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What are the best strategies for building a cross-functional team in a Culture Change career?

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Cross-functional teams are groups of people with different skills, backgrounds, and perspectives who work together on a common goal. They can help organizations achieve culture change by fostering innovation, collaboration, and agility. However, building and managing a cross-functional team can also pose some challenges, such as communication gaps, conflicting priorities, and unclear roles. In this article, you will learn some of the best strategies for building a cross-functional team in a culture change career.

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1 Define the purpose and scope of the team

The first step in building a cross-functional team is to clarify the purpose and scope of the team. What is the problem or opportunity that the team is trying to address? What are the expected outcomes and deliverables? How will the team measure its progress and success? By answering these questions, you can align the team members around a common vision and goal, and avoid confusion and duplication of efforts.

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Ulrike Krause

Design Thinking & KI ?? Werde TüV-zertifizierter Design Thinking Master und führe dich und Unternehmen in die Zukunft.
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Die Strategie der offenen Kommunikation ist zentral. Sie umfasst die Etablierung transparenter Kommunikationskan?le, die allen Teammitgliedern erm?glichen, Ideen, Bedenken und Feedback frei zu teilen. Dies unterstützt die Entwicklung einer gemeinsamen Vision, erleichtert die Zusammenarbeit und tr?gt ma?geblich zum Erfolg des Kulturwandels bei. Offene Kommunikation hilft, Barrieren zwischen unterschiedlichen Funktionen abzubauen und f?rdert ein inklusives Arbeitsumfeld, in dem Innovation und Kreativit?t gedeihen k?nnen.

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Mirka Orsagova

Transforming potential into lasting performance.
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In any change programme, including culture change, it's important to have the right people on board. Having absolute clarity about what the desired outcomes of the project are, is key to selecting the right individuals. Culture change is a long-term process, most likely needing a programme of works to deliver impactful results over a period of time. The team to deliver all of the interventions within the programme may well change over this period, depending on what skills or expertise are required and when. Start by clarifying the key priorities for the project, and defining the respective skills, knowledge and experience. Once this is defined, look within the organisation to find the right talent to fill the roles.

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2 Select the right mix of skills and personalities

The next step is to select the right mix of skills and personalities for the team. You want to have a balance of technical, functional, and soft skills that complement each other and cover the needs of the project. You also want to have a diversity of backgrounds, experiences, and perspectives that can enrich the team's creativity and problem-solving. However, you also need to consider the compatibility and compatibility of the team members, and how they will communicate and collaborate with each other.

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Carlo Rivis

Visionary, Strategy & Innovation enabler | LinkedIn Top Voice, Influencer, Blogger, Speaker | Startup> Guru, Founder, Advisor, Board Member | Fortune 500 Trainer | Looking for Visionaries!
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Selecting the right mix of skills and personalities is crucial in cross-functional teams. Diversity in backgrounds and experiences sparks creativity and enriches problem-solving. It's essential to balance technical and soft skills, ensuring each team member brings a unique perspective. This diversity isn't just about skill sets; it involves embracing varied viewpoints, fostering an environment where innovative ideas are born from the confluence of different experiences and knowledge. This blend is the catalyst for transformative solutions, driving a team's ability to navigate complex projects and achieve groundbreaking results.

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Sakshi Damele

HR & Culture Specialist, ICF Associate Certified Coach
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In line with Disney’s creative strategy, a good mix of Dreamers, Realists and Critics in team helps in exploring possibilities (divergence), creating a focused, robust plan (convergence) and leading execution effectively (with risk mitigation) during change endeavours.

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3 Establish clear roles and responsibilities

Once you have selected the team members, you need to establish clear roles and responsibilities for each of them. Who is the leader or facilitator of the team? Who is responsible for what tasks and deliverables? How will the team coordinate and communicate with each other and with other stakeholders? By defining these aspects, you can create a sense of accountability and ownership among the team members, and reduce the potential for conflicts and misunderstandings.

