Company culture at IT By Design is not built through policies. It’s built through lived experiences, leadership intent, and real conversations. Listening to Anamika host Andy on our Culture and Career Corner podcast reinforced exactly what makes our culture different, and why it works.
This wasn’t just a podcast. It was a mirror into how culture, leadership, and growth actually show up inside our organization.
Who Is Shaping Company Culture at IT By Design Today?
Anamika brought in Andy, our Service Delivery Manager from the Philippines, and what stood out immediately was this:
Andy had just recently joined IT By Design.
That matters.
Because her perspective wasn’t influenced by time. It was shaped by contrast.
And she said something that stuck with me:
“It’s been a breath of fresh air… I didn’t even know I needed it.”
That’s not onboarding feedback.
That’s culture revealing itself.
From my lens, when a new leader feels that shift so quickly, it tells you one thing. Culture here is intentional, not accidental.
What Makes IT By Design’s Company Culture Different?
Anamika asked a simple but powerful question: How would you describe IT By Design’s culture?
Andy’s answer was clear:
“It’s defined by opportunities… IT By Design invests in individuals.”
Let me build on that.
Most organizations:
- optimize for output
- measure performance
- reward outcomes
We do that too, but we go further.
We invest in:
- potential before performance
- people before process
- growth before comfort
That’s what creates a culture where people don’t just work. They evolve.
Why Does Investing in Leaders Strengthen Workplace Culture?
One of the strongest parts of the conversation was around leadership.
Andy said:
“If you want employees to be taken care of, you need to invest in your leaders.”
That’s a truth most companies underestimate.
But Anamika took it deeper, and this is where I want to emphasize her point.
She highlighted how many managers operate transactionally:
- focusing only on targets
- discussing only performance
- ignoring the human behind the role
And what happens then?
Employees don’t open up to managers.
They go to peers instead.
That’s a breakdown of trust.
How Should Leaders Build Trust Instead?
Anamika shared something I strongly agree with:
Put yourself in your team member’s shoes.
That’s not soft leadership.
That’s effective leadership.
Because when perspective shifts:
- assumptions drop
- empathy increases
- decisions improve
At IT By Design, we don’t just teach leadership frameworks. We push leaders to be relatable humans first.
What Did the Leadership Summit in India Teach Us About Culture?
Andy’s experience in India was more than a leadership event. It was a cultural immersion.
She spoke about:
- meeting leaders from different backgrounds
- learning from people ahead in their journeys
- gaining exposure to diverse perspectives
And she called it a privilege.
That’s exactly why we invest in experiences like this.
Because growth doesn’t happen in isolation.
How Does Cultural Exposure Shape Better Leaders?
What stood out most to me was her reflection on visiting the Golden Temple.
Not just as a place, but as a philosophy.
She talked about:
- its purpose of serving people
- the legacy behind it
- the intention of giving without expectation
That’s leadership.
Because culture is not what you enforce internally. It’s what you learn externally and bring back.
What Leadership Lessons Truly Matter in Today’s Workplace?
Anamika asked Andy for her top three life lessons, and honestly, these are worth revisiting.
1. Why Does Perspective Matter in Leadership?
It’s not about being positive.
It’s about choosing how you see challenges.
Leaders who reframe problems create opportunities.
2. Why Is It Important to Pause Instead of Push?
In high-performance environments, we glorify speed.
But Andy reminded us:
It’s okay to pause.
It’s not okay to stay stuck.
That distinction matters.
3. Why Being a Good Human Comes Before Being a Great Leader
This was the most powerful takeaway.
“Never forget to be a good person.”
Because leadership without integrity fails and success without character doesn’t last.
Even Anamika reinforced this. Being a good human is harder, but far more important than being a good leader.
And I couldn’t agree more.
How Should Organizations Approach AI Without Fear?
The AI conversation was refreshingly practical.
Andy said:
“AI is a guide. A roadmap.”
But she also acknowledged something important:
Skepticism is natural.
And that’s where leadership comes in.
What Is the Role of Leaders in AI Adoption?
Anamika made a critical point:
If leaders are not AI-ready, teams won’t be either.
So, the responsibility is clear:
- learn AI
- understand AI
- demonstrate its use
Because teams don’t follow instructions. They follow behavior.
From my perspective:
AI won’t replace people.
But people who use AI will outperform those who don’t.
What Truly Makes IT By Design a Culturally Rich Organization?
If I step back and reflect on this entire conversation, here’s what defines us:
- We invest in individuals, not just outcomes
- We build leaders who are intentional, not transactional
- We create experiences, not just roles
- We encourage perspective, not just performance
- We prioritize being good humans, not just great professionals
And most importantly,
We create space for conversations like this to happen.
My Final Reflection
Listening to Anamika and Andy wasn’t just insightful. It was a validation of what we’re building.
Culture is not built in strategy decks.
It’s built in everyday conversations, decisions, and behaviors.
And when those are aligned, honest, and human, you don’t just build a company.
You build something people believe in.
