This blog was written in collaboration with Leilani Raashida Henry

Leaders have the power to shape the environments where people work, and a thriving culture is at the heart of that success. Below are foundational components of organizational culture and practical tools leaders can use to build environments where people can truly thrive.

What Makes Up Organizational Culture?

To cultivate a strong culture, it’s helpful to identify the key ingredients that shape how people work together:

• Norms from Storming: These include the policies and procedures that emerge from team dynamics, often shaped through conflict and resolution.
  
• Collective Activities: Regular rituals such as personal check-ins, staff celebrations, onboarding/offboarding ceremonies, or even simple shared tasks help bond the team.
  
• Shared Identities: Defined by understanding “Who we are, what we do, who we serve, and why.” This creates alignment and purpose.
  
• Celebrated Differences and Shared Values: Through open dialogue, teams define what they stand for, where they’re flexible, and how they navigate grey areas.
  
• Traditions: Cultural practices—like Happy Hour Fridays, Milestone Mondays, or What’s Working Wednesdays—can reinforce belonging and consistency.

Cultural Development in Practice: Team-Level Strategies

1. Cultural Mapping
   As a team, identify and visualize the touchpoints that define your shared experience—important meeting rituals, shared values, or inside language. This map can serve as a guidepost for onboarding new teammates and for staying aligned as the team grows and changes.
   
2. Photo Documentation
   Capture meaningful team moments—whether it’s collaborative work, team wins, or shared rituals. Sharing these images reinforces team identity, builds pride, and helps strengthen relationships, especially in hybrid or remote environments.
   
3. Digital Archives
   Create a shared folder or team board to collect stories, feedback, resources, and creative highlights. This informal “living history” helps team members stay connected to the team’s progress and purpose over time, even as members rotate in and out.
   
4. Mentorship Programs
   Pair team members together for peer mentorship or buddy systems, especially when someone is new or stepping into a new role. This supports knowledge sharing, builds connections, and strengthens the culture of support within the team.
   
5. Educational Initiatives
   Dedicate time in team meetings or retreats to explore topics related to your team’s values, communication styles, or working agreements. Encouraging continuous learning as a team reinforces alignment and cultural clarity.
   
6. Community Outreach Programs
   Action Step: Find opportunities for your team to engage with other teams, departments, or community members. This could be through cross-functional collaborations, volunteer days, or knowledge-sharing sessions—anything that broadens perspectives and builds cultural awareness together.

Real-World Leadership Examples

Facilitating Open Dialogue in a Small Business

While consulting for kaleidoscope maker Henry Bergeson and his five-person team, Leilani Henry noticed tension often built during production crunches. Employees resisted check-ins, seeing them as distractions. Once we introduced “Balance” meetings—embodied sessions designed to clear the air, team members had a space to express frustrations and fine-tune processes. As a result, the group became more collaborative, and resolving tension became part of the normal workflow.

Establishing Positive Work Culture in Antarctic Field Teams

As part of the International Thwaites Glacier Collaboration, Leiani works with 150 US/UK polar scientists who operate under extreme conditions. We created a “pre-field agreement” process and held workshops to discuss vision, values, and expectations. These proactive conversations prepared researchers to adapt quickly and handle interpersonal conflict constructively—even when situations changed suddenly. Ongoing check-ins ensured the team stayed aligned throughout the mission.

Thriving Culture at a Cross-Cultural University

Leilani works with faculty and staff to co-create a culture of innovation and support at a university focused on first-generation college students. Reflecting on one of their key strategies, she explains, “We introduced large group discussions to identify success stories, address conflict, and surface opportunities. By aligning everyone to a shared theme of student success and learning innovation, the team grew more equipped to handle challenges as they arose.”  

By taking intentional, human-centered steps to build a positive work culture, leaders can ensure that values, practices, and people are all working together to support a thriving environment.

Learn Why Thriving Organizational Culture is Essential for Success