Planning Cultural Improvements for 2027 Paul Sterling’s 6-step framework
As the school year wraps up, there’s a small but powerful window that opens for principals, a chance to pause.
Not a long pause. Not a retreat in the mountains. Just a moment to catch your breath and look back on what just happened. Because let’s be honest, the final term is full. Calendars are packed, inboxes are overflowing, and you’re being pulled in every direction. But this is exactly why reflection matters.
What actually worked this year? Where did your culture feel strong and steady? And where did things feel a bit stretched?
These questions naturally shift your focus forward. What kind of environment do you want to create next year? What really matters? And what do you want your staff and students to feel every day when they walk through the gates?
This in-between space, not quite finished, not quite started, is where the real opportunity sits. It’s where culture stops being something we talk about, and starts becoming something we shape on purpose.
To help with that, we’re sharing a simple six-step cultural framework from principal Paul Sterling, featured on The Flourish Movement podcast. It’s practical, clear, and actually usable. Something you can come back to as you plan for the year ahead. Think of it as a way to move from “we should probably work on culture” to “this is how we’re actually going to do it.”
1. Name It
Start by clearly articulating what you want your culture to be. The goal is to distill your aspirations into a small number of core pillars or statements that are simple, memorable, and meaningful.
Key elements:
• Distil culture into a max of 5 core pillars or statements
• Use relatable, clear language (e.g. “walking shoulder to shoulder” for teamwork)
• Include brief explanations under each pillar to provide context
• For faith based schools, connect each pillar to relevant scripture
• Ensure the language resonates with staff and avoids corporate jargon
Process:
Firstly, consult with your staff as you try to find your core pillars. After a collaborative consultation phase, work with a consultant or leadership team to refine feedback into concise, memorable statements. The goal is to create something staff can easily remember and articulate, not just read on a wall.
2. Brand It
Once your culture is defined, give it an identity. A clear and compelling brand helps bring your culture to life and gives staff a shared language to talk about it.
Key elements:
• Create a memorable name (e.g. “Mission Genesis”)
• Design a one page visual representation
• Reduce language to essentials while maintaining richness
• Develop supporting materials such as videos featuring staff
• Use a consistent visual identity across all materials
Purpose:
Branding provides language for staff to discuss culture organically. When people can reference it in conversation, it becomes part of everyday practice rather than an abstract concept.
3. Wear It
Culture is not owned by leadership alone, it is lived by everyone. This step is about empowering all staff to take responsibility for upholding and strengthening the culture each day.
Key elements:
• Establish that culture is everyone’s responsibility, not just leadership’s
• Provide frameworks for staff to address cultural misalignment
• Implement Crucial Conversations training annually
• Encourage “going direct” when issues arise
• Create psychological safety for staff to hold each other accountable
Example in action:
Rather than escalating issues to leaders, staff are equipped to have direct, respectful conversations with colleagues. This builds trust, strengthens relationships, and reinforces shared ownership of culture.
4. Teach It
For culture to stick, it must be consistently taught and revisited through multiple touchpoints.
Key elements:
• Weekly staff devotions or meetings focused on one cultural pillar
• New staff induction programs with a dedicated cultural component
• Senior leadership presenting the framework to new hires
• Encouraging staff to memorise and articulate the cultural pillars
• Team health checks using a simple rating system
• Regular team discussions on what is working well and areas to grow
Frequency:
A consistent rhythm of engagement keeps culture front of mind and embedded in everyday practice without feeling forced.
5. Institutionalise It
The strongest cultures are embedded into the way a school operates, not treated as an add on.
Key elements:
• End of term celebrations with cultural shout outs
• 30 day and 90 day check ins for new staff with culture focused questions
• Thank you systems recognising staff who support others
• Visual displays highlighting cultural moments
• Integration into performance reviews and feedback systems
• Cultural considerations in decision making processes
Philosophy:
When culture is woven into existing systems and rituals, it becomes part of the organisational fabric rather than extra work.
6. Recognise It
Take time to notice and celebrate when your culture is being lived out. Recognition reinforces what matters and builds momentum.
Key elements:
• Cultural shout outs at team gatherings
• Branded thank you cards
• Specific, behaviour focused recognition
• Celebrations and small rewards
• Public acknowledgment through visual displays
• Capturing and sharing stories of cultural impact
Example:
When staff are recognised for supporting others or living out the culture, it is acknowledged in a specific and meaningful way. This reinforces desired behaviours and encourages others to follow.
As you head into next year, here’s the thing. Culture isn’t built in the big, shiny moments. It shows up in the small stuff. The quick chats. The way people handle a tough moment. What gets noticed… and what quietly gets ignored. You don’t need to reinvent everything. Just be clear on what matters, and come back to it often.
So as you plan ahead, keep asking, what do we want this place to feel like? And how are we actually going to bring that to life?
Because when culture is clear and lived every day, things just work better.