I've had some recent experience of this with two fast growing organisations I am working with. Both have excellent leadership teams. Both have hit a bump in the road.
It's a common situation. A few decisions made and some poor behaviour tolerated has put a strain on what were once strong and well bonded teams.
"The way we do things here"
And, surprise surprise the key players all had a slightly different view on what was important and what values were paramount.
Uniting the team
It created a new sense of engagement.
Once these discussions were underway it was remarkably easy to get behind the language used to by individuals and find a common language that united the team. Using a common language makes it possible to start rebuilding trust. It creates a safe environment to discuss differences. Such conversations are even enjoyable for the team!
From my experience it helps having someone from outside the team ask questions. To challenge and suggest ways forward. Someone who isn't directly involved in the situation and who may be part of the problem.
By having an external facilitator it allows senior managers to play an equal and contributory role in the discussion. Rather than influencing the event as they can in usual management meetings.
Communicating the culture
Too much organisational culture is not stated. This works out when things are going well. But, when problems and challenges occur it can trip you up. People want to engage. They want to feel they have rights. And, so they should.
To neglect them pushes your team into a spiral of dysfunction that can take considerable time and effort to put right.