Insights from The Culture Code by Daniel Coyle
Kung makakahanap ka ng isang koponan with a strong culture, your performance will skyrocket because inside a strong culture, your brain switches from “protect my status and don’t look stupid” to “I will do everything I can to help my team reach our goal.” In essence, you go from a scared guard dog barking at social threats to a wolf running with the pack.
High‐performing cultures create this switch sa pamamagitan ng pananatiling tapat sa culture code – a way of interacting that boosts individual motivation and amplifies the team’s collective intelligence. The culture code can be distilled down to a single message: “You belong. It’s safe to speak up here. We have a clear purpose.”
“YOU BELONG”
Imagine na nasa isang party ka and the host enthusiastically welcomes you with a hug, then asks about the vacation you just got back from. After actively listening for a few minutes, he says he must go back to the kitchen to prepare food for the party but can’t wait to discuss your new business venture later in the evening. The host has just activated three belonging cues found in high performing team interactions:
- Energy
- Individualization
- Future‐orientation
Paradoxically, ang isang mahusay na paraan to emphasize future‐orientation and enhance belonging is to give a teammate critical feedback and say, “I’m being critical because I have very high expectations and I know you can reach them.”
Tinatawag ito ng mga Psychologists na ‘magical feedback’ and it’s shown to boost effort and performance. Delivering ‘magical feedback’ nang personal ay nangangailangan ng lakas ng loo and lets your teammate know they belong to a special group with a bright future.
“IT’S SAFE TO SPEAK UP HERE”
Imagine na bumalik ka sa party na iyon and there are a bunch of people you don’t know. They seem intimidating, but you hear a highly confident and seemingly influential person tell an embarrassing story about themselves and then laugh with the rest of the group. Maaari mong isipin, “it’s okay to be open and honest here.”
Ang mga high performing teams ay may mga liber that go out of their way to create the “it’s okay to be open and honest here” feeling. Ang isang halimbawa ay si Dave Cooper, leader of Navy SEAL Team Six, the team that took out Osama bin Laden. When Cooper was leading