Addressing underperformance is crucial, but it’s not the end goal. The true challenge for modern leaders is to create and sustain a culture where people consistently thrive. A high-performing culture doesn’t emerge from productivity alone—it grows from trust, shared purpose, and psychological safety.
Why Culture is the Real Strategy
In a recent episode of The Heart of Leadership podcast, Andy Trewick, CEO of Graham Construction, reflected on a failed strategic initiative. The culprit? A lack of cultural alignment within the leadership team. Despite having a solid plan, misaligned relationships nearly derailed the effort. His insight is clear: without a healthy culture, even the best strategies collapse. Culture isn’t a soft add-on—it’s a core driver of performance.
From Criticism to Collaboration: A Real-World Turnaround
We recently worked with a fast-growing tech firm where interpersonal friction had taken a toll. The executive team, though talented, had become critical, siloed, and distrustful. Collaboration was weak, and strategic initiatives stalled.
Through team coaching, we focused first on building psychological safety. Leaders were invited to engage in open dialogue, share vulnerabilities, and truly listen. We helped the team co-create a “team operating agreement”—a living document of values and behavioral norms. Over time, this shifted their dynamics from blame to trust, and from individual defensiveness to cross-functional unity. Within months, not only had their culture transformed, but their project delivery accelerated.
Three Culture-Building Practices Every Leader Should Embrace
1. Make Psychological Safety a Priority
Innovation and honest feedback thrive in environments where people aren’t afraid to speak up. A culture of safety fosters creativity, learning, and ownership.
2. Model the Values You Expect
Culture starts at the top. Leaders who consistently demonstrate transparency, empathy, and accountability set the tone for the entire organization. One standout example comes from a conversation with a leader at the Fort McKay Métis Group of Companies, whose executive team embodies the values they promote—people-centered leadership at its best.
3. Create Consistent Opportunities for Connection
Strong cultures are built on strong relationships. Regular two-way communication, collaborative rituals, and small moments of recognition all reinforce a sense of shared purpose and belonging.
Key Takeaway
High-performing cultures aren’t accidental—they are built with intention, sustained through connection, and led by example.
