When we think about “culture,” it can feel like this big, abstract concept floating above everyone’s heads. But culture lives in the everyday. It’s shaped in hallway chats, Monday morning check-ins, the way we celebrate wins (or don’t), how we handle feedback, and yes, the conversations we choose to have—or avoid.
If you want to shape, shift, or strengthen your culture, start with a conversation. It’s that simple. Not a big, dramatic “team offsite” kind of chat (though those have their place), but the day-to-day conversations that show people you care, you’re curious, and you’re listening.
Why Conversations Matter More Than Campaigns
Culture doesn’t shift because of slogans or one-off training days. It changes when people feel heard. The questions you ask—and how you ask them—can reinforce psychological safety, transparency, and mutual respect. For leaders in the C-suite and senior roles, this is your opportunity to model the behaviours that build high-performing teams.
Here are five simple, honest questions you can ask your team—today. Not to tick a box, but to better understand the reality of how it feels to work here, and what kind of culture you’re really creating together.
5 Culture-Building Questions for Leaders
1. “What’s one thing that would make your day-to-day work easier or better?”
This is gold. It shows that you care about removing friction. It also uncovers the little things that, when fixed, make a big difference—like a clunky process, unclear communication, or lack of the right tools. Culture isn’t just values on a wall; it’s how supported people feel in doing their job well.
Pro tip: Don’t try to fix everything at once. Just listen, and take note of themes. Then act on what you can and explain what you can’t. That alone builds trust.
2.“What’s something we do here that really works for you?”
We spend a lot of time trying to fix what’s broken—and that’s important—but sometimes we overlook the things that are already working well. It gives you insight into what people appreciate and want to see more of, like flexibility, honesty, team habits, or simple recognition.
Bonus: It gives you insight into your culture’s strengths, and what makes people want to stay.
3. “When was the last time you felt really proud of your work here?”
Culture thrives when people feel seen, valued, and proud of what they do. This question connects people to purpose—and it tells you what matters most to them. Is it solving a tough problem? Helping a colleague? Receiving great feedback from a client?
Once you understand what makes people feel proud or motivated, you can look for ways to create more of those experiences.
4. “What’s one thing we could be more honest about as a team?”
Okay, this one takes guts. But if you want a culture of openness and trust, you have to make space for the real talk. This question invites honesty, gently. It surfaces the elephants in the room—those unspoken things that quietly shape morale, performance, and connection.
You don’t need to solve everything right away. Just being brave enough to ask the question is a culture win in itself.
5. “What kind of team do you want to be part of?”
This one opens the door to co-creating the culture together. It moves the conversation from today to the future. You’ll hear words like “collaborative,” “fun,” “bold,” “supportive,” or “high-performing.” And once you know what people want to build, you can align your actions, rituals, and leadership to move in that direction.
This question works especially well in team sessions—put the answers on sticky notes, get people talking, and watch the energy rise.
Start Small, Lead Big
Culture doesn’t change through slogans or strategy decks. It shifts when people feel heard. When they’re asked real questions. When leaders make time for meaningful conversations—not just when there’s a problem, but as a way of working.
So start there. With one conversation. One question.
Because culture doesn’t live in a policy. It lives in how we show up—and what we’re willing to talk about.
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