Leading with Culture: How Great Leaders Build Thriving Teams

Every organization has a culture. It’s not always something written down, but you feel it the moment you step into a workplace. It’s in the way people interact, how decisions are made, how success is recognized, and how mistakes are handled. Some cultures are positive and uplifting, making people feel valued and motivated, while others are toxic, stifling growth and draining energy.

I’ve often thought about what truly shapes an organization’s culture. If we go back to the basics, I was taught in secondary school that culture is the way of life of people. Now in the context of leadership, culture is simply the way things are done. It influences everything from who holds power, how people communicate, and whether employees feel trusted or micromanaged.

I have worked in different workplaces, and what I have observed is how easy it is to absorb the culture, sometimes letting go of old habits and picking up new ones. And this can be a good thing or a bad thing, depending on the environment you find yourself in.

Leadership plays a massive role in shaping culture. A good leader doesn’t just enforce rules; they create an environment where people feel safe, respected, and supported. I’ve seen workplaces where recognition is rare, and feedback only comes when something goes wrong. In contrast, I’ve also been in places where effort is acknowledged, mistakes are treated as learning opportunities, and teamwork is genuinely encouraged. The difference is night and day. When people feel valued, they give their best. When they feel overlooked or constantly criticized, their motivation drops, and so does their performance.

It’s the same in healthcare. A positive workplace culture doesn’t just benefit staff; it directly affects patient care. A team that trusts each other, communicates openly, and feels appreciated will always provide better care than one operating in a toxic environment. That’s why leaders in any field—especially healthcare—need to be intentional about fostering a culture where people thrive.

All I have described above is organizational culture, but beyond organizational culture, there’s also team culture. Even within a larger workplace, smaller teams develop their own dynamics. Some teams function like well-oiled machines, supporting each other and tackling challenges together, while others feel disjointed, with poor communication and a lack of cohesion. Now the question is, how do we build positive team culture?

One approach that has been helpful for me when talking about building team culture is the concept of Appreciative Inquiry (AI). It’s a concept I came across during my leadership training with the NHS Leadership Academy, and it was developed by David Cooperrider at Case Western Reserve University. The core idea is simple: instead of focusing on what’s broken, you focus on what’s working well and build on it. As the name implies, it is making inquiries about what went well and showing appreciation of it by building on it.

It’s easy to get carried away in trying to fix weaknesses or to constantly point out flaws and dwell on mistakes. But imagine trying to build a house. If you spend all your time reinforcing weak foundations, you’ll slow yourself down. Instead, if you focus on building where the foundation is already strong, you can make progress much faster. That’s the essence of Appreciative Inquiry. It doesn’t mean ignoring problems; it means choosing to build on strengths first rather than getting stuck in endless problem-solving.

Now, let's talk about how many organizations traditionally handle mistakes. Something goes wrong, and the first reaction is: Who is responsible? What went wrong? How do we make sure this never happens again? While all I have listed here are important, it often creates a culture of fear and blame. There are Organizations that will ask you to write reflections on what you did wrong which in itself is good as reflection is one of the key qualities of a leader and can help personal and professional growth but may not be good for team building culture. Appreciative Inquiry, on the other hand, flips the script, and instead of asking who messed up, it asks, What is already working well? What has been successful in the past? How can we build on that to create a better future?

This is a completely different mindset that fosters growth instead of fear within a team. I know clinicians whose patients have reported what they perceive to be wrongdoings, and this has resulted in the clinicians losing confidence in themselves because what they did right has not been appreciated and built upon.

In my own leadership journey, I’ve found that this approach works best when combined with a structured way of implementing change. While AI traditionally follows a five-step process called the 5D's, I personally use a DMADV model that aligns with my Lean Six Sigma background. It helps take the principles of Appreciative Inquiry and turn them into actionable steps.

First, define the problem by identifying what the issue is, and then measure what’s already working well. What strengths does your team or organization have? Then, you analyze the creative possibilities—how can these strengths be expanded? Next, you design solutions based on these strengths, rather than fixing weaknesses in isolation. Finally, you verify and implement the changes, constantly refining them as needed. This approach ensures that change isn’t just about fixing problems but about building something stronger from what already exists.

And this mindset isn’t just for workplaces. It applies to relationships, friendships, and even marriages. When couples argue, the default reaction is often to focus on what’s wrong—who said what, who should apologize, what needs to change. But imagine if, instead, they focused on what brings them together, what they love about each other, and how to build more of that. When people focus on their strengths rather than just their flaws, relationships become stronger.

At the end of the day, culture, whether in an organization, a team, or a relationship, is a choice. It doesn’t just happen. Leaders shape it, teams reinforce it, and individuals contribute to it every day. A strong, positive culture isn’t built on blame or fear; it’s built on trust, appreciation, and a willingness to grow. And when that kind of culture exists, everyone benefits, whether in the workplace, at home, or anywhere people come together to achieve something meaningful.

Thanks for reading!