Culture Isn’t Just a Vibe—It’s a Form of Control (And That’s Not Always a Bad Thing)

By Kaylee Lindgren | Founder, Talk Tactics

When you think of organizational culture, you might picture team-building events, office slogans, or a mission statement hanging in the lobby. But here's the truth: culture goes a whole lot deeper—and it’s not just about making work feel good. It’s about shaping how people think, act, and even see themselves within the organization.

In my recent graduate research, I took a deep dive into the power of workplace culture. Spoiler alert: It’s not just a feel-good HR initiative—it’s a powerful tool of control, identity shaping, and silent influence.

Let’s break it down.

Wait, Culture Does What Now?

Organizational culture isn’t just something you hang on a wall or write in a handbook. According to Edgar Schein’s (2010) Three-Level Model, culture has three layers:

1. Artifacts – the stuff you can see: logos, dress codes, Zoom backgrounds, office setups

2. Espoused Values – what companies say they believe in: like “innovation” or “teamwork”

3. Underlying Assumptions – the deep, often invisible beliefs that guide behavior

These layers work together to communicate what matters in an organization—and more importantly, who “fits in” and who doesn’t.

🎯 Translation? Culture is a blueprint for how to survive and succeed in your workplace.

Culture Can Build—or Silence—Voices

Sure, culture can unify teams and help people feel connected. But it can also become a tool for normative control—a way to subtly steer people toward certain attitudes or behaviors, often without them even realizing it.

For example, if your workplace praises “going above and beyond” but never questions work-life balance, guess what people will feel pressured to do?

💬 As communication scholars Tompkins & Cheney (1985) put it: When employees start identifying with the company’s mission as part of who they are, they don’t need to be micromanaged. They self-manage to fit in.

This is powerful—but also a little dangerous when diversity of thought and authentic expression get lost along the way.

How Do We Spot This in Real Life?

Let’s say your team just merged with another. Two cultures come together. What happens?

• If leadership doesn’t step in with a clear, intentional strategy, culture forms on its own—and not always in a healthy way.

• Teams may struggle with unclear expectations, power struggles, or silence out of fear of “not fitting in.”

• Without dialogue, one group’s values often dominate, and the other feels like it has to adapt—or disappear.

Schein’s (2010) model, combined with the Organizational Culture Assessment Inventory (OCAI), offers a great way to diagnose and improve this. You can pinpoint misalignment, challenge outdated assumptions, and rebuild a culture that works for everyone.

So, What Should Leaders Be Doing?

Instead of using culture as a control mechanism, leaders should treat it as a conversation—an ongoing one.

Here’s what that looks like: ✅ Ask questions: Whose voices are shaping our values? Who’s missing from the conversation?✅ Review your artifacts: What are we saying through our policies, visuals, rituals?✅ Align your walk with your talk: Are your stated values being lived out?✅ Create safe spaces: Encourage people to share alternative views without fear of being “othered.”

Because here's the deal: healthy cultures don’t demand compliance—they inspire commitment.

Why It Matters for Your Workplace

At Talk Tactics, we believe that real communication is more than messages—it’s meaning-making. It’s power. It’s culture in motion.

If your workplace is facing growing pains, a merger, or just feels off-track, don’t just “rebrand” your values. Rebuild your communication from the inside out. Let’s audit your culture, assess your identity gaps, and create a roadmap that helps everyone feel seen, heard, and engaged.

Because when culture is built with intention, inclusion, and clarity—it’s not just a vibe. It’s a competitive advantage.

🧠 Want to learn more about how to apply these models in your organization?

📩 Let’s chat. Or better yet—book a Talk Tactics Culture Clarity Session with us today at talktacticscomm@gmail.com be sure to like and follow us on IG and LinkedIn