When Rosalind Brewer stepped into the CEO role at Walgreens Boots Alliance, she was clear-eyed about what needed to change.
“We were managing operations well,” she said, “but we weren’t aligned in how we communicated, or how we connected across the organisation.”
Amid the complexity of a global pandemic, Brewer focused not just on performance, but on culture.
She restructured leadership meetings, opened up internal communication channels, and drove conversations around shared values – creating a more connected, transparent culture.
The results weren’t instant, but they were real.
Because culture doesn’t shift through slogans or posters. It shifts through what leaders model, reward, challenge and repeat.
And the middle of the year is the perfect moment to take stock of all of that.
Why Mid-Year Matters
As the calendar clicks past the halfway mark, most leaders are busy reviewing results and setting fresh targets. But the best leaders do something more: they pause to ask:
“How are we doing as a team – not just in numbers, but in culture, clarity and communication?”
Culture is often talked about at the start or end of the year. But it’s in the messy middle that it quietly drifts – or solidifies.
Culture Drift Is Real
Over time, even strong teams can lose cohesion:
• Are we aligned and clear on what matters most?
• Are we communicating in ways that build trust, momentum and connection?
• Is our culture helping or hindering our ability to perform?
That’s why mid-year is such a powerful reset point. It doesn’t require a major overhaul – just conscious attention and a willingness to ask the right questions.
Three Questions to Ask Your Team Right Now
Here are three simple but powerful prompts you can take into your next leadership meeting, team check-in or coaching conversation:
1. What’s working well in how we communicate and collaborate?
Shine a light on strengths – what do people appreciate about how the team operates?
2. Where are we feeling stuck, confused or disconnected?
Invite honesty. This is where you’ll uncover misalignment or silent frustrations.
3. What one shift would make the biggest positive impact for us in the next 90 days?
Focus the team’s attention on what’s possible – quick wins, fresh energy, and clarity.
These conversations don’t take long – but they do require trust, intention and follow-through.
Small Shifts, Big Impact
Leaders often think they need a major culture overhaul. But culture evolves through small, consistent signals and choices.
You might:
• Refreshing how you run meetings
• Revisiting team agreements
• Sharing more context behind decisions
• Celebrating small wins with real meaning
• Re-anchoring people to the why behind your work
Culture isn’t a side project. It’s created every day by what we prioritise, ignore, challenge and repeat.
This Is Leadership Work
Resetting culture isn’t an “HR project.” It’s core leadership work.
As a leadership and communication consultant, I partner with senior leaders, C-Suite teams and emerging leaders to:
• Build trust-based, high-performing teams
• Reignite clarity and connection
• Strengthen communication that aligns and activates
• Create the culture that supports your goals – not works against them
Whether it’s a team workshop, an offsite, or one-to-one executive coaching, this mid-year window is an ideal time to reflect, reset and move forward with intent.
Ready to reset your culture?
If you or your team would like support in creating space for your team to reconnect, realign and re-energise, or any of the other leadership, communication and soft skills required to develop outstanding leaders and high performing teams, I’d love to help. Please book in for a free, no obligation Discovery Session, or alternatively, you can email me at info@full-potential.com.au, or call on +61 412 403 373. I’d love to chat with you!
