How to build the right team culture? Here is the answer.
Daria Rudnik
Team Architect | Aidra.ai Founder and CEO | I lighten the load for high-impact leaders by building self-sufficient teams | Leadership Coach | ex-Deloitte
How do you build the best team culture? And is there a universal formula??
Today I want to share with you an article I found on The GC Index website, "Building a culture that leads to improved business performance." Whether you're a tech startup, a consulting firm, or a manufacturing company, you have your own way of making decisions. The way decisions are made in a company shapes and changes the company's culture and, in turn, its performance.?
The Strategist Culture is ‘planning-centred’
Data shows 46% of Board Directors have strong Strategist GC Index? profiles, compared to 22% in the general population.?
Strategist culture is ‘planning-centred’.
Strategists can see the ‘bigger picture’, the patterns and trends in their world. Strategist decisions will reflect a value placed upon a systematic analysis of data that describe patterns.
An analysis of historical events will provide a basis for making predictions (decisions) about the future. So, decisions, in this regard, will be rooted in the past.
Strategist cultures value structure and order; they value intellectual and analytical skills and a degree of objective detachment when it comes to making business and people decisions.
The Game Changer Culture is ‘possibility-centred’
46% of business owners have strong Game Changer profiles (compared to 25% of all employees).
Game Changers are ‘possibility-centered’.
They are not wedded to what has gone before. Indeed, a strong drive for creative expression means that they value possibilities that can reflect their uniqueness.
The Game Changer culture then, values creativity, freedom, autonomy those ingredients needed for creative expression.
The Play Maker Culture is ‘people centred’
Play Makers value inclusion, involvement, collaboration, partnership and cohesion.
The Play Maker culture is ‘people-centered’.
The philosophy is: ‘If we treat our people well then success will follow’.
Decisions then, about business and about people, will reflect this drive to make the world of work a place that people want to be, where they can make a contribution, grow and develop.
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The Polisher Culture is ‘progress centred’
Those who fail to learn from history are doomed to repeat it’.
Polishers value learning and review.??Polisher cultures are ‘progress-centred’.
These core values underpin cultures that nurture continuous improvement, the pursuit of excellence and innovation.
Polishers are constantly alert to how things can be improved and developed. They will thrive in academic settings and organisations underpinned by the rigorous exploitation of science.
In a Polisher culture, decisions will be based upon a rigorous analysis of facts and details, often to a painstaking extent. ‘Sloppy’ thinking and ‘good enough’ outcomes will often not be tolerated.
For Polishers, ‘if a job is worth doing, it is worth doing well’; the culture will be one of pride in what’s achieved, and decisions will reflect this.
The Implementer Culture is 'pragmatism-centred'
Implementers are pragmatic. They value the ‘tried and tested’, the traditional ways of doing things. They value the direct experience that ‘tells’ them whether or not something is possible.
Implementer cultures are ‘pragmatism-centered’: people are happy to ‘fix’ rather than perfect.
Decisions in Implementer cultures will reflect a pragmatic focus upon practicalities.?“If it isn’t broke, don’t fix it…” or “…it worked last time so there is no need to change it...” are often how decisions get made in an Implementer culture.
So what kind of team culture you need?
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Read the full article here and send me a message if you want to evaluate your team and see how your team is making an impact.
Daria Rudnik
Team Architect
Implementer Strategist