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  • Designing an Intentional Culture: Stop Talking and Take Action

Designing an Intentional Culture: Stop Talking and Take Action

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Many companies claim to have a great culture, but what does that really mean and how do you measure it? With today’s war for talent and drive for EDI+B, no workplace is immune to the care and feeding of firm culture.

In this session, Lisa Brothers, PE, ENV SP, LEED AP BD+C, president and CEO of Nitsch Engineering—a company with an award-winning culture—joins Ruth Lund, co-founder of True North Culture Advisors to discuss the role that intentional, values-driven cultural development plays in the overall strength and sustained performance of organizations.

You'll learn how this approach is uniquely beneficial in driving equity, diversity, inclusion, and belonging (EDI+B) efforts within an organization. This session will share statistics and stories that showcase the importance of taking charge of your organization’s culture rather than letting it drive itself; highlight how leaders can measure the reality of the culture through values, beliefs, and behaviors; and demonstrate an effective process for managing and measuring the cultural evolution of any given organization. By the end of this session, you'll learn how this intentional approach to building and maintaining an organizational culture can help companies achieve EDI+B goals (including sharing seven ideas for how to integrate EDI&B at work), become more high performing, and develop long-term corporate resilience, particularly as it relates to the challenges of the new hybrid/remote work environment. And, perhaps most importantly, how an intentional culture directly results in highly engaged employees who continue to keep the culture alive!

Course expires 10/22/2026

Learning Objectives


Identify how an organizational culture can be defined and guided by its values and granular behaviors, enabling firm leaders to be more intentional about driving culture – critical in all forms of work environments (i.e., remote, hybrid, and on-site).



Describe the business case for intentionally investing time and resources in cultural development, fostering employee engagement and well-being, and driving profitability.



Pursue a systematic, measurable, and disciplined process for improving their culture year over year by performing a Cultural Values Assessment and comparing results.



Leverage culture drives equity, diversity, inclusion, and belonging (EDI+B) goals to increase recruitment and retention.