Season 9 Episode 22: Why Thermostat Cultures are Critical

Summary
In this episode of The Thermostat Podcast, Jason V. Barger challenges leaders to shift from passive, reactionary mindsets to proactive, intentional leadership models. He argues that when teams operate like thermometers—simply reflecting external conditions—they fall into reactive patterns, making short-term adjustments but missing opportunities for true innovation. Instead, organizations must function as thermostats, deliberately setting the temperature for corporate culture and leadership in teams. By continually calibrating values, behaviors, and mindsets, thermostat cultures foster trust, engagement, and sustainable performance. Drawing on six best practices, Barger provides a roadmap for assessing current realities, aligning strategic thinking, articulating aspirations, translating vision into action, and embedding cultural norms into daily operations. This approach is especially vital in today’s unpredictable business environment, where attracting and retaining talent hinges on meaningful connection and clarity of purpose.

What Makes a Thermostat Culture?
A thermostat doesn’t merely report the existing temperature; it actively regulates it. Similarly, organizations that hope to thrive must move beyond simply reacting to market pressures or internal disruptions. Thermostat cultures are built on intentional design: leaders define the climate they want (corporate culture) and then engineer processes to maintain that environment. Instead of waiting for problems to surface, thermostat thinkers ask, “What environment do we want to create, and how will we ensure it holds steady even when external factors fluctuate?”

Six Best Practices for Thermostat Cultures

1. Assess the Current Temperature
   Before making any changes, high-performing teams rigorously evaluate their existing culture. This involves gathering both quantitative data—surveys, engagement scores—and qualitative insights—interviews, focus groups. As Barger explains, “Before you can shape the future, you need to be honest about where you currently are.” Leaders who skip this foundational step risk building strategies on assumptions, not reality. A skeptical question to ask: Are the metrics we rely on truly capturing employee sentiment, or are we ignoring quieter voices?

2. Align on Strategic Thinking, Acting, and Interacting
   It’s not enough to proclaim that you value collaboration or innovation. Thermostat cultures define what those values look like in practice. Barger stresses that teams need shared clarity on “how we think about leadership,” “what trust really looks like,” and “how to practice emotional intelligence.” When everyone understands the mental models and expected behaviors, they can translate them into everyday decisions. Challenge yourself: Do all stakeholders interpret our values the same way, or do we need to refine our definitions?

3. Clarify Aspirational Identity
   Every thermostat needs a target temperature. In the same way, teams must articulate who they aspire to be. Barger reminds listeners that “not every temperature will do”—you must specify the desired culture. Is your organization known for fostering creative problem-solving? For empowering front-line ownership? Be precise. A forward-thinking leader probes: Are we aiming for excellence in communication, growth mindset, or accountability—and how does that vision differentiate us?

4. Articulate the Vision and Core Values
   A vision hidden in a slide deck won’t influence behavior. Thermostat cultures give life to their aspirations by clearly communicating them—over and over. Barger notes: “They can articulate the core values that are guiding their thinking, acting, and interacting.” Whether it’s through town halls, internal newsletters, or one-on-one conversations, articulating what success looks like keeps people aligned. Consider: Are our core values vivid and memorable, or do they languish as vague platitudes?

5. Strategically and Intentionally Act on the Vision
   Clarity without action is window dressing. The hallmark of thermostat cultures is that they align strategy with daily behavior. If a team decides “active listening” is critical, they invest in listening training and embed it into meeting norms. If “personal and collective ownership” is a priority, they redefine accountability processes. As Barger puts it, “The best thermostat cultures bring the vision to life by strategically and intentionally putting actions into motion.” Ask yourself: Are we investing in the right training and resources to turn our values into habits?

6. Anchor the Desired Culture
   Finally, thermostat thinkers embed cultural norms into every organizational touchpoint—hiring, onboarding, performance evaluations, leadership development, and ongoing calibration. Instead of treating culture as a one-off initiative, they anchor it in systems and processes. Barger warns against viewing culture shaping as “a drive-through experience”; it requires sustained commitment. Reflect: Do our HR processes reinforce desired behaviors, or are we inadvertently rewarding outdated practices?

Notable Quotes

• “Too many leaders or individual humans get stuck in thermometer thinking. A thermometer is purely reactionary.”

• “In today’s uncertain world, we need thermostat thinkers and cultures, because thermostats, unlike thermometers, are proactive.”

• “Culture is dynamic and is always being shaped moment by moment, every single day. It’s not static.”

• “If people are not connected and engaged in your organizational culture, they will go elsewhere.”

• “Thermostat cultures are critical in today’s world, and they don’t leave it up to chance. They are intentionally led.”

• “What intentional next moves will you put into place to set the temperature you desire?”

Conclusion
Becoming a thermostat culture isn’t about grand proclamations; it’s about rigorous self-examination, disciplined alignment, and consistent follow-through. When leaders refuse to settle for passive, thermometer-like reactions and instead engineer proactive, values-driven environments, teams flourish. Engagement climbs, talent stays, and performance follows. In a world where change is relentless, thermostat cultures offer stability—providing people with clarity on how to think, act, and interact, even when uncertainty abounds.

Question to Ponder

1. What is the precise temperature you want to set for your team’s culture, and what immediate action will you take this week to begin calibrating toward that ideal?

Links and References

For more insights and practical tips, be sure to check out Jason V Barger’s book Breathing Oxygen. This book dives deeper into the concepts discussed in this episode and provides additional strategies for fostering a positive mindset and effective leadership.

Jason references the 6 A’s for Leading Change in this podcast. Listen to them here 

Visit ThermostatCulturesLive.com referenced in this episode

By incorporating these practices into your summer routine, you can breathe new life into your personal and professional endeavors. Remember, as Jason says, “The best leaders, teams, and cultures on the planet stimulate progress by recalibrating their thermostat together.”

Our next episode will feature Planning + Execution. Stay Tuned!