We talk about the wisdom of teams – when we are actually talking about the performance advantages of diversity and inclusivity. <\/p>\n\n\n\n
Or we talk about the dysfunction of teams – when we are actually talking about the cultural absence of accountability or alignment. <\/p>\n\n\n\n
We may be giving far too much credit – and blame – to a simplistic notion of \u2018team culture\u2019. <\/p>\n\n\n\n
The culture problems usually arise when teams are allowed to become insular. Some team leaders insert toxic practices. And nobody outside the team seems to notice. Or, if they notice, they don\u2019t react.<\/p>\n\n\n\n
That\u2019s not just a problem with the individual team leader. That\u2019s an organizational problem. <\/p>\n\n\n\n
\ud835\udde7\ud835\uddf5\ud835\uddf2 \ud835\ude00\ud835\uddfc\ud835\uddf9\ud835\ude02\ud835\ude01\ud835\uddf6\ud835\uddfc\ud835\uddfb \ud835\uddf6\ud835\ude00 \ud835\ude00\ud835\uddf6\ud835\uddfa\ud835\uddfd\ud835\uddf9\ud835\uddf2. Great organizations build their success upon a consistent and well understood culture. Everywhere. Top to bottom.<\/p>\n\n\n\n
Someone – at the top – needs to own culture. Specifically. And transparently. Culture needs to be their responsibility to find ways to articulate the values and also meld them with the organization\u2019s performance structures. It\u2019s this consistency of culture and structure that (mostly) prevents rogue cultures from arising. <\/p>\n\n\n\n
But that\u2019s not enough. We don\u2019t let strategies just \u2018happen\u2019. We monitor. We react. And since there\u2019s no greater influence on organizational success than its culture, it also needs to be monitored. Rogue sub-cultures can inflict deep harm.<\/p>\n\n\n\n
Ownership. Accountability. Monitoring. These create strong cultures.<\/p>\n","protected":false},"excerpt":{"rendered":"
I think that we sometimes latch onto the idea of \u2018teams\u2019 with too little thought.\u00a0<\/p>\n","protected":false},"author":2,"featured_media":1271,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","om_disable_all_campaigns":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1269","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/posts\/1269","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/comments?post=1269"}],"version-history":[{"count":4,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/posts\/1269\/revisions"}],"predecessor-version":[{"id":1275,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/posts\/1269\/revisions\/1275"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/media\/1271"}],"wp:attachment":[{"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/media?parent=1269"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/categories?post=1269"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/cdschrock.com\/home1\/wp-json\/wp\/v2\/tags?post=1269"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}