How to Build a Culture of Giving
December 3, 2025
When I was a teenager, I bagged groceries at our local market, Peppers, to save money for college and the fun things that make adolescence memorable - like tater tots and a grape Slurpee at Sonic afterschool. Simpler times indeed.
My parents raised me with a strong sense of giving to others. Every paycheck, I donated 10% to charity. At 16, that meant writing small checks to causes I cared about - animal shelters, school drives, community programs - but it built a habit that stayed with me for life.
That early practice shaped how I think about leadership and culture today. At every company I have joined or advised, I have looked for ways to help organizations give back - whether through corporate giving programs, volunteer initiatives, or partnerships with local nonprofits. When I founded Lenhardt Partners, that same value became part of our DNA.
In this season of giving, I have been reflecting on what it really means to build a culture of generosity - one that cultivates gratitude, mentorship, and acts of service not as “extra” programs, but as a way of being. Psychologically, it turns out that giving does not just make others’ lives better, it rewires our own.
The Psychological Benefits of a Giving Culture
Enhanced Well-Being and Happiness
Research on the “helper’s high” (Post, 2005) and positive psychology (Seligman, 2011) shows that when we help others, our brains light up in a similar way to when we experience joy or reward. Dopamine and oxytocin levels rise, leading to greater happiness and life satisfaction.
Strengthened Social Connection
Giving fosters trust and a sense of belonging, which are core human needs. In the workplace, generosity strengthens team bonds, reduces turnover, and fosters a sense of shared purpose that cannot be bought with perks or paychecks.
Increased Meaning and Purpose
According to Viktor Frankl’s Man’s Search for Meaning, contributing to others transforms suffering into purpose. Similarly, Seligman’s PERMA model identifies Meaning and Relationships as two of the five pillars of human flourishing.
Reduced Stress and Improved Health
Prosocial behavior has measurable physical benefits, including lower blood pressure, reduced cortisol levels, and greater resilience under stress (Brownet al., 2003). Giving literally protects our health.
How to Build It
Model Generosity at the Top
Leaders set the tone. When managers volunteer their time, mentor others, or celebrate acts of kindness, they demonstrate that generosity is valued—not just discussed.
Make Giving Visible and Social
Adam Grant and Jane Dutton (2012) found that witnessing generosity sparks more generosity. Create rituals that spotlight giving—such as Slack shout-outs, peer-nominated awards, or “thank-you” moments in team meetings.
Enable Autonomy and Choice
Deci and Ryan’s Self-Determination Theory remind us that people are most motivated when they choose how to give. Let employees decide how they want to contribute - whether it is time, expertise, money, or mentorship.
Embed Systems and Rituals
Sustained cultures of giving need structure. Integrate volunteer days, peer-to-peer recognition programs, or matching gift initiatives into the organization's rhythm. Make giving simple, expected, and celebrated.
Why It Matters
Building a culture of giving is not just about philanthropy - it is about how we show up for one another every day. When leaders model generosity, when teams celebrate kindness, and when organizations make space for time, recognition, and care, something powerful happens: people flourish.
Closing Thought
Giving is not a one-time act - it is a mindset. It is how we build trust, belonging, and resilience within our communities, families, and companies.
Further Reading: The Psychology of Giving
If you would like to explore the research that inspired this post:
