How to Build a GREAT Culture on Your Team Even Without the Support of the Larger Organization
Sean Glaze is an author and leadership expert who has worked with clients like the CDC, John Deere, and Emory University to increase collaboration, boost performance, and build exceptional workplace cultures. Sean’s engaging conference keynotes and interactive team building events help you develop more effective leaders. As a successful coach and educator for over 20 years, Sean gained valuable insights into developing winning team cultures – and founded Great Results Team Building to share those lessons.
In any organization, the impact of a great culture is undeniable.
It boosts morale, increases productivity, enhances collaboration, and reduces turnover. But what happens when you’re a leader trying to build a positive culture on your team without the full support of the larger organization? It might feel like a daunting task, but the truth is, you have more power than you think.
The key lies in taking ownership of what you can control.
It’s easy to get caught up in the things outside your influence—the broader organizational policies, the overall company culture, or the attitudes of leadership. But focusing on these can quickly lead to frustration and a sense of helplessness. Instead, focus on what you can control: your team, your actions, and the environment you create within your sphere of influence.
The greatest tool you have for changing others is your own example. When you lead with intention, clarity, and consistency, you set a powerful precedent that can ripple outward, eventually affecting the broader organization.
You can build a great team culture, even in the face of challenges from the larger organization, and this approach can be the key to creating lasting, positive change…
Own Your Sphere of Influence
As a leader, you may not have the authority to change company-wide policies or set the tone for the entire organization, but you do have control over your own team. Think of it like a teacher responsible for their classroom.
When I was a teacher, I knew that many factors affected what happened in my classroom—the school’s overall culture, policies set by the principal, and the expectations students brought with them. But ultimately, I was responsible for what happened within the four walls of my classroom.
I set clear expectations, established traditions, and determined what was acceptable behavior. While I had to operate within the broader framework of school policies, the culture within my classroom was a direct result of my intentional preparation and consistency.
I created a safe, enjoyable, and challenging environment where students could thrive.
The same principle applies to your role as a leader.
Your team is your classroom, and you have the power to shape its culture. Yes, you must respect the larger organization’s rules and protocols, but within your team, you are the most significant factor in the quality of the work experience. By setting clear standards, modeling the behaviors you want to see, and consistently reinforcing your team’s values, you can create a positive and productive culture.
The Contagious Nature of Culture
Culture is contagious. Just as a cold can spread through a school, a great culture can spread through an organization. When one team starts to excel, others take notice. When you focus on building and sustaining a great culture within your team, other managers and leaders will notice the improvements in productivity, engagement, and retention.
This is how change begins.
It may start with just your team, but as your success becomes apparent, others will want to know your secret. In their own best interests, they’ll begin to adopt and adapt some of the practices that have made your team successful.
Over time, these positive behaviors and attitudes can spread across the organization, gradually shifting the larger culture in a more positive direction.
This bottom-up approach to culture change is powerful because it’s driven by results. People are naturally drawn to success, and when they see your team thriving, they’ll want to replicate that success. By leading by example, you create a model for others to follow.
How Effective Leaders Build a GREAT Culture
Building a great culture within your team requires intentional focus on five critical areas.
These areas are the foundation upon which a positive, productive, and enduring team culture is built – and the key areas of focused conversations in many of my team leadership coaching programs. So, how do you build a great culture within your team, especially when the larger organization may not be fully supportive?
Expressing gratitude and recognizing contributions is a powerful way to reinforce positive behavior and build a supportive team culture.
Here are some practical steps:
Goals
Setting clear, meaningful goals is the cornerstone of any successful team culture. Goals provide direction and purpose, helping your team understand what they are working towards and why it matters. When your team is aligned around shared objectives, it fosters a sense of unity and commitment. Additionally, well-defined goals help to measure progress, which can be incredibly motivating for team members.
Relationships
Strong relationships are the glue that holds a team together. As a leader, it’s essential to cultivate an environment where team members feel connected to one another and to you. Building trust, encouraging open communication, and fostering mutual respect are vital components of strong relationships. When team members feel supported and valued, they are more likely to collaborate effectively and stay engaged. Rapid Teamwork emphasizes the power of relationships in creating a cohesive team, illustrating how deepening connections can significantly impact team performance.
Expectations
Clear expectations are essential for ensuring that everyone on the team knows what is expected of them. This includes not only the tasks and responsibilities they need to fulfill but also the behaviors and attitudes that are valued within the team. When expectations are clearly communicated and consistently reinforced, it reduces confusion and misunderstandings, leading to a more harmonious and efficient work environment.
Accountability
Accountability is the backbone of a high-performing team. It ensures that team members take ownership of their work and are held responsible for their actions. As a leader, it’s important to establish a culture of accountability where team members are encouraged to meet their commitments and are held to high standards. This not only drives performance but also fosters a sense of pride and professionalism within the team.
Thanks
Expressing gratitude and recognizing contributions is a powerful way to reinforce positive behavior and build a supportive team culture. When team members feel appreciated, they are more likely to be motivated and engaged. Regularly thanking your team for their hard work and acknowledging their achievements creates a positive atmosphere and strengthens team morale. Rapid Teamwork underscores the importance of appreciation in team dynamics, demonstrating how a simple ‘thank you’ can have a profound impact on team culture.
The Long-Term Impact of Building a GREAT Culture
Building a great culture within your team is not just about creating a positive work environment—it’s about creating a ripple effect that can eventually transform the larger organization.
When you focus on what you can control and lead by example, you set a powerful precedent that others will want to follow.
Over time, as your team’s success becomes evident, other teams and leaders will take notice. They’ll see the benefits of a strong, positive culture and will begin to adopt some of the team building activities and practices that have made your people successful.
This is how culture change begins—one team at a time. In some cases, this bottom-up approach can lead to significant changes within the larger organization.
As more teams adopt these positive practices, the overall culture of the organization can shift, leading to better results, higher retention, and a more engaged workforce.
And even if the broader organization doesn’t change right away, you will have created a great work environment for your team. You will have built a place where people enjoy coming to work, where they feel valued and supported, and where they can do their best work. That, in itself, is a tremendous accomplishment.
Take the Initiative and Lead the Way
In the end, building a great culture on your team, even without the support of the larger organization, comes down to taking ownership of what you can control. It’s about focusing on your team, setting clear expectations, modeling the behavior you want to see, and consistently reinforcing your team’s values.
By doing so, you not only create a positive and productive environment for your team, but you also set the stage for broader culture change within the organization. The impact of your efforts can ripple outward, influencing other teams and eventually leading to a more positive and successful organization as a whole.
Remember, the greatest tool you have for changing others is your own example.
Lead with intention, clarity, and consistency, and you’ll be amazed at the difference you can make—not just on your team, but across the entire organization.
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