What if your company's greatest competitive advantage isn't your technology, funding, or strategy but something far more powerful that most leaders completely overlook?
In this episode, Dr. Heather Walker kicks off a groundbreaking four-part series on the pillars that separate teams that thrive from teams that merely survive. Drawing from Google's Project Aristotle study of 180 teams, Harvard Business Review research, and a decade of organizational psychology work, Heather reveals why culture isn't just "nice to have"—it's your ultimate performance multiplier.
You'll discover:
* The four pillars every high-performing team has in common: Trust, Psychological Safety, Connectedness, and Levity
* Why companies with strong cultures outperform their peers by up to 400% (and the research that proves it)
* The uncomfortable truth about why most leadership approaches are creating burnout instead of breakthrough
* Five powerful reflection questions to assess where your team stands right now
* How to spot the difference between teams that burn out and teams that burn bright
Perfect for: Leaders who are tired of the hustle-and-crash cycle, managers feeling disconnected from their teams, and anyone who suspects there's a better way to lead but isn't sure what that looks like.
Coming up in this series: Deep dives into Levity (Episode 2), Trust (Episode 3), Psychological Safety (Episode 4), and Connectedness (Episode 5).
Resources mentioned:
* Complete the Four Pillars of High-Performance Culture Self-Assessment (below)
* Connect on Instagram: @leadwithlevity
Four Pillars of High-Performance Culture
Self-Assessment Tool
How to Use This Assessment
Rate each statement from 1-5 based on how true it is for your team:
* 1 = Never/Strongly Disagree
* 2 = Rarely/Disagree
* 3 = Sometimes/Neutral
* 4 = Often/Agree
* 5 = Always/Strongly Agree
Answer honestly—this is for your growth, not judgment.
1: TRUST
Statement
Your Rating (1-5)
1. My team members can count on me to follow through on commitments, both big and small___/5
2. When I make a mistake, I admit it openly and take responsibility ___/5
3. I communicate transparently about decisions that affect my team ___/5
4. My team trusts that I have their back, especially during difficult situations ___/5
5. I consistently demonstrate fairness in how I treat all team members ___/5
6. People on my team feel comfortable approaching me with problems ___/5
7. I keep confidential information confidential ___/5
8. My actions align with my stated values and priorities ___/5
TRUST SUBTOTAL: ___/40
Trust Reflection Questions:
What's one specific behavior that builds trust with your team?
What's one area where your team might question your reliability?
2: PSYCHOLOGICAL SAFETY
Statement
Your Rating (1-5)
9. Team members regularly share ideas, even if they might be unpopular ___/5
10. People admit mistakes without fear of being blamed or punished ___/5
11. Team members ask questions when they don't understand something ___/5
12. Disagreements are handled constructively, not personally ___/5
13. I encourage calculated risk-taking and experimentation ___/5
14. Team members feel safe to express concerns about processes or decisions ___/5
15. Failure is treated as a learning opportunity, not a career-limiting move ___/5
16. People speak up when they notice problems or potential issues ___/5
PSYCHOLOGICAL SAFETY SUBTOTAL: ___/40
Psychological Safety Reflection Questions:
When was the last time someone on your team disagreed with you openly?
What message do you think your reactions to mistakes send to your team?
3: CONNECTEDNESS
Statement
Your Rating (1-5)
17. I know what motivates each team member beyond their paycheck ___/5
18. Team members feel comfortable sharing personal challenges that affect their work ___/5
19. I regularly check in on how people are doing as humans, not just employees ___/5
20. Team members support each other during difficult times ___/5
21. People feel their individual contributions are recognized and valued ___/5
22. I understand each team member's career aspirations and development goals ___/5
23. Team members collaborate willingly and help each other succeed ___/5
24. People feel like they belong and are part of something meaningful ___/5
CONNECTEDNESS SUBTOTAL: ___/40
Connectedness Reflection Questions:
What percentage of your team conversations focus on work tasks vs. the person behind the work?
How do team members typically support each other during busy or stressful periods?
4: LEVITY
Statement
Your Rating (1-5)
25. Our team regularly experiences genuine laughter and joy together ___/5
26. I model that it's okay to be human—imperfect, playful, and real ___/5
27. We celebrate wins, both big and small ___/5
28. Team members feel comfortable being themselves, not just their "work persona" ___/5
29. We find ways to inject lightness into serious or stressful situations ___/5
30. People seem energized and recharged after team interactions ___/5
31. Humor is used appropriately to build connection, not exclude or diminish others ___/5
32. The team culture supports both high performance and personal well-being ___/5
LEVITY SUBTOTAL: ___/40
Levity Reflection Questions:
How would you describe the general energy and mood of your team?
What brings out the best, most authentic version of your team members?
Your Four Pillars Score Summary
Pillar Your Score Percentage Strength Level
1- Trust ___/40 ___%
2- Psychological Safety ___/40 ___%
3- Connectedness ___/40 ___%
4- Levity ___/40 ___%
TOTAL ___/160 ___%
Scoring Guide:
* 90-100% (36-40 points): Exceptional - This pillar is a real strength
* 75-89% (30-35 points): Strong - This pillar is working well with room for fine-tuning
* 60-74% (24-29 points): Developing - This pillar needs focused attention
* Below 60% (Under 24 points): Priority - This pillar requires immediate work
Your Action Planning
Your Strongest Pillar:
Pillar: _________________________________ Score: ___/40
What's working well here?
How can you leverage this strength to improve other pillars?
Your Priority Pillar (Lowest Score):
Pillar: _________________________________ Score: ___/40
What specific behaviors or situations led to this lower score?
What's one concrete action you could take this week to improve this pillar?
30-Day Culture Challenge
Choose your priority pillar and commit to these actions:
Week 1: Awareness
* Share your priority pillar with a trusted colleague or mentor
* Observe specific moments when this pillar is strong or weak
* Ask one team member for feedback on this area
Week 2: Experimentation
* Try one new behavior that strengthens this pillar
* Notice how your team responds to this change
* Adjust your approach based on what you observe
Week 3: Consistency
* Make your new behavior a daily practice
* Ask for feedback from your team on what they're noticing
* Address any barriers that are preventing progress
Week 4: Integration
* Reflect on what's changed in 30 days
* Celebrate progress, no matter how small
* Plan how to maintain momentum going forward
Team Discussion Guide
Want to involve your team in this process? Here are conversation starters:
Opening the conversation: "I've been thinking about our team culture and what makes us perform at our best. I'd love to get your perspective on a few things..."
Discussion questions:
* "Of these four areas—Trust, Psychological Safety, Connectedness, and Levity—which do you think is our biggest strength as a team?"
* "Which area do you think we could improve to help everyone do their best work?"
* "What's one thing I could do differently as a leader to support our team culture?"
* "When do you feel most energized and motivated working with this team?"
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit leadwithlevity.substack.com
