Culture should not be like Voldemort from Harry Potter—he who must not be named.
Ever stopped to think about what team culture really is?
It’s one of my favorite topics to dive into with audiences because the answers are always as varied as the people themselves. When I ask folks to define it—not just the textbook version, but really break it down—they often pause to think. Because let’s be honest, culture can feel nebulous and complex, and we’ve all had different experiences (some good and some that people would rather not speak of… hello, Voldemort from Harry Potter).
With many audiences, I hand out voting paddles (ok, they’re plain pieces of paper with "yes" on one side and "no" on the other). I ask them to vote on statements like:
Culture is a set of values.
Culture is an HR project.
For enough money, any employee will stay in a toxic culture.
Changing culture takes extra time.
Culture is created before you arrive.
The answers are always unexpected. And that’s the beauty of it! Team culture is a lot like global culture—it’s nuanced, diverse, and ever-evolving.
Think about it. I’ve visited places where time seems to have taken a backseat—being a little late is no big deal. Then there are places where everything runs like clockwork, down to the last second. The same goes for cleanliness—some cities are so spotless you could practically eat off the sidewalks (eww, gross, never), while others... well, you might want to keep those shoes on and throw them in the wash later. And don’t get me started on food, haha!
This is where the conversation about team culture really gets interesting. Culture is everything we do—it’s the traditions, norms, habits, and unspoken rules that define how we operate, day in and day out. And for leaders, the first step in shaping a strong team culture is to take a step back and look up.
I ask them to take a pause and zoom out. To reflect on what’s happening in their culture, good and not so good.
We’re often so caught up in the whirlwind of meetings, deadlines, and to-do lists that we forget to take a moment and scan the room. What’s the vibe? What’s the energy? How is your team really showing up—cranky, burnt out, bored, excited? When leaders think about how much they’re getting done, it often correlates with the attitude, the mood, and the overall atmosphere of the group.
Here’s the thing: culture isn’t just something that happens.
It’s shaped by how we’re feeling and what we do regularly, the norms that have become second nature. Are people walking out of meetings thinking, “That should have been an email”? Is it normal for folks to be glued to their phones during discussions? Or maybe collaboration is the norm—team members regularly brainstorm and problem-solve together.
I speak with teams about their attitudes and norms because that’s the starting point for shifting culture. It’s our day-to-day interactions that make up culture.
Then there’s the deeper layer—what do your people truly believe? What values would they toast to at a celebratory dinner? In healthcare, it might be “the patient comes first.” In education, “the child comes first.” But sometimes, even well-intentioned beliefs can become counterproductive. I’ve seen teams where the mantra was, “We work until the work is done,” and it left everyone exhausted, burnt out, and frustrated. Their metrics didn’t show the reward for their valiant and exhausting efforts.
The key takeaway?
To truly shift a culture, whether it’s toxic or just tired, you’ve got to understand these layers: how your team is showing up, what’s considered “normal,” and what they deeply believe. Only then can you start to make the meaningful changes that lead to a healthier, more productive work environment.
If this resonates with you and you’re thinking about kicking off a culture reset, let me know. I’d love to support your team and help give a boost.
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