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Pam Moore

Founder Brand With Soul ?? AI Strategist ?? CMO Fractional ?? Speaker ?? | Brand Builder | Launch GTM ?? | Digital Physiologist | Podcast Host ?? | Best Selling Author | Forbes #5 Social Media Influencer
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Clarify Roles & Responsibilities: With your cross-functional team in place, it's crucial to define who does what. Leadership & Facilitation: Decide who steers the ship. This clarity ensures smooth sailing for the team. Task ownership: Assign specific tasks and deliverables. Knowing who is accountable for what boosts efficiency and morale. Seamless communication: Setup a solid plan for team interaction and stakeholder updates. It's the backbone of effective collaboration. Accountability & ownership: When everyone knows their role, they're more invested. This clearly cuts down on confusion and sparks team synergy.

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Kristine Mikulka, MPA

Digital Product Innovation and Strategy Leader | Integrated Health Care | Digital Strategy| Digital Transformation | Product Development | Product Management at CenterWell/Humana
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What's been laid out prior is incredibly important for the structure and function of a cross-functional group. It cannot be successful without clarity, accountability, leadership. However, I've built/led numerous cross-functional teams and have worked in vast organizations that demand collaboration across geography, departments, culture, business goals. You cannot successfully create and maintain the items above without one crucial aspect - shared identity or purpose. There's a reason that something is coming together cross-functionally, and until the group not only sees that and buys into that then all the structure in the world won't amount to anything. This isn't a one-time thing either, this has to be the fuel that continues throughout.

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4 Provide adequate resources and support

Another important strategy for building a cross-functional team is to provide adequate resources and support for the team. This includes providing the team with the necessary tools, technology, budget, and time to complete their work. It also includes providing the team with the appropriate training, coaching, feedback, and recognition to enhance their skills and performance. By providing these resources and support, you can empower the team to work autonomously and effectively, and foster a culture of learning and improvement.

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5 Encourage open communication and feedback

One of the key factors for the success of a cross-functional team is open communication and feedback. You want to create a safe and supportive environment where the team members can share their ideas, opinions, concerns, and suggestions without fear of judgment or criticism. You also want to encourage the team members to give and receive constructive feedback that can help them improve their work and their relationships. By encouraging open communication and feedback, you can build trust and respect among the team members, and promote a culture of collaboration and innovation.

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Mirka Orsagova

Transforming potential into lasting performance.
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Feedback is a key part of high performance. To build a true culture of feedback, leaders must model asking, receiving and responding to feedback well. Equally, when it comes to giving feedback, it's important we don't give in to our negativity bias and only focus on giving developmental feedback, i.e. what to do differently. A 2005 Corporate Leadership Council study showed that when the feedback focuses on performance and personality strengths, we see the strongest positive impact on performance. Giving feedback isn't an easy task. Implement a simple structure and encourage your team to do the same: Positive feedback - Behaviour - Impact - Doing well OR Developmental feedback: - Behaviour - Impact - Risk - Do differently

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6 Celebrate achievements and learn from failures

The final strategy for building a cross-functional team is to celebrate achievements and learn from failures. You want to acknowledge and appreciate the efforts and contributions of the team members, and celebrate their milestones and accomplishments. You also want to reflect and learn from the challenges and mistakes that the team encounters, and identify the areas and opportunities for improvement. By celebrating achievements and learning from failures, you can motivate and inspire the team to continue working towards their goal, and cultivate a culture of excellence and resilience.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best strategies for building a cross-functional team in a Culture Change career?

1

2

3

4

5

6

7

1 Define the purpose and scope of the team

2 Select the right mix of skills and personalities

3 Establish clear roles and responsibilities

4 Provide adequate resources and support

5 Encourage open communication and feedback

6 Celebrate achievements and learn from failures

7 Here’s what else to consider

Culture Change

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What are the best strategies for building a cross-functional team in a Culture Change career?

1

2

3

4

5

6

7

1 Define the purpose and scope of the team

2 Select the right mix of skills and personalities

3 Establish clear roles and responsibilities

4 Provide adequate resources and support

5 Encourage open communication and feedback

6 Celebrate achievements and learn from failures

7 Here’s what else to consider

Culture Change

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