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How can you continuously review and update team norms and values?

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Team norms and values are the shared expectations and beliefs that guide how team members interact, communicate, and collaborate. They can help teams to work more effectively, align their goals, and create a positive culture. However, team norms and values are not static. They need to be continuously reviewed and updated to reflect the changing needs, challenges, and opportunities of the team. Here are some tips on how to do that.

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1 Assess the current state

The first step to review and update team norms and values is to assess the current state of the team. You can use various methods, such as surveys, interviews, feedback sessions, or observations, to gather data on how the team is performing, what are the strengths and weaknesses, what are the sources of conflict or satisfaction, and what are the gaps or opportunities for improvement. You can also ask the team members to rate how well they adhere to the existing norms and values, and how relevant and useful they are.

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2 Involve the team members

The second step to review and update team norms and values is to involve the team members in the process. You can organize a workshop, a meeting, or a discussion forum, where you share the results of the assessment, and invite the team members to share their opinions, perspectives, and suggestions. You can use brainstorming, voting, or consensus-building techniques to identify the most important or urgent issues, and to generate ideas for new or revised norms and values. You can also use examples, stories, or scenarios to illustrate how the norms and values apply in practice.

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Kevyn Rustici

Leadership Isn't a Title-It's an Action, Sharing my Journey. Leading with Love not Fear: Love-Based Leadership Focused with Human Centered Everything.
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Collective intelligence made up of the Intellectual Institutional Educational Experiential Social “Capital” Otherwise referred to as insights, wisdom, knowledge or perspective. An organization’s HR, Manager and Senior Leadership are responsible for creating the proper environment and feedback loops to effectively continuously improve which ultimately will require us to revisit these said norms in process, procedure, performance and values, aligning with the ever changing environments much of which is outside the control of the business.

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3 Document and communicate

The third step to review and update team norms and values is to document and communicate them clearly and consistently. You can create a written document, a poster, a video, or a presentation, where you summarize the main points, explain the rationale, and provide the guidelines for implementation. You can also use symbols, visuals, or slogans to make the norms and values memorable and catchy. You can distribute the document or the media to the team members, and also to other stakeholders, such as managers, clients, or partners, who need to be aware of them.

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4 Reinforce and monitor

The fourth step to review and update team norms and values is to reinforce and monitor them regularly. You can use various methods, such as recognition, rewards, feedback, coaching, or training, to encourage and support the team members to follow the norms and values, and to address any deviations or challenges. You can also use metrics, indicators, or checklists to measure and track the impact of the norms and values on the team performance, satisfaction, and culture. You can also use periodic reviews, audits, or surveys to evaluate and adjust the norms and values as needed.

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5 Celebrate and learn

The fifth step to review and update team norms and values is to celebrate and learn from the outcomes. You can use events, ceremonies, or stories to acknowledge and appreciate the achievements and contributions of the team members, and to highlight the benefits and value of the norms and values. You can also use reflections, debriefs, or lessons learned to identify and share the best practices, the challenges, and the areas for improvement. You can also use feedback, suggestions, or innovation to foster a culture of continuous learning and improvement.

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Sean Lewis

??A Business That Owns You Is Torture?? I work with owners and key individuals to get their businesses "unstuck" and growing—strategies and solutions for your challenges with ?Financials ?Operations ?Leadership
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Adults are starved for a kind word.... Preservation of team members is critical to any business. Showing a path for growth and providing the supports to get there are essential for that. This means that the priority for the people in our organizations who are charged with managing team members needs to shift from supervision to building benches. However, the supervisors, too, need to have confidence that their places in the organization are secure, and they should be highly rewarded for their bench-building successes. The answer to this is the frequent use of praise, and it needs to flow from the top, meaning this should become a part of organizational culture, and embodied by each and every middle-manager and teammate alike.

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6 Review and update team norms and values

Reviewing and updating team norms and values is not a one-time activity, but a continuous cycle. You can use the above steps as a framework, but you can also adapt them to your specific context, needs, and goals. The key is to involve the team members, communicate clearly, reinforce regularly, celebrate often, and learn always.

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Sean Lewis

??A Business That Owns You Is Torture?? I work with owners and key individuals to get their businesses "unstuck" and growing—strategies and solutions for your challenges with ?Financials ?Operations ?Leadership
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My experience in the top three turnover challenges: 1) Siloed Knowledge: Roles and responsibilities of the position at time of exit are far more evolved than when the position started, and there is no-one internally who understand the “how’s” of completing all the necessary tasks. 2) Illusion of a Working System: Systems that had been set up to support the exited role could only be executed by that person. The evolution of that role over time had created ad-hoc implementations and decisions that only that person could complete. 3) Competence Degradation: The exit of the individual uncovered numerous deficiencies that require repair in order for a suitable person to be remotely interested in taking over.

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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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Sean Lewis

??A Business That Owns You Is Torture?? I work with owners and key individuals to get their businesses "unstuck" and growing—strategies and solutions for your challenges with ?Financials ?Operations ?Leadership
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When an organization has a strong culture, three things happen: Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization's values. If during our growth planning we begin to anticipate that we are likely going to struggle with building the bench that we will need to support the growth that we want, it may be time to ask: How can we best invest in the people we have to help them feel more secure in their futures here instead of looking for that comfort elsewhere? Employment doesn’t have to be consistent shift in balance of power from employer to employee and vice versa.

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How can you continuously review and update team norms and values?

1

2

3

4

5

6

7

1 Assess the current state

2 Involve the team members

3 Document and communicate

4 Reinforce and monitor

5 Celebrate and learn

6 Review and update team norms and values

7 Here’s what else to consider

Team Building

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How can you continuously review and update team norms and values?

1

2

3

4

5

6

7

1 Assess the current state

2 Involve the team members

3 Document and communicate

4 Reinforce and monitor

5 Celebrate and learn

6 Review and update team norms and values

7 Here’s what else to consider

Team Building

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