Shalom Lamm on Building a Positive Workplace: Lessons in Leadership, Culture, and Purpose
In today’s fast-paced professional world, success is often measured by numbers—revenue, market share, productivity. But entrepreneur Shalom Lamm argues that the real measure of a thriving business lies in something more enduring and human: a positive workplace culture.
“You can have the best product in the world, but if your people are disengaged or demoralized, your business will eventually feel it,” says Lamm. “Culture isn’t a perk—it’s a pillar.”
Through decades of entrepreneurial leadership across multiple industries, and as the founder of the nonprofit Operation Benjamin, Shalom Lamm has built organizations that prioritize both performance and people. His secret? Creating workplaces rooted in trust, purpose, inclusion, and shared values.
In this blog post, we explore Lamm’s approach to creating a positive work environment—one where employees are not only productive, but proud to contribute. Whether you’re leading a startup, nonprofit, or global enterprise, the strategies here can help transform your workplace from average to extraordinary.
The Human Case for a Positive Workplace
We’ve all heard the term “toxic workplace”—a culture defined by fear, miscommunication, and burnout. What’s less talked about is how proactively designing a positive environment can dramatically enhance productivity, retention, innovation, and even brand reputation.
Shalom Lamm views workplace culture as a living system: something that must be nurtured, revisited, and aligned with both mission and values.
“A positive workplace doesn’t happen by accident,” he says. “It’s created by leaders who choose empathy over ego and collaboration over control.”
Purpose as the Cultural North Star
One of the most defining features of Lamm’s leadership—especially visible in Operation Benjamin—is how purpose drives every decision, every initiative, and every team member’s motivation.
Operation Benjamin is dedicated to correcting historical errors by ensuring that Jewish-American soldiers who were mistakenly buried under Latin crosses are honored with the correct headstones reflecting their heritage and faith. It’s meticulous, emotionally sensitive work that requires deep collaboration, compassion, and integrity.
“Every person on our team knows why their work matters,” Lamm says. “That sense of purpose brings clarity, energy, and connection. It becomes the foundation of a positive work environment.”
How to implement this in your organization:
- Tie each role, task, or department to the larger mission.
- Regularly communicate the “why” behind key decisions.
- Celebrate stories of impact—both big and small.
When employees understand how their contributions affect the greater good, their motivation becomes intrinsic—and more sustainable.
Trust: The Cornerstone of Team Morale
If purpose is the North Star, then trust is the gravity that holds everything together. Lamm emphasizes that without trust, even the best strategies fall apart.
In his teams, trust isn’t just a buzzword—it’s a practice.
“Trust is built in the small things,” he explains. “Do you follow through? Do you listen when people speak? Do you give credit fairly? That’s the real test of leadership.”
At Operation Benjamin, trust is essential. The work often involves partnering with government agencies, military institutions, and grieving families. These relationships require discretion, professionalism, and above all, mutual respect among team members.
Trust-building tactics:
- Be transparent with information—even when it’s difficult.
- Empower teams to make decisions within their scope.
- Handle mistakes with grace and a focus on learning, not blame.
Psychological Safety Fuels Innovation
Research consistently shows that psychological safety—the belief that one can speak up without fear of embarrassment or punishment—is a key driver of high-performing teams.
Shalom Lamm fosters this environment by encouraging open dialogue, dissenting opinions, and experimentation, both in his for-profit ventures and in Operation Benjamin.
“No one wants to work somewhere they’re afraid to speak their mind,” he notes. “The best ideas often come from the quiet voices—if you create space for them to be heard.”
To foster psychological safety:
- Invite questions and constructive criticism in meetings.
- Avoid punishing people for taking thoughtful risks.
- Model vulnerability by admitting your own learning moments.
Recognition and Gratitude Go a Long Way
In fast-moving work environments, it’s easy to overlook the power of simply saying “thank you.” But Lamm insists that genuine recognition is one of the most cost-effective, culture-changing tools a leader has.
Whether it’s praising a job well done in a team meeting or sending a personal note of appreciation, small acts of recognition compound into a culture of respect.
“People want to feel seen,” he says. “You don’t have to hand out trophies every week—but you do have to acknowledge effort, not just outcomes.”
At Operation Benjamin, where much of the work involves emotionally heavy research and coordination, regular acknowledgment helps staff stay grounded and valued.
Diversity, Inclusion, and Belonging Matter More Than Ever
Creating a positive workplace also means ensuring that all voices are welcomed and all individuals can thrive—regardless of their background.
Shalom Lamm’s work with Operation Benjamin is deeply rooted in honoring heritage and identity. That same sensitivity to inclusion is reflected in how he builds teams.
“Diversity isn’t just about optics—it’s about insight,” he explains. “When people from different walks of life feel empowered to bring their full selves to work, your organization becomes wiser, more empathetic, and more effective.”
Ways to foster inclusion:
- Provide cultural competency training.
- Create mentorship programs that reflect diverse experiences.
- Encourage leadership pathways for underrepresented voices.
Structure with Flexibility
While strong policies and clear expectations are vital, Lamm also advocates for flexibility—particularly in how people manage time and energy.
“A rigid environment doesn’t create productivity—it creates pressure,” he says. “If you trust your people and give them room to breathe, they’ll usually exceed your expectations.”
He encourages work environments that support flexible schedules, wellness days, and a healthy balance between personal and professional life.
Final Thoughts: Leading with Intention and Heart
A positive workplace isn’t built overnight—but with intentional leadership, it can become a daily reality. Shalom Lamm’s experiences—both in the business world and in the deeply human mission of Operation Benjamin—prove that leading with clarity, compassion, and integrity pays off in every domain.
“A positive culture is your legacy as a leader,” Lamm says. “It shapes how people remember their time with you, how they talk about your mission, and how much of themselves they’re willing to invest.”
In a world where burnout is rampant and disengagement is rising, creating a workplace where people feel safe, inspired, and appreciated is not just nice—it’s necessary.
