Transforming Organizational Culture One Team at a Time
Part 2: How to Lead with Impact and Help Teams Thrive
Welcome to the second installment of my series on transforming organizational culture. In Part 1, we explored how to become an impactful leader by focusing on personal growth and self-improvement. If you missed it, I encourage you to check it out. After all, to bring out the best in others, you must first be the best version of yourself.
In this article, we shift the focus outward - to your team and colleagues. A thriving work culture starts with leaders who inspire, support, and empower those around them. Here are eight actionable strategies to help your team thrive while fostering a work environment where everyone feels valued, appreciated, and supported.
1. Lead with Kindness
Kindness is a powerful, yet often underestimated, leadership tool. You never know what challenges your team members may be facing - both at work and in their personal lives. Showing genuine compassion can make a world of difference.
How to Put It Into Action:
Spend the first few minutes of meetings checking in on your team. Ask how they’re doing and truly listen to their responses.
Share something lighthearted or positive from your life outside work to break the ice and build connections, and ask others to do the same.
Model patience and understanding, even when team members may not be at their best.
Tip: A small act of kindness - like remembering someone’s birthday or following up on a challenge they mentioned - goes a long way in building trust and morale.
2. Listen Attentively
Listen more than you speak. People feel valued when they know they’re being heard. Active listening not only builds trust but also provides deeper insight into your team’s needs and concerns.
How to Put It Into Action:
Be present. Avoid distractions like your phone or email during conversations.
Ask open-ended questions to understand what support they need. For example, “Are you looking for advice, do you need me to take action, or do you just need someone to listen?”
Validate their feelings with empathetic responses like, “That sounds challenging; I can see why you feel that way.”
Tip: Taking the time to understand different perspectives can uncover solutions you might not have considered.
3. Be Real, Relatable, and Humble
Authenticity builds trust and fosters genuine connection. People are drawn to leaders who are real, relatable, and human, not those who appear to be aloof or robotic. Being genuine isn’t about perfection - it’s about showing up as your true self and leading with heart.
How to Put It Into Action:
Admit your mistakes and share what you learned. This shows your team that it’s okay to be human and encourages them to do the same.
Acknowledge challenges openly, then involve the team in brainstorming solutions.
Share stories that highlight both your successes and struggles to inspire and motivate.
Tip: Vulnerability, when balanced with confidence, can make you an approachable and inspiring leader.
4. Advocate, Recognize, and Reward
People thrive when they feel truly seen, valued, and supported. As a leader, your role goes beyond celebrating results - it’s about championing your team’s growth and potential. Get to know their unique strengths, passions, interests, and aspirations, and advocate for them even when they aren’t in the room. Seek opportunities that not only play to their strengths but also challenge them to develop and grow. Celebrate their milestones, of course, but also recognize the smaller, meaningful victories - overcoming obstacles, tackling challenges, and making progress.
How to Put It Into Action:
Identify each team member’s strengths, passions, and goals, and help them align these with their work.
Recognize small wins and milestones, such as overcoming a challenge or learning a new skill.
In addition to monetary compensation, use creative ways to reward efforts, like: personalized thank-you notes, public recognition in meetings or newsletters, investment in a coach, and opportunities to attend conferences or participate in leadership development programs.
Tip: Regular recognition fosters a culture of appreciation, which boosts engagement and motivation.
5. Mentor and Coach
The best leaders help their teams grow by mentoring and coaching, rather than solving problems for them.
How to Put It Into Action:
Ask probing questions and provide guidance without micromanaging. Encourage team members to think critically and come up with their own solutions.
Be a connector. Introduce them to resources or people who can help advance their goals.
Act as a sounding board, offering constructive feedback and support as they navigate challenges.
Tip: Coaching conversations should focus on asking insightful questions and actively listening to guide individuals toward discovering their own potential solutions and next steps.
6. Communicate Transparently
Uncertainty and change can create stress and anxiety for teams, but transparent and frequent communication can help ease those feelings and build resilience. As a leader, you may not always have control over critical decisions, but you can share as much information as possible. When people have access to clear information, they’re better equipped to manage risks and navigate challenges.
How to Put It Into Action:
Share updates regularly, even when there’s limited information. Be honest about what you know and what you don’t.
Encourage open dialogue by inviting questions and feedback.
Shift the focus to what team members can control and influence, rather than dwelling on external uncertainties.
Tip: Transparency builds trust and creates a sense of security, even during tough times.
7. Set Clear Expectations
Ambiguity can lead to frustration, stress, and even burnout. Setting clear expectations provides a roadmap for success, empowers your team to take ownership of their work, and fosters a healthier work environment. Boundary-setting becomes especially challenging for employees when they aren’t crystal clear on their leader’s expectations.
How to Put It Into Action:
Clearly communicate priorities, deadlines, and desired outcomes.
Be explicit about work hours and response times. For instance, if you send an email after hours, clarify whether a reply is expected immediately or if it can wait until the next business day.
Discuss and align on preferred communication methods (e.g., email, Slack, phone, Teams) to streamline collaboration.
Address other expectations, such as work location, flexibility, autonomy, and work attire, so everyone knows the boundaries and norms.
Tip: Revisiting expectations regularly helps prevent misunderstandings and keeps everyone on the same page.
8. Be a Role Model
Walk the walk. It’s that plain and simple! Leadership by example is one of the most powerful ways to influence your team. Show them what it looks like to thrive, both personally and professionally.
How to Put It Into Action:
Prioritize your wellbeing. Maintain healthy habits, manage stress, and set boundaries.
Embrace continuous learning and share your growth journey with your team.
Approach challenges with resilience and optimism, demonstrating that setbacks are opportunities for growth.
Tip: Your actions speak louder than words. When you thrive, you inspire others to do the same.
By implementing these strategies, you can help your team thrive and create a ripple effect of positivity throughout your organization. Leadership is not about having all the answers; it’s about empowering others to discover their potential and succeed together.
Let’s build thriving cultures - one team at a time.
