One of the most common challenges I hear when I conduct culture transformation workshops is this: “We understand the importance of culture—but what do we do next?”
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People leave inspired. They understand the power of organisational culture. They recognise the impact of clearly defined values. They even grasp how culture can become a competitive advantage. But then they return to their daily routines, and the big, beautiful ideas start to fade into the background.
This is where many organisations get stuck—between awareness and action.
The truth is this: Culture is not just in boardrooms—it is built in break rooms.
A recent article by Forbes, written by Professor Benjamin Laker, revealed that organisations with a strong culture saw a 400 per cent increase in revenue growth compared to those with weak cultures. That’s not just impressive—it’s transformational!
But how do we get there?
There are many ways to translate cultural aspirations into tangible results. One simple but powerful approach is what I call the Hangout Revolution.
While consulting for a corporate organisation in Kitchener, Ontario, our mandate was clear: help create a more inclusive, connected, and people-centered culture.
The team wanted a workplace where people felt seen, valued, and heard. Where belonging wasn’t just a word on the wall—but a daily experience.
So, we got practical. We wanted a weekly behaviour that could easily be measured. We started the Hangout Revolution.
The idea was simple: each week, every employee was paired with someone they didn’t know or know well. They were encouraged to hang out—during lunch, over a coffee, or during a break. The only rule? Be present. Get to know each other.
No slides. No KPIs. No strategy sessions. Just people connecting with people.
Two months in, I had a conversation with the receptionist that I will never forget. She told me how she’d gone bowling with a team member from a different department. For the first time, she felt part of the organization. Seen. Valued. And as a result—motivated to add ideas, share thoughts and improve her productivity. All this from just bowling.
That’s the power of culture transformation when it’s intentional and operationalized.
Enter the Ewa Aganyin Revolution!
Fast forward to Lagos, Nigeria. I introduced the concept to another group. But when I mentioned coffee and bowling, I was met with laughter and side eyes.
“Coffee? Bowling? “Wetin dey do this oga? That’s too ‘bourgie’ for us.”
So, we birthed our very own “Ewa Aganyin” Revolution—a local, authentic twist on the same principle. Team members began meeting up over plates of “ewa aganyin” and bread or any food of choice, connecting in a way that felt natural, meaningful, and rooted in their shared culture. Same principle. Different applications. Common Vision.
Whether it’s coffee in Canada or “ewa aganyin” in Nigeria, the principle remains: to build something real, you must be intentional.
Transformation doesn’t happen just because we hold a training or we develop a culture guide. It happens when we help people build small, daily behaviours—lead measures—that over time, create the cultural outcomes we want.
These simple human moments are what start to erode silos, spark collaboration, and build trust.
So I ask you—what does your team need to be more intentional about?
Is it inclusion? Is it connection? Is it trust? Is it productivity? Is it being more innovative in their thinking?
Perhaps your organisation is ready for its own version of the “Ewa Aganyin” Revolution or Tea Revolution (Depending on how bourgie you are). Or perhaps not. Either way, remember this:
Culture shifts when people shift. And people shift when we make it easy to act daily on what matters most.
Let’s make culture real. Let’s be intentional!
• Owodunni is the City Councillor, Kitchener, Ontario, Canada.
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