“How do we improve our culture…?”
Shared by Breanne Smedley
Culture.
It’s almost turned into a buzz word these days around teams, groups, and organizations.
Sometimes, it seems like a magical unicorn that everyone is after, but no one knows how to capture.
Entire committees exist to work on culture. Surveys, feedback, trying to crack the code.
And when someone deems that good culture does exist in a group, it becomes taboo.
Don’t talk about it, you’ll mess it up!
Almost as if it’s just by accident that it happens. The stars aligned.
The right combination of people, personalities, and circumstances came together to create a magic sauce that made everyone feel good and perform well.
And if it doesn’t happen, well, it was just the players, employees, or people we had on that team or project.
Nothing we could have done about it!
I was listening to a coaching podcast yesterday when someone called in to ask this very question, “How do I develop a better team culture?”
The hosts, all volleyball players and coaches, admitted themselves that they find this the hardest part of coaching.
They referenced Daniel Coyle’s work in “The Culture Code.”
A little of Brené Brown’s work on vulnerability.
Only to end with, “I don’t know, it’s hard.”
Yes, it is hard. It takes time and thousands of interactions to develop a strong culture of belonging where team members are motivated to perform their best.
However, I don’t think it’s magic. I believe there’s a documented approach that can get teams, groups, organizations, and families to develop the culture other deem “lucky.”
It’s what my coaching staff and I have been working on for the past four seasons, and a key component to the work Kristina and I do through Mindfluent® Leadership.
It really comes down to these three core principles:
1. It starts with me.
As leaders, it’s up to us to do the hard work first.
To face and own our stories.
To transform our inner voice into one of confidence.
To model vulnerability first, and often.
To practice the values and principles that we want to see in our family, team, or organization.
So many people complain about toxic culture and are quick to point the figure to everyone else as the culprit.
Good leaders know the inner work, the heart of the culture, starts with them.
2. Relationships are the foundation of accomplishment
The most important part of any culture is that people feel safe and that they belong.
This is built through intentional and consistent interactions that allow others to be seen and heard.
Do members connect with each other daily? Through words, eye contact, touch?
Do people feel like they can take risks, ask for help, give and seek honest feedback?
Do members listen to each other in a way that brings out each other’s brilliance?
Are there opportunities for all members to mix and interact with one another?
3. Culture is forged through clear purpose and vision shared through story
More than just a vision statement, what are the priorities of the group?
What does this team stand for, and what do they not?
These things are dug out, made crystal clear to the group, and reinforced in the most powerful way to model key behaviors: through a story.
This purpose, vision, and priorities will serve as the North Star when the team endures inevitable hardship.
It’s what will keep its members moving forward, growing together, knowing they are safe, connected, and working towards a common purpose.
Culture.
It’s not magic, or accidental.
It’s intentional.
That’s not to say it’s easy.
Yet everyday, you and I are influencing the culture and climate around us through our mindsets, interactions with others, and priorities that dictate our behaviors.
What kind of culture are you creating?
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#IntegrallyRelational
#InspirationallyImpactful
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