Here's something I've learnt from years of working with teams under pressure. Two people can work through exactly the same difficult period and walk away with completely different experiences. One might feel proud of how everyone pulled together. Another might feel exhausted, frustrated or unsupported. And both can be right. We often assume that because we experienced something together, we all feel the same way about it. But that's not always the case. It's why I encourage leaders to ask rather than assume. Here's a question worth trying: "What's one thing about this year that you wish more people understood?" You might hear a perspective you hadn't considered. Have you ever worked through something with a colleague, only to discover afterwards that you experienced it completely differently? I've also written a little more about this and how teams can finish the year well together, if anyone's interested

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When something goes well, “great job” is a good start. We can also ask: what helped, who did something that made a difference, and what should we carry into next time? Naming the behaviour and why it mattered gives the team something practical to repeat. Maybe someone raised a concern early, noticed a colleague needed help or kept communication clear under pressure. That’s one small way culture is built through everyday work. More in this week’s blog: What’s one helpful team behaviour you’d like to see repeated?

Most teams have something that goes unsaid. Maybe it’s frustration about workloads. Maybe people don’t feel comfortable speaking up. Or maybe everyone knows something needs to change, but nobody wants to be the first to raise it. These things don’t always need a big intervention. Sometimes a well-facilitated conversation is enough to get people listening, understanding each other and deciding what needs to happen next. That’s one of the ideas behind this week’s blog on what team culture workshops should actually achieve. Have a read Here’s a question: What makes it easier for you to speak openly in a team setting?

Think about a workplace you’ve been part of. Was there ever a question you didn’t ask because you thought: “I should already know this.” Maybe you didn’t want to look inexperienced. Maybe the timing felt wrong. Maybe you had seen what happened when someone else asked something similar. That doesn’t always mean the workplace was unsafe. But it is worth noticing what makes asking feel harder than it needs to be. A question I’ve been thinking about this week is: What do our responses teach people about asking the next one? I explored that a bit further in this week’s blog, including why “Any questions?” isn’t always enough and what happens after someone finally does ask for help. Why Are Employees Afraid to Ask for Help at Work? Have you ever held back a question at work because it felt easier not to ask?