What is team culture?

A leadership team’s culture plays an essential role in the smooth running and evolution of an organization.  It’s the driving force that enables engagement, trust, and resilience in an organization, particularly in the face of unexpected change.  A clear and well-designed culture guides the employees on ways to bring their own values and behaviors into alignment with the company they work for.  

How is culture affected by the unexpected change?

Often there are often gaps in clarity and interpersonal conflicts between members of a leadership team.  Sometimes a team conflicts with a board or a funder.  Though these may seem like minor daily issues, over time they create a culture of microaggression and defeat, stimulating conflict and reducing trust.  

When a team has a shared vision for the future, the individual resistance to change decreases dramatically in favor of a shared pursuit.  The team is clear about their common ground and goals in spite of any personal or behavioral differences.  The group has a reason to align in harmony and to work on improved performance.

Consider this: 

 

  • We could you accomplish if your team had a clear vision and a plan for the future available immediately?
  • Does your team need and desire a rapid escalation of teamwork with a vision and strategic action plan? 
  • Does your team need help with the process of establishing team culture?
  • Would you benefit from assistance designing a plan and agreements for your leadership team?
  • Do you know how you could cascade that plan to the rest of the organization?
  • Are you in a place where you need increased trust and critical honesty on your team?

How does a team benefit from getting help with culture during times of change?

Structured planning and deeper connection with other people help us to put down our natural resistance and bias to change.  

When I work with teams, we focus on: 

  • Current reality and future plans.
  • Putting a focus on building trust on the team.
  • Design a structured plan and put it in place with individual assignments for the leaders.
  • Cement a commitment to each other as a group to follow through on these changes. 

This work will ask you to: 

  • Come in trusting yourself and each other.
  • Be willing to go deep with your team and to bring voice and honesty to the discussion.
  • Deeply commit to making a difference and playing a tangible role in the changes defined by the team.
  • Be optimistic and get excited about what’s next.

The result is typically a large gain in momentum, the ability to overcome inertia, and a learned acumen around future resilience and planning as a team.

You decide what comes next.

Learn more about COACHING.

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