There are many types of teams in the world. The ones we typically interface with the most are our company and our family, but teams can be any group of people that come together for a common goal. As a leadership consultant, I spend a good deal of time discussing how to create positive, powerful cultures in organizations. I want to share what I have learned over the course of my career and empower you to have the most successful team possible! Without a positive and powerful team culture, it is very likely that we will not meet or sustain our goals.
A positive team culture benefits the team in 4 main ways:
- The team wants to come to work: When there is a positive environment, you have hard workers, but also hear laughter. You hear statements like, “I love going to work (or practice, or seeing my family).” You have fewer problems with employees arriving late or trying to leave early. People are happy and more productive with the time they have each day. In a company, perhaps people could make more money elsewhere, but choose not to because they like the culture your company provides.
- The team is communicating: Communication is a big part of what makes a team successful. When there is good communication, both parties (leader and team members) feel known, heard, able to trust the other, and like they belong. In a positive team, you hear people ask questions about each other’s families. You hear people say, “I enjoy my team.” Because of that, they are communicating about issues as well. You benefit because you do not have to waste too much time managing the conflicts or failures that inevitably result from a lack of communication.
- The team finds creative solutions: Team members will be more invested in coming up with creative solutions for success when they feel part of the team. They feel their ideas will be heard and considered. In business, people will compete; in a positive culture, people will work together as a team towards the goal. Instead of competing with other members of the team, people are motivated to share solutions and then work together and follow through with implementation for the benefit of the business or team as a whole. You hear people say, “I was thinking of a solution to one of our problems, and I can’t wait to share it with you” or “I am excited to implement our new solution.”
- The team experiences rewards: Whether winning the big game, enjoying a peaceful family vacation, or gaining financial rewards as a business, positive team culture creates positive outcomes in life. When team members feel safe and known, they are empowered to contribute, think creatively and show up to work hard. They enjoy communicating with each other, bring great value to the team, and are happy; a positive team culture is a recipe for success in life and in business!
In business, it is often said that if you are not growing, you’re dying. A positive team culture ensures growth. But what if you are not sure how your team culture is doing, or you wonder how to create or rebuild a positive culture? Having spent years helping to create good team cultures, it is my passion to share what I have learned to help others. Over the next few blogs, we will talk about how to identify a negative team culture, the steps to create a positive team culture and how to rebuild a positive culture if it has been lost. Stay tuned!
Please let me know your thoughts, comments, and questions below!
8 responses to “4 Ways to Benefit from a Positive Team Culture”
Keep feeding me brother. I got many people under me and we depend on leaders like yourself to show us the way. Thanks so much
We have a situation where the future of our division at work is up in the air due to influx of more modern systems, and we’re not getting much info on our future from leadership. Some people are leaving, and those who remain seem to mostly be doing so because they are close to retirement or need the job benefits. Morale is low and attitudes are not great as people blame the manager and director, and staff get increasingly frustrated with them when they assign more and more tasks to a shrinking group of staff. Now we’re supposed to come up with a group goal for the next year that will improve engagement and enjoyment at work. My mind is blank as to what goal I could suggest for our group. Suggestions?
Liz, Wow! Frustrating, I would suggest sending the person who is asking for the departmental goals, some form of what you have sent to me. I think good honest conversation around a topic that seems like there is an “elephant in the room” will clear up tons of confusion. The statement might look like this, “I/we would love to set goals but before I/we can there is confusion in our department about new modern systems. Would someone be able to explain to me/us what the future holds? Our morale seems to be low and this would really help us understand where the company is going and allow us to set proper goals” I hope this helps, Bob
Great looking forward to this wisdom!!
Looking forward to the next few blogs! I just “found” you and am excited to see what I will learn next. I recently read an article about a culture of honor, which caused me to seek your website out. I have your book, Business of Honor on my Wish List!
I am enjoying these blogs very much. Each one seems to apply to our business in some way. Currently we have general managers that no one on our team respects. Because they both are controlling and they both can’t get things done in a timely manner we have delegated certain things to other team members. They were told why we were doing this but it has created tension in them and throughout the team.
They love the Lord but they don’t play well with others.
We are considering letting them go.
We have also given them your book and several other leadership books but do not believe they have read them.
Diana, I am assuming by your comments that you are the owner of the business. I am also assuming that these GM’s are good at what they do and it would be a hardship on your company if their behaviors do not change and you have to let them go. I would suggest re reading Business of Honor Chapter 6, then schedule a meeting separately with each GM and communicating assertively with them that their disconnection with each other has put their jobs at risk and divided the company. Ask them great questions on the heart level, and finish with asking them what they are going to do to try and solve this problem. Your goal is sharing your heart and helping them to find a solution to solve the disconnection, I hope this helps! Bob
The Business of Honor and the Culture of Honor books are great investments. I recommend both!