I believe it was Peter Drucker who said, “Culture eats vision for lunch.” If you hear from God and have a great vision for your church, business or group but don’t create a healthy culture, you could wind up spinning your wheels. Cary Neifwhof shares a five-step plan for creating an amazing church culture. These would be applicable to any group company or organization

Originally posted by Carey Nieuwhof


Every church has a culture. Yours does. Mine does.

If the culture is healthy, amazing things happen.

People love being there.

People grow.

Great leaders come and stay.

Your church becomes attractive to the community and more fully accomplishes its mission

 But sadly, for many churches, the culture isn’t healthy.

Culture is invisible but determinative. You can’t see it, but it defines so much.

A bad culture will consistently undermine an amazing mission, vision and strategy.

As Peter Drucker is quoted as saying, culture eats strategy for breakfast.

Think about it:

Culture is the reason you love shopping in some stores and despise shopping in others.

It’s why you love some airlines and pass on others.

It’s why some families always have fun when they’re together and others can’t stand to be in the same room.

So the question becomes: how do you create an amazing culture?

I’ve worked hard on creating a better church culture over the years.

As I’ve gotten healthier, our church has gotten healthier.

Two years ago we finally wrote down six cultural values at Connexus Church, where I serve.  It took us a year to define what those values were.

So how did we get there?

We started with a one day off-site where our leadership team brainstormed around some of the concepts outlined below. Then, for about an hour or two each month during our leadership team meetings, we refined the concepts and the language behind our values until we came up with our final six.

Throughout the process, two resources were particularly helpful for us:

Patrick Lencioni’s book, The Advantage

Andy Stanley’s two-part Leadership Podcast episode, Defining Your Organization’s Culture.

Capturing your organization’s culture is helpful because it allows you to reproduce it and export it as you grow. If your culture is healthy, it will become one of your greatest assets.

If you want an easy way to acclimatize every new staff member, board member, volunteer or person to your organization, having defined, memorable and repeatable values is one of the most effective ways to do it.  If your organization’s cultural values are NOT written down, acclimatizing new team members can take a year, or actually, it might never happen.

You can cut that time in less than half and double the buy-in by having your culture defined. Having a healthy, exportable culture is a key to every effective organization’s growth.

What follows is a 5 step guide on how to create a healthy church culture that echoes throughout your organization, even if you’re starting with a bad culture.


Church culture isn’t naturally healthy because people aren’t naturally healthy.

As a leader, one of your chief jobs is to figure out why your culture isn’t healthy and change that.

Look for the toxins that are making your culture unhealthy.

Conflict, selfishness, personal agendas or even toxins like a lack of passion for the mission can be lethal in a church.

You can’t eliminate what you don’t identify, so identify the things you want gone from your culture.


Here’s a sobering reality for all of us who lead: your church will only be as healthy as you are.

Expecting a church to be healthy when its leader isn’t is like expecting an athlete to run a marathon with a missing heart. It’s not possible.

Any conversation about church health starts in the mirror for a leader.

The same goes with all the change you want to see.

As a leader, you need to embody the things you want your organization to embody.

Want to see a church that invites people on Sundays? Then invite people on Sundays.

Want to see a church that gives generously? Then give generously.

Want to see a church that has deep passion for the mission? Then exude passion.

You see the point.

As a leader, culture starts with you.


So how do you find your values? There are a lot of words in the English language. You have to choose just a few of them to define you.

Furthermore, how do you avoid meaningless platitudes like “Value Excellence” which sound great but practically mean nothing.

On that first off-site day we did, I had a spontaneous thought that ended up moving our team forward immensely.

Rather than start with what we valued, I decided to start with who embodied the best of our church.

Let me explain.

I went to the whiteboard and asked “Of all the people who attend our church, who best embodies what we’re about and WANT to be about in the future?”

Immediately, names started coming to all of us. I wrote them down.

Your church has these people too: they are amazing. They are all you want to see in a church member and more.

Then I asked a simple question: “Why? What is about them that makes them the embodiment of our mission, vision and strategy?”

I’ll come back to those answers in Step 4.

But before we move on, I also created a second list.

Next we made a list of people who, honestly, didn’t embody our mission, vision and values, or to put it more positively, who are the people we would need to really encourage along in order to get them in line with our real mission? We actually wrote their names down (and then I burned the list).

And we asked the same question: “Why? What is it about them that makes them the opposite of what we want to accomplish?”

I know that’s dangerous.

Maybe it’s even sinful.

But it’s true. And you know it’s true.

And it was SO clarifying.

Figuring out who you value helps you discover what you value.


Figuring out why some people embodied our mission, vision and strategy and why some people didn’t was a break through for us. It helped us get to the values that we, frankly, valued. And those we didn’t.

When I asked our team why the people who best embodied what we’re about and WANT to be about in the future were their top choices, the team started saying things like:

Because they serve so selflessly

Because it’s not about them

Because they are so generous

Because they are always considerate of other people

Because they make it happen

Because they are all about our common mission, vision and strategy

Those were the first clues as to what our cultural values were.

“Make it Happen” actually made it to the list of final values a year later. We just love people who are willing to do what it takes no matter what the obstacle, and we didn’t want to lose that value as we grew.

Similarly, when I asked our team why the people who didn’t embody our mission, vision and strategies make it on the list, our team started saying things like:

Because it’s always about them

Because they criticize but don’t contribute

Because they don’t actually value unchurched people

Because they want to be served, rather than serve

Again, that helped us understand what our values were.

Try it. On a sheet of paper write the names of ten people who embody what your church is all about and what you WANT it to be about. And then write down why.  Do the same for people who AREN’T what your church is all about, and again, write down why.

You will learn a ton about what you value. Then burn the lists and save the principles.

For a few hours each month, we chiselled away at the principles we unearthed that day until a year later, after a lot of debate, discussion and prayer, we had our final six values.


It’s one thing to know what your values are as an organization.

It’s another to phrase them as a way that’s memorable and exportable.

In our case, we decided to create a two word phrases for each value (i.e. “Battle Mediocrity”) followed by a question (i.e. “Am I allowing what is good to stand in the way of being great?”).

Having 6 two-word phrases allows the values to slip into every day language, and the question makes the application personal.

We also wanted the values to be both prescribe and describe our church. In other words, we want it to be accurate enough that people say “for sure, that’s you,” but aspirational enough that it keeps us motivated to keep getting better.

However you do it, having short, memorable phrases will help the values spread through your organization.

It means you can bring new staff and volunteers up to speed much faster and that as you expand, what you value will remain shared.

This course is everything I’ve learned in the past decade since burning out, and I show you how to elevate your leadership at home and create more time for yourself and family.

That’s what I’ve learned about how to define and reproduce cultural values.