Cultivating Thriving Teams: Lessons from Permaculture

In a previous blog I touched on oceanography perspectives that provide ways of thinking about organisations and teams. I like onion type metaphors – they touch on that deep sense I carry of noticing the interconnected layers that people, systems and living entities demonstrate through how we see and show ourselves and how we experience others. Another metaphor I work with is that of the land and permaculture. Most recently this has come alive in new ways as I’m sharing an allotment with my family – I feel sure there will be more reflections on this in months and years to come!

Actually, let’s not wait… I want to introduce, Ken, he is a brilliant neighbour who started his allotment when he part-retired at 70. He left us veg at the door through covid and was part of the inspiration for us saying yes to sharing an allotment last year. He’s been my guide, my encouragement, he’s dropped seeds for germinating, seedlings to help me try things out, talked over options, responded to questions and concerns, called a spade a spade, and provided tools and resources that have helped me on my way.

He’s been an excellent coach who’s helped me find my way, and left me lots to discover for myself. This blog is for those who might benefit from something similar in the world of teams.

Teams, like ecosystems, are complex and interconnected. In permaculture—a design philosophy based on natural systems—there’s a fundamental principle: observe and work with nature, rather than against it. When tending to a garden (or allotment), focusing only on what’s above ground—the visible plants—can lead to short-term gains but long-term problems. The real health of an ecosystem depends on what’s happening beneath the surface, in the soil and root systems.

 The same is true for teams. As a consequence of so many demands, leaders can focus on what’s immediately visible—roles, meetings, and deadlines—but the real dynamics that shape success often lie beneath the surface. Without addressing these deeper layers, teams can struggle to thrive.

The Canopy: What’s Visible on the Surface

The canopy layer of a forest or garden is where the most obvious activity happens—plants grow, leaves absorb sunlight, and fruit is produced. In a team, this is the space of visible behaviours, structures, and outputs.

Signs Your Team is Operating at the Canopy Level

• Conversations focus on tasks, deadlines, and reporting structures.

• Issues seem straightforward, like “We need clearer communication”, “Our meetings aren’t effective” or “We spend too much time dithering”.

• The team may be productive but may not be reaching its full potential.

Questions to Ask at the Canopy Level

·        Are our roles and responsibilities clear?

·        Do we have efficient systems for collaboration and decision-making?

·        What problems have we already named, and what’s stopping us from solving them?

 Many teams try to fix challenges only at this level, but the real issues often lie deeper.

The Root System: What’s Beneath the Surface

Just as healthy trees rely on strong, interconnected root systems, teams rely on trust, alignment, and unspoken agreements. If roots are weak, no amount of surface-level pruning will lead to long-term growth.

Signs Your Team is Struggling at the Root Level

• Patterns repeat—the same issues keep coming up, even after new solutions are introduced.

• Polite avoidance—difficult conversations are sidestepped or softened.

• Lack of real accountability—decisions are made, but follow-through is inconsistent.

Questions to Ask at the Root Level

·        What are we not talking about that might be important?

·        Are we assuming alignment when it hasn’t been fully tested?

·        How do we handle conflict—do we avoid it or work through it?

 Without strong root systems, even well-structured teams struggle to sustain high performance.

The Soil: The Deepest Foundations of Team Health

The most overlooked part of any ecosystem is the soil—yet this is where the real work happens. Soil health determines whether anything can grow at all. In teams, this represents deeply embedded beliefs, power dynamics, and unconscious habits that shape how people interact.

Signs of Unhealthy Soil in a Team

• Resistance to change, even when the need for it is clear.

• A culture of blame or defensiveness instead of shared responsibility.

• Decisions shaped by historical baggage, not present needs.

• Questions to Ask at the Soil Level

·        What stories or assumptions are shaping our behaviours?

·        To what extent are we carrying old dynamics that no longer serve us?

·        How do power, authority, and influence show up in ways we don’t always name?

Just as regenerative farmers rebuild soil health by adding organic matter, improving biodiversity, and reducing harmful interventions, teams must create space for reflection, address past patterns, and build trust over time.

Cultivating a Thriving Team Ecosystem

Many teams struggle because they try to fix root or soil-level issues with canopy-level solutions. They introduce new processes when what’s needed is an honest conversation. They clarify roles when the real issue is trust.

To truly grow, teams must tend to all three layers:

 ·        Start at the Canopy – Ensure clarity in roles, goals, and structures.

·        Strengthen the Roots – Surface unspoken tensions, clarify expectations, and build alignment.

·        Regenerate the Soil – Address deep-seated patterns, rebuild trust, and create psychological safety.

What part of your team’s ecosystem needs attention?

Nick Ellerby – is a coach and Co-Director at Oasis Human Relations, one of a group of thirty plus practitioners working in partnerships across sectors as coaches, hosts, convenors, speaking partners, facilitators, researchers and changemakers.

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