organization’s mission, profits follow. This principle has been at the core of my approach to HR leadership. Whether I’m helping a company design equitable reward systems, navigate complex integrations, or recruit top talent, my goal is always to put people at the center of strategy.

Culture is the Foundation of Success

My experiences meeting Arthur Blank and engaging with Home Depot’s exceptional leaders taught me that culture isn’t just an abstract concept, it’s the foundation of organizational success. It shapes how employees work, how leaders lead, and how customers and communities perceive the company.

As an HR professional, I’ve dedicated my career to building people-focused strategies that drive results. Whether working with startups or established organizations, I strive to create cultures where employees are not just contributors but true partners in success. After all, as Arthur Blank’s career shows us, when you invest in people, you’re investing in something far greater than profits: you’re investing in legacy.

What steps will you take to build a thriving culture in your organization? Let’s connect and explore how we can make it happen.