When FAA Administrator Mike Whitaker called for a “fundamental cultural shift” at Boeing to prioritize safety and quality over profits, it highlighted a simple truth: culture isn’t a side note—it’s the foundation of every organization. The safety issues plaguing Boeing’s 737 MAX and 787 production aren’t just operational flaws; they’re cultural ones. And culture always starts at the top.
All great cultures started with a blank page and a leader with a vision and commitment to their people. It’s not easy to change a culture, but with determination and making it a priority, it is definitely possible.
When leaders make culture the priority, they create an environment where values like safety, trust, and accountability aren’t just words—they’re lived every day. At Boeing, the call for a cultural shift isn’t just about fixing production flaws; it’s about rethinking how people work together, how issues are raised and addressed, and most importantly: how success is measured. This change isn’t a change in doing; it is a change in thinking. Action always follows belief.
The measures through which we gauge structure are crucial to every organization’s culture. It is what shapes priorities, behaviors, and decisions at every level. When success is measured purely in terms of profits or speed, it inevitably sends a message: cut corners if you must, but hit the target. On the other hand, if success is tied to values like safety, quality, respect, and collaboration, the entire organization aligns around these priorities.
At its core, culture reflects what leadership values most. Employees take their cues from the top, and if leaders demonstrate that trust, accountability, and doing the right thing matter more than short-term gains, those values become embedded in daily operations. It’s not about setting rules—it’s about modeling beliefs in action.
For Boeing, and any organization facing similar challenges, the solution doesn’t lie solely in audits, inspections, or new systems. These are tactical tools. The real shift comes when leadership commits to fostering a culture where people feel empowered to speak up, where quality isn’t compromised for speed, and where every employee feels a shared responsibility for success. The real shift comes from a commitment to values and principles that go beyond tactical issues, they are relational and foundational in nature.
As leaders, our primary responsibility is to serve our people. Not just our employees, but the customers who place their trust and time in us. When we prioritize their well-being, we create an environment where our people can, in turn, focus on innovation, safety, and operational excellence. It’s a ripple effect. Leaders who invest in culture ultimately build organizations that succeed not just today, but for generations to come.
Whether you are a leader just starting to build your organization or one who wants to shift their organization’s pre-existing culture to the next level, you need a plan.
For a specific, actionable approach to creating a sustainable high-performance workplace culture, check out The Accountability Advantage here.
