Anchored Teams, 4 — Protecting the Culture You Built

By now, we’ve talked about what it means to be anchored — to build teams of self-governing, grounded individuals who don’t need constant oversight or rescuing. We’ve explored how to spot them in the hiring process, and what happens when their culture is missing from the team altogether.

But even when you do find them — even when you’ve got a team full of mature, mission-driven people — you’re not done.

Anchored cultures are rare.

And rare things need protecting.

Because even the best people can drift.

Even the most mature, grounded employees can grow tired of holding the line while others flounder.

They can become weary of being overlooked while louder, flashier teammates steal attention.

They can lose their footing when there’s no one around to anchor them back.

That’s why great leaders don’t just build great teams — they protect them.

They know that people who are solid and self-governing still need to be seen, supported, and retained.

Let me tell you about one of those people.

The Power of a Quiet Anchor

Early in my leadership journey, I stepped into a new role at the same time a task nurse named Sara joined my team.

Sara wasn’t flashy. She was quiet, unassuming — not one of the “mean girls” who often hold social power on a unit. She wasn’t even the most clinically advanced nurse. But she was solid. Stable. Unflappable. The kind of person you could count on in any storm.

Sara needed flexibility to homeschool her little ones, so she worked mostly eight-hour shifts, helping with admissions, discharges, and supporting the core team through their longer days. She picked up 12-hour shifts on weekends when we were desperate. When we lost a long-time staff member, she shifted again — running a cardiac clinic a few hours several times a week. When I had audits, survey prep, or last-minute projects, she’d quietly rearrange her day to help.

She wasn’t loud. She didn’t even talk about God, though you could feel her faith in the peace she carried. People sighed with relief when she walked in. “Thank God Sara’s here,” they’d say. I saw nurses follow policies more closely around her. Speak more kindly. Breathe easier.

So did I.

She had her boundaries — respectfully communicated and reasonably kept. But other than that, she was everywhere, holding things together without demanding credit. My mentor and I both offered to mentor her into leadership. She declined — this was her side gig, and she was comfortable with that. But she never stopped leading with her presence.

She stayed.

And she anchored us all.

How to Keep Anchored People from Drifting

Never assume people like Sara will always stick around. They don’t make noise when they’re struggling. They won’t beg for recognition. But if they drift, you’ll feel the loss deeply.

To protect your culture and keep these kinds of people, you must:

1. See Them Clearly

Anchored people don’t need a parade — but they do need to be seen. Notice their contributions. Celebrate their steadiness. Don’t wait for dramatic moments to say, “Thank you.” Say it because they don’t need to be told — and that makes them rare.

2. Guard the Culture Around Them

Anchored people don’t do drama, and they won’t thrive in a toxic swirl. Hold your standards. Address behavior that destabilizes the environment. Don’t let the loudest voices drive the culture. Protect the peace they help build.

3. Offer Support Without Disruption

They’re independent, but not invincible. Check in. Ask what they need. Offer growth opportunities that fit them, not just a mold. And respect when they say “no” — that boundary is part of what makes them trustworthy.

4. Invite, Don’t Pressure

People like Sara often aren’t looking to climb. They want to contribute. If leadership isn’t their path, that’s okay. The goal isn’t to promote them — it’s to retain them. Help them keep finding meaning in what they’re already doing.

Final Thought: Culture Is Built in the Quiet

Anchored people don’t just hold up a team — they quietly shape its culture.

Not with fanfare.

Not with titles.

But with presence, with peace, with the kind of strength that steadies everyone else.

If you’ve got someone like that — hold onto them.

Thank them.

Protect the environment that lets them thrive.

Because long after the fire is out or the storm has passed, it’s the anchored ones who are still standing.

Still steady.

Still showing up.

And if you’re lucky — they’re still on your team.

🎧 Listen to the podcast version here: