A strong culture of collaboration does not happen because a school says it values teamwork. It happens when leaders ground decisions in clear values, build trust across stakeholders, and stay aligned when change gets difficult.
That kind of culture requires more than good intentions. It requires a visible commitment to why decisions are made, how people are included, and what the organization will protect when pressure rises.
Start with the earth: values that hold the work together
Core values are the foundation. They give leaders a way to test decisions against the mission and vision of the organization. Without that foundation, collaboration becomes fragile and disagreement grows quickly.
Leaders should ask:
- What are we trying to do?
- What is best for kids?
- How are we making people feel safe?
- How are we opening the door for collaboration instead of isolation?
If those questions cannot be answered clearly, the work is not aligned to the organization’s values.
See collaboration as a stakeholder practice
Collaboration is bigger than the people formally employed in a building. A school’s team includes students, teachers, educational assistants, custodians, office staff, parents, grandparents, local businesses, central office, and neighboring educators.
Leaders need to understand that these stakeholders bring different levels of urgency, legitimacy, authority, and value. When that is clear, conversations become more transparent and more collaborative because everyone understands what each person brings to the table.
Use why before what
When leaders try to drive change, they should begin with the why. People are more willing to engage when they understand the purpose behind the work.
That matters because buy-in is not created by announcing a new initiative. Buy-in grows when people can connect the change to the mission and see how it will help them support students better.
Leaders should not expect immediate agreement. They should expect questions, resistance, and reflection. The goal is not to avoid disagreement. The goal is to keep the decision anchored in the right purpose.
Let risk stay connected to values
Risk-taking becomes more manageable when it is connected to core values. A leader does not need to push people over the edge. The role is to facilitate thoughtful risk by making sure people understand the values behind the decision and the likely outcomes.
When the end is in mind, people can identify barriers, plan for change, and move forward with more confidence. That is where collaboration becomes practical, not just aspirational.
Build a culture that can hold discomfort
Collaboration requires comfort before it creates discomfort. Leaders have to invest in relationships first so that people can work through the hard parts together.
That means being present. It means spending time in classrooms and hallways instead of staying hidden in the office. It means walking alongside people, not expecting them to come to you for every solution.
It also means helping people remove barriers instead of solving every problem for them. When leaders coach others through the fix, they build capacity instead of dependency.
What leaders should do next
- Clarify the values that guide the organization.
- Use those values to test every major decision.
- Include the full stakeholder group in meaningful conversations.
- Lead from the hallways and classrooms, not just the office.
- Teach people how to remove barriers instead of becoming the barrier solver.
A culture of collaboration is sustained when leaders stay grounded, stay visible, and stay committed to shared purpose. The work is messy, but that is exactly why it has to be intentional.
Frequently Asked Questions
What does a culture of collaboration require first?
It starts with clear core values, shared purpose, and decisions that stay aligned to what is best for kids.
Who counts as part of the team in a school?
Students, staff, parents, grandparents, central office, local businesses, and neighboring educators all count as stakeholders.
Why should leaders begin with the why?
Starting with the why helps people understand the purpose of change and makes buy-in easier to build.
What does “don’t be a carpet walker” mean?
It means leaders should spend more time in hallways and classrooms than staying in the office.
For more context, listen to the original episode of Building a Culture of Collaboration: Turning Elements into Impact: The Alchemy of Leadership with Tyler Comeau I Encore Episode – 84.