Building Team Culture
- 1. Lets Get Organized! How to create the team culture you need.
- 2. Introduction Chris Dagenais Point2 / Yardi Systems Inc. Director – Point2 Development 12 years in the industry Twitter: @mdchris Email: mdchris@gmail.com
- 3. What is Culture? The predominant personality of your team
- 5. What is Culture? How does your team treat people on and off of their team? How do people outside the team view your team? Is the team more interested in helping themselves or helping others
- 6. Why does culture matter? Culture has a drastic affect on how people work together One of the primary differentiator between poor, average, and high performance teams Will either attract or repel people from teams
- 7. So what are our goals? Productivity Self organizing teams Great communication and collaboration Better solutions Happier team members Comfortable work environment
- 8. What do we want in our culture? People should have a strong desire to excel and outperform the competition Hire the right people Make sure they understand the big picture and how their work contributes
- 9. What do we want in our culture? People that are concerned with the overall performance and success of the business Must believe in what the company is doing Understand and buy in to the roadmap Know what’s at stake
- 10. What do we want in our culture? Focus on the team, not the individual Team wins and loses together No room for lone rangers
- 11. What do we want in our culture? Freedom to fail If you want creativity then people need to know it’s ok if their idea doesn’t work
- 12. What do we want in our culture? Passion and intensity
- 13. Get the “Drivers” on board Get the influential people from the team on board They didn’t choose this role for themselves, their peers did, use that.
- 14. Lay out the roadmap People need to understand the value of their work Would you ask your spouse to pack for a trip without telling them where you’re going?
- 15. Accountability Expectations clearly laid out Responsibilities understood The team knows what they need to do The team makes decisions that are in the best interest of everyone
- 16. Responsibility Responsibility must be taken Responsibility given is actually obligation You need people to care about and be invested in their work You need them to be driven to do a good job and deliver value How are your people motivated? They need to feel that their contributions are recognized and appreciated
- 18. Perception Managing how you are perceived is a full time job at your full time job… Perception rarely matches intention, especially if you don’t try to make it.
- 19. Perception
- 20. Peer Feedback Giving good peer feedback is HARD. “Any fool can criticize, condemn and complain…and most fools do” – Dale Carnegie
- 21. Receiving Feedback Listen to the feedback. No…really. Remain open minded Don’t interrupt the person, it’s likely already hard for them Ensure that you understand what they are telling you, it’s ok to ask clarifying questions to make sure Remind yourself the feedback is addressing a behaviour
- 22. Giving Feedback Feedback should address behavior, not the person It should be specific It should be timely Own your feedback, don’t wish-wash Understand that it is only feedback, the other person is not obligated to do anything other than listen.
- 23. Bad feedback examples You talk too much in meetings People don’t seem to like you Your PRDC session was ok but could use some work People complain about your attendance
- 24. Good feedback examples I thought your PRDC session would have been better if you made smoother transitions between sub-topics. It seemed to jump around which made it harder for me to follow. In that meeting we just had there were several instances where I tried to voice my opinion but couldn’t because you raised your voice a bit every time I tried to talk. When that happens it makes me feel like you don’t care about what I have to say.
- 25. Wrap up Your team/company culture is your collective identity The power of culture is wildly underestimated You’re not going to attract top talent if your culture is stodgy and boring, sorry suit and tie shops!