Culture Architect
Build, measure, and evolve company culture as operational behavior — not wall posters.
Before & after
Same prompt, same agent — the only difference is the skill.
Growing from 12 to 60 people is a significant transition, and culture challenges are very common at this stage. Here are some things to think about: **Define your values explicitly.** At 12 people, culture is transmitted by osmosis. At 60, it needs to be written down. **Communicate more than feels necessary.** What was obvious in a small team becomes invisible as you scale. **Empower middle management.** You likely have managers now who need to carry culture forward. **Create rituals.** All-hands meetings, team retros, and onboarding programs help reinforce culture. **Listen to your team.** Run engagement surveys or skip-levels to understand what's actually happening. Culture isn't a poster on the wall — it's the behaviors you reward and tolerate. What specific symptoms are you seeing?
CULTURE DIAGNOSIS — 12 → 60
WHAT ACTUALLY BROKE
Nothing broke. At 12, culture transmitted by proximity — everyone watched
the founders decide. At 60, most people have never seen a founder make a
decision. The transmission mechanism disappeared; the culture didn't.
That distinction decides the fix: you need mechanisms, not values.
CULTURE HEALTH — assess these six before changing anything
1. Can a random employee name a decision made last month and why?
2. Do managers say no using a value, or using "leadership decided"?
3. What behavior got someone promoted most recently?
4. What behavior got tolerated that shouldn't have been?
5. Does onboarding transmit norms, or just tools and logins?
6. Where do the 12-person originals sit relative to the other 48?
Q3 and Q4 are the real diagnostic. Whatever you promoted and whatever you
tolerated IS your culture — the values doc is a hypothesis about it.
VALUES → BEHAVIORS (the step everyone skips)
A value nobody can violate isn't a value.
"Move fast" — unfalsifiable, delete it
BEHAVIOR: "Ship the reversible decision without consensus.
Escalate only the irreversible ones."
COSTS US: Some rework. We accept that.
VIOLATION: Waiting a week for sign-off on a feature flag.
Write all of them this way. If you can't name what a value costs you,
it isn't operational — it's decoration.
RITUALS FOR THIS STAGE — 60 needs different ones than 12
Weekly Decision log, public. Fixes Q1 directly. Highest leverage
single change on this page.
Biweekly Manager forum — culture now transmits through them, not you
Monthly All-hands with one real tradeoff explained, not just metrics
Quarterly Behavior-based review, not just outcomes
Drop: the all-team lunch that worked at 12 and is now logistics.
CULTURE CODE
Write it after the assessment, not before. A code that describes an
aspiration nobody recognizes does active damage — it teaches 60 people
that the written word and the real place are different.
FIRST MOVE
Start the decision log this week. It's the cheapest thing here and it
addresses the actual failure: not values drift, transmission loss.About this skill
name: culture-architect description: Use when Build, measure, and evolve company culture as operational behavior — not wall posters.
Culture Architect
Build, measure, and evolve company culture as operational behavior — not wall posters. Covers mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage. Use when building company values, assessing culture health, designing cultural rituals, creating culture codes, handling culture clashes, or when user mentions culture, values, culture debt, founder culture, or culture code.
What you get
- Public GitHub repo (alirezarezvani/claude-skills)
- the culture-architect skill folder with SKILL.md. Part of a 337-skill / 30-agent / 70-command install.
Customize your output
- Fork the repo and adapt the skill's instructions and references to your workflow.
Example output
Activates automatically when your request matches Culture Architect; chains with the other skills, agents, and commands in the collection.
Best for
Creators, builders, and teams using Claude Code.
SKILL.md preview
---
name: culture-architect
description: Use when building company values, assessing culture health, designing cultural rituals, or handling culture clashes as operational work.
version: 1.0.0
category: Business & Ops / Executive Advisory
author: AgentVolt
license: proprietary
tags:
- business-ops
- executive-advisory
---
# Culture Architect
Builds, measures, and evolves company culture as operational behavior — hiring bars, meeting norms, decision rights — rather than wall-poster values.
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