"All of these major changes in organizational life and business are raising powerful questions about what a team can and should do. Today’s high performance team cannot just focus primarily on its producing. A high performance team gives equal, if not more, attention to how it provides for its team members."
Conflict in the workplace is inevitable. Dealing with the conflict through a meaningful conversation is always preferable to letting it simmer, and to have that conversation be a success, it pays to prepare. We all prepare for these conversations in some way. Often times, not constructively. “When he brings up this point, I’ll bring up that one!,” we think, like George Costanza in Seinfeld and his famous jerk store line – planning out the moment when you’ll prove your coworker's point wrong with a witty repartee, solving the issue once and for all.
"Too many of us go through our workday avoiding feedback conversations, or anxiously preparing to give someone feedback only to stumble through it to little effect. The giver doesn’t feel heard and the receiver is not quite sure what they heard – or what to do with it. In our extensive research and work with all types of teams and organizations, we’ve seen that for feedback to be effective and constructive we need to think about it differently – as a two-way street."
Your workplace culture may seem difficult to assess, but just like quarterly reports, recruiting numbers, and inbound requests, it can be measured and charted.
In the 2x2 below you’ll see culture measured on two axes. Strength, the x-axis, describes the intensity with which the culture pulls on individuals’ behavior. Positivity, the y-axis, indicates the degree to which people are pulled toward affirmative behaviors by the culture.
How strong is your workplace culture? Very strong? Is that a good thing? "Strong" is a word you’ll often hear championed in the workplace, and if you ask executives if they want different aspects of their company to be strong they’ll nod vigorously in response. But "strength" is a modifier: strong growth, strong quarterly reports; strong recruitment. You’ll get a more tepid response from executives when you mention strong competition, or strong staff turnover rates. So while you may want a strong culture, it’s just as important that it's a positive culture.
When evaluating your culture, you need to determine where it lies on two axes before you decide where you want to move it.
Moving offices? It's the people that move with you, not the space you move into, that shape your culture.
Organizations are defined by people, not a space or location. But when you think of an organization you often think of it by its phsyical environment. Your high school is that brick building nestled into the side of the hill, or your first office is the fluorescent, overheard lights, grey shag carpet, and weird buzzing of the radiator. While that location might have seemed special (or haunting!) it was actually the people who inhabited the space that made it feel that way.
Topics: Organizational Culture
A positive culture can drive growth, increase retention, spur productivity and inspire creativity. A negative culture can lead to disillusionment, reduced engagement, and send good team members and promising talent heading for the exit. Here are three reasons to invest in building a positive culture for your company.