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What do you do if your project team lacks a positive and inclusive culture?

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A positive and inclusive culture is essential for any project team to succeed. It fosters trust, collaboration, creativity, and engagement among team members. However, creating and maintaining such a culture is not always easy. Sometimes, you may face challenges such as conflicts, misunderstandings, biases, or low morale that can undermine your team's performance and well-being. What do you do if your project team lacks a positive and inclusive culture? Here are some tips to help you address this issue and improve your team's dynamics.

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Karan Panjwani

Deputy General Manager at _VOIS | Mentor | Coach

1 Assess the situation

The first step is to understand the root causes and the extent of the problem. You can do this by observing your team's behavior, communication, and feedback. Look for signs of dissatisfaction, frustration, isolation, or resentment among team members. Also, pay attention to how diverse and inclusive your team is in terms of backgrounds, perspectives, and opinions. You can also use surveys, interviews, or focus groups to gather more data and insights from your team. Be open and honest about the purpose and the outcome of your assessment.

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Juliete S.

M?e da Maria | Analista de Qualidade de Vida & Inclus?o na AMAGGI | Gente e Gest?o | RH | Direitos Humanos | Inova??o | Servi?o Social | Pedagoga | Comunica??o | Emprego Apoiado | Diversidade Equidade e Pertencimento
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O primeiro passo seria identificar os gatilhos para esse tipo de adversidade. A depender do tamanho da equipe e nivel de confian?a entre os pares, poderiam fazer uma pesquisa informal no forms ou conversas dificeis divididas em grupos pequenos.

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2 Establish clear expectations

The next step is to set clear and realistic expectations for your team's culture. You can do this by defining and communicating your team's vision, mission, values, and goals. Make sure that everyone understands and aligns with them. Also, establish norms and guidelines for how your team will work together, communicate, and resolve conflicts. You can involve your team in creating these norms and guidelines to increase their buy-in and commitment. Additionally, you can use a team charter to document and formalize your team's expectations.

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3 Encourage positive interactions

The third step is to foster positive interactions among your team members. You can do this by creating opportunities for them to get to know each other, share their experiences, and learn from each other. You can use icebreakers, team-building activities, or informal chats to facilitate these interactions. You can also recognize and celebrate your team's achievements, milestones, and contributions. Moreover, you can promote a culture of feedback, appreciation, and recognition among your team members. You can use tools such as peer feedback, shout-outs, or kudos to encourage this behavior.

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Karan Panjwani

Deputy General Manager at _VOIS | Mentor | Coach
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Working together is normally the toughest for any team which is newly formed for a specific project. Hence it is important to break the eyes and let each team member know each other fully. Start with breaking the ice session, followed up by team engagement activities, where everyone participates, and then jellying increases gradually, and reducing the friction.

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4 Address negative issues

The fourth step is to address any negative issues that may arise or persist in your team's culture. You can do this by listening to your team's concerns, acknowledging their emotions, and showing empathy. You can also use constructive feedback, coaching, or mediation to help your team members improve their performance, behavior, or relationships. Furthermore, you can use conflict resolution techniques, such as active listening, reframing, or problem-solving, to help your team members resolve their disputes in a respectful and collaborative way.

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Rob Krauss

Global Operations and Strategy Leader | I Turn Ambitious Visions Into Operational Realities
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It's extremely important to actively listen to your team and give them your honest take on the situation. There is a fine line between venting and complaining, and as a leader, you should guide the conversation to something constructive. I like to let team members vent a bit before digging into how they plan to handle action items out of their insights. This way it can translate into something growing out of the conflict rather than just festering.

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5 Monitor and adjust

The final step is to monitor and adjust your team's culture as needed. You can do this by measuring your team's progress, satisfaction, and engagement. You can use metrics such as productivity, quality, retention, or satisfaction to track your team's performance. You can also use surveys, interviews, or focus groups to collect your team's feedback and opinions. Based on your findings, you can identify what is working well and what needs improvement. You can also implement changes, interventions, or initiatives to enhance your team's culture.

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6 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 do you do if your project team lacks a positive and inclusive culture?

1

2

3

4

5

6

1 Assess the situation

2 Establish clear expectations

3 Encourage positive interactions

4 Address negative issues

5 Monitor and adjust

6 Here’s what else to consider

Team Management

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What do you do if your project team lacks a positive and inclusive culture?

1

2

3

4

5

6

1 Assess the situation

2 Establish clear expectations

3 Encourage positive interactions

4 Address negative issues

5 Monitor and adjust

6 Here’s what else to consider

Team Management

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