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“What was your favorite decade?” a young person asked an elderly person, now in her ninth decade of life.

The young person expected that one of the decades of carefree times and financial ease would have been chosen; but that was not the case. Instead, the elderly woman said the hardest decade was also her most cherished.

“Why?” asked the astonished young person.

“Because that is when everyone worked together. People helped each other and supported one another. Each person pitched in to do their part.”

Culture Remembered

What the elderly woman identified was “culture.”

That was the era when her work, community, and family shared a very deep and meaningful bond. They were built on a central theme, a shared culture.

Culture Fragmented

In more recent years, culture has seen its share of fragmentation. Companies were split apart as individuals began working in more isolated environments. Students missed formative socialization during the pandemic era. And extended family and community members began to distance themselves from each other.

Culture Reclaimed

Today, many are trying to find their way back. What they are seeking is culture.

Culture is finding work and community that fit, where a person can be uniquely themselves, while also sharing common values and ideas. Culture is both what makes you different – what sets you apart – and, also, what binds you together.

In companies, teams with a shared culture are teams that work together to achieve great things. With common values and goals, individuals know that what they do matters, not only for their own well-being, but for the rest of the team. They know that their work impacts their co-workers and, also, those they serve.

As a leader, you recognize this need and can begin to foster this sense of cultural belonging again.

Here are some ways to start.

Define your core values, both personally and as a company.

People need to re-center themselves around shared values. If your values are clear, you will serve as a beacon to those who share those values.

Establish clear goals.

Clear goals mean clear direction. This means your team is moving in the same direction, and that establishes camaraderie.

Create a strengths-based framework.

Having strengths is important to individuals. But using those strengths to serve a greater need gives them meaning. Give your team members the chance to serve in their strengths. And create a team that is interdependent on these shared strengths.

Be clear on who you serve and how.

Most people want to make a difference in the lives of others. In some settings, team members cannot see the end results of what they do. Give your team a chance to see how they are impacting others. If you receive a testimonial for a product, for example, be sure to share it with your production team. If you learn that the service you provide has been of help to someone in a meaningful way, share the good news with your team.

What will you do to lead in a renewal of culture – in your home, your work, and your community?

For valuable resources on Leadership Strengths and Tools, click here.

Deb Ingino is a highly sought-after executive coach, mentor, consultant, and speaker worldwide. Deb is well versed in business operations and in the importance of asking key questions most business leaders won’t ask themselves. She brings deep experience in leadership development, strategy, high performance team building and effective communication. She has a passion for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance. Deb is the perfect fit if you’re ready to take your leadership and impact to the next level!