Building a strong and resilient workplace culture isn’t a nice-to-have—it’s a must. On April 3, 2025, Prompta AI’s Tim Morton hosted a dynamic conversation with culture and transformation expert Colleen Quinn, exploring what it really takes to build culture, navigate change, and drive sustainable impact across organizations.
Colleen, a seasoned leader in business transformation and M&A integration, offered practical insights on everything from psychological safety and belonging to operationalizing values and leading with emotional intelligence.
Moving Beyond Checklists: Culture as Lived Experience
“Culture is our lived experience,” said Colleen. “It’s how we feel seen, heard, and listened to. It’s how we feel coming to work.”
While many organizations approach change and transformation through checklists and one-off initiatives, Colleen emphasized the need to evolve toward something deeper—creating cultures of belonging and psychological safety. “We all want to belong. That’s the connection point. It’s the foundation of culture.”
She explained that psychological safety isn’t about comfort, but about trust—the ability for employees to bring forward ideas, admit mistakes, and ask for help without fear of consequences. “It takes courage and vulnerability to really lean into that space. But that’s what builds trust,” she said.
Leading with Emotional Intelligence
A recurring theme in the conversation was the importance of emotionally intelligent leadership. As Colleen shared, “Employees expect leaders to be emotionally and socially intelligent. They want to see leaders who are self-aware, who know the impact of their tone, their behavior, their energy.”
True people-centric leadership, she explained, starts with modeling the right behaviors—collaboration, humility, openness—and making values visible through action. “We still see companies proud that employees can recite the values. But the real impact is in how those values are lived every day and how people feel about coming to work.”
Hybrid Work Requires Intentional Culture
With hybrid and remote work reshaping the employee experience, Colleen stressed that culture must be intentionally cultivated, not left to chance. “You have to go beyond coordination. It’s about building connection,” she said. From rotating meeting facilitators to digital shout-outs and wrap-up Fridays, small rituals matter.
“It’s about creating those micro-moments of connection that replace the water cooler,” Colleen noted. “Because meaningful work and a sense of belonging are huge motivators for people, even in virtual spaces.”
Empowering Employees to Co-Create Culture
Too often, culture is something organizations do for employees, rather than with them. “Culture is built with employees, not for them,” Colleen stated. She encouraged leaders to involve employees in shaping the culture every day through small but powerful actions.
“Say good morning. Use people’s names. Follow up on the personal details they’ve shared. Leave a sticky note that says thank you,” she suggested. “It’s noticing. It’s being present. That’s what builds trust.”
She shared a favorite question she often brings into team meetings: “Where’s the friction?” It’s a lighthearted but effective way to uncover where disconnects, bottlenecks, or tension may be hiding—before they escalate.
Operationalizing Well-Being and Culture
As burnout rates climb, especially in the wake of ongoing disruption, Colleen made a compelling case for embedding well-being into cultural foundations. “It’s about more than yoga classes,” she noted. “It’s about how people feel walking into work. It’s the ability to say, ‘I need help,’ and be met with care, not consequences.”
This extends to financial well-being, mental health, and work-life balance. And importantly, it starts with leadership. “Check in with people. Ask how they’re doing, where they feel stretched. And pay attention to what they’re telling you.”
Colleen also emphasized the importance of tracking workforce sentiment, “Sentiment analysis helps leaders understand what’s really going on beneath the surface, and where culture needs attention before issues escalate.”
Culture in Mergers & Acquisitions: A Make-or-Break Factor
One of the most powerful parts of the session focused on M&A integration—an area where Colleen has deep expertise. “Culture should be part of due diligence. It’s just as important as the financials,” she said.
She cautioned against assumptions that companies in the same industry or geography automatically share similar cultures. “They can be wildly different,” she said. “And if you don’t pay attention to culture during integration, it can quickly unravel into politics, silos, and confusion.”
Instead, Colleen recommends mutual respect, listening, and protecting what matters most to employees. “We’ve seen companies who prioritize culture in a merger come out stronger. But the ones who ignore it often never recover.”
Closing Thought: Lead with Curiosity and Connection
In closing, Colleen left us with a powerful reminder:
“Lead with curiosity. Look for connection. That’s what motivates all of us—and it’s what drives meaningful, lasting change.”
Whether you’re leading a transformation, navigating hybrid work, or managing through M&A, culture isn’t just a backdrop. It’s the engine. And with the right mindset, small actions, and intentional leadership, organizations can build cultures where people truly thrive.
EN 
ES