Connection Culture: How Leaders Create Belonging, Safety, and Performance

by Ret. Lt. Brian Ellis | Ring 10: Leadership Capacity

If you lead people, you are responsible for the culture.
It’s that simple—and that heavy.

As the saying goes:

“Culture eats strategy for breakfast.” – Peter Drucker

You can have the best plan in the world, the sharpest vision, and the most detailed SOPs. But if your people don’t feel connected—if they don’t feel safe, valued, and heard—you’ve already lost more than you know.

That’s why connection culture is so essential to real leadership.
Culture is not optional. It’s not soft. It’s the silent force that shapes how people show up every day.

Three Cultures—Only One Builds Trust

Michael Lee Stallard, in his book Connection Culture, identifies three primary types of culture that exist in organizations. Only one creates peak performance. Let’s break them down:

1. Culture of Control

This is the “command and control” model. Power stays at the top. Decisions are made in isolation. It’s a fear-based system where psychological safety is nonexistent.

When people don’t feel safe, they play it safe.
They don’t speak up.
They don’t take initiative.
They don’t take ownership.

And as a result, performance drops—and opportunities are constantly left on the table.

2. Culture of Indifference

This is the “stay in your swim lane” model. People keep their heads down. They don’t connect across teams. They don’t feel inspired or included. It becomes about checking boxes, not contribution.

In this culture, people become cogs, not collaborators.
They lose their sense of belonging and purpose.

Once again—performance and innovation suffer.

3. Connection Culture

This is where leadership truly thrives.

Connection Culture is built on trust, development, and shared purpose. In this culture, people feel seen, heard, and valued. They know their voice matters, their work has purpose, and their leaders care about them as humans, not just outputs.

And here’s the key:
You build this kind of culture deliberately, through three practices:

The 3 Building Blocks of Connection Culture

1. Vision

Your people want to know where you’re going—and why it matters.

Vision means you’re:

• Doing the work that aligns with your core values

• Identifying what makes or breaks success

• Measuring progress in ways that inspire, not just punish

When people are clear on the “why” behind the work, they bring more heart to the “how.”

2. Value

People need to feel their contribution matters.

That means:

• Recognizing good work when it happens

• Getting people in the right positions to thrive

• Focusing on their development—not just their output

When people feel seen and developed, they rise.

3. Voice

This is where connection becomes real.

People need:

• A safe space to share authentically

• A belief that their ideas are heard and considered

• A sense of belonging to something bigger than themselves

Voice fuels innovation. Voice creates ownership.
And voice—when paired with vision and value—creates a culture where people want to show up and give their best.

Why This Matters in Public Safety Leadership

Your people are your first line of service.
Whether they’re sworn personnel or civilians, if they don’t feel connected, they won’t be able to serve others with presence, compassion, or care.

In public safety, the work is hard enough.
Don’t make your culture another battle they have to fight.

Connection doesn’t happen by accident.
It happens through intentional leadership.
Through clear vision, through daily expressions of value, and through a commitment to giving everyone voice—even when it’s inconvenient.

Call to Action: Practice Vision, Value, and Voice This Week

This week, focus on these three actions:

• Vision: In one conversation or briefing, clearly restate your “why.” Remind your team what matters most—and why their work makes a difference.

• Value: Pick one person this week and recognize them specifically—for a strength, a behavior, or an act of service that matters. Be detailed and sincere.

• Voice: Invite input. Ask a question in your next meeting that draws out insight from someone who doesn’t often speak. Let them know their voice matters.

One moment of connection can create lasting loyalty.
One meaningful interaction can shift your whole culture.

Because in leadership, connection isn’t fluff. It’s fuel.