Building Culture with Intention
Building a strong school culture is an ongoing challenge for leaders. It is ever-present, evolving, and deeply influential. As leaders, we know that culture eats systems for breakfast — and we also know that when culture is not shaped intentionally, it does not remain neutral.
Left unattended, culture drifts. And often, it drifts in ways that undermine learning, relationships, and trust.
The question most leaders grapple with is not whether culture matters, but how to understand it clearly and shape it deliberately.
Understanding the culture you already have
Before culture can be strengthened, it must first be understood. This work requires more than surface-level indicators or assumptions based on systems and policies.
Genuinely understanding culture involves:
Asking brave and sometimes uncomfortable questions
Seeking feedback from across the school community
Actively listening to voices that may not naturally come forward
Being willing to hear perspectives that challenge existing narratives
This is not always easy work. It requires leaders to resist the urge to defend, explain, or fix too quickly. Instead, it calls for curiosity, openness, and a commitment to understanding before acting.
Identifying cultural challenges honestly
Once culture is better understood, leaders face the challenge of identifying what needs attention. This stage requires honesty and restraint.
Effective cultural leadership avoids:
Blame
Oversimplification
Quick fixes that mask deeper issues
Instead, it is grounded in accountability, reflection, and a willingness to look inward as well as outward. Leaders who approach cultural challenges with curiosity rather than judgement create the conditions for trust and shared ownership.
Reading widely, engaging in professional dialogue, and actively challenging one’s own thinking are essential parts of this process.
Building culture with intention
Culture deserves the same level of planning, focus, and care as teaching and learning. It is not an “add-on” to the core work of schools — it is the core work.
Intentional culture-building includes:
Clear long-term goals aligned to values and vision
Small but meaningful quick wins that demonstrate commitment
Visible care for people, shown through consistent action rather than gestures
Time protected for the core work of learning, alongside time intentionally invested in shaping culture
Leaders must balance keeping the main thing the main thing with making space to actively shape the environment in which that work takes place.
People need to feel valued, supported, and trusted. Culture is not built through words alone, but through daily decisions, routines, and interactions.
A leadership responsibility
In my leadership and consultancy work, I have seen the impact of creating space for open, honest conversations about the school we want to be, the culture we want to cultivate, and the challenges we are prepared to face together.
This work is not quick. It is rarely straightforward. But it matters deeply.
Strong cultures enable people to grow, collaborate, and take responsibility together. They create the conditions in which teaching and learning can flourish.
As leaders, shaping culture is not optional. It is one of our most significant responsibilities.
Reflection
If you are currently reflecting on culture in your own context, consider this question:
What aspects of your school’s culture are being shaped intentionally - and what is being left to chance?
