Creating a Strong Culture in Human Performance Healthcare Teams

In elite sports, a team’s culture can make or break its success—and the same applies to the healthcare teams that support them. A high-functioning healthcare department is more than just a group of skilled professionals. It is a cohesive, engaged, and aligned team where every member contributes to a shared vision of athlete care and performance.

However, culture doesn’t happen by accident. It must be intentionally built, nurtured, and protected. Without a strong culture, even the most talented healthcare professionals can struggle to collaborate effectively, leading to poor communication, low morale, and ultimately, suboptimal care for athletes.

In this post, we’ll explore:

• What departmental culture is and why it matters
• How culture influences change—and vice versa
• Six essential traits of a high-performing team culture
• How to actively shape a positive culture in your department

 

 

What Is Departmental Culture in Human Performance Healthcare?

Culture refers to how individuals within a department behave, interact, and make decisions. It includes:

• The values and attitudes that guide decision-making
• The communication style within the team
• How success is defined and celebrated
• How challenges and mistakes are handled

While culture is often discussed at an organizational level, healthcare teams within elite sports must also cultivate their own culture to ensure smooth collaboration, efficiency, and alignment with athlete needs.

 

 

Culture and Change: A Two-Way Relationship

Culture and change are closely linked. Strong team culture influences how well a department adapts to change, but at the same time, change can reshape a department’s culture.

Think of it as a cycle:

 

Departmental Culture + Development & Change = Team Effectiveness

 

When change is introduced—whether it’s a new leadership structure, new technology, or updated protocols—a strong team culture ensures that staff embrace and adapt to change rather than resist it. On the flip side, a toxic or unclear culture can create resistance, making even the best-intentioned changes difficult to implement.

 

Example:

A high-trust, open-communication team culture makes it easier to roll out new athlete care protocols because staff feel involved in decision-making and trust the leadership’s direction. In contrast, a top-down, disconnected culture might cause pushback, confusion, and reluctance to adopt changes.

 

 

Six Key Traits of a High-Performing Healthcare Team Culture

Maldonado et al. (2018) identified six culture traits that create an optimal work environment. These traits are essential for human performance healthcare teams to operate at their best.

 

1. Promote Accurate Awareness

Strong team cultures ensure that team members understand their roles, responsibilities, and the bigger picture. Clear expectations reduce confusion and misalignment.

Action Step: Ensure all team members understand departmental goals and decision-making processes—not just their individual tasks.

 

2. Accept Competent Mistakes

In high-pressure environments like elite sports, mistakes will happen. Instead of blaming individuals, a strong culture sees mistakes as learning opportunities.

Action Step: Create a “post-event review” process where mistakes are analyzed constructively, without fear of punishment.

 

3. Encourage Transparent & Honest Communication

Communication should be open, respectful, and solution-focused. Team members should feel comfortable raising concerns, sharing insights, and giving feedback.

Action Step: Implement regular interdisciplinary meetings where team members can openly discuss challenges and suggest improvements.

 

4. Value and Model Openness to New Ideas

Departments that welcome innovation and diverse perspectives foster growth and improvement. Leaders should listen to all team members, regardless of seniority.

Action Step: Create a structured way for staff to propose new ideas—this could be a quarterly brainstorming session or an open feedback channel.

 

5. Prioritize Employee Development

A strong culture invests in its people. Ongoing education, mentorship, and career growth opportunities keep team members engaged and motivated.

Action Step: Assign mentors to junior staff, provide funding for professional development, and encourage cross-disciplinary learning.

 

6. Practice Regular Employee Recognition

Recognizing contributions, hard work, and progress is crucial for morale and engagement. Recognition doesn’t always need to be formal—it can be as simple as a thank-you message or a public acknowledgment in a team meeting.

Action Step: Implement a culture of recognition where leaders and peers regularly acknowledge great work.

 

 

How to Actively Shape a Positive Culture in Your Department

Culture isn’t passive—it must be intentionally built and maintained. Here’s how human performance healthcare leaders can strengthen team culture:

 

1. Define and Communicate Core Values

• Establish clear cultural values (e.g., “We prioritize collaboration and open communication”).
• Ensure leaders model these values daily.
• Reinforce values through team meetings, policies, and informal interactions.

 

2. Lead with Transparency and Consistency

• Keep decision-making clear and fair.
• Ensure that expectations are communicated consistently across all team members.
• When changes occur, explain why and involve the team in discussions.

 

3. Foster Strong Relationships and Trust

• Encourage team bonding activities beyond just work tasks.
• Support psychological safety—staff should feel comfortable sharing ideas without fear of criticism.
• Maintain an “open-door policy” for concerns, feedback, and discussions.

 

4. Regularly Assess and Adjust Culture

• Gather team feedback on department culture at least twice a year.
• Look for signs of low morale, communication breakdowns, or resistance to change.
• Adjust processes based on team input to ensure the culture remains strong and supportive.

 

 

Conclusion

Culture is the foundation of a high-performing healthcare team. It influences how well teams communicate, adapt to change, and collaborate to provide the best possible care for athletes.

To build a strong team culture, leaders should focus on:

• Open and honest communication
• Encouraging innovation and learning
• Recognizing and valuing team contributions
• Leading with consistency and transparency

By prioritizing a positive, high-trust culture, healthcare leaders can create engaged, high-functioning teams that drive elite athlete performance.

 

Leadership is one of the ten pillars for success in human performance healthcare teams. Explore the other pillars here.

 

 

Reference:

Maldonado, T., Vera, D., & Ramos, N. (2018). How humble is your company culture? And, why does it matter? Business Horizons, 61(5), 745-753. https://doi.org/10.1016/j.bushor.2018.05.005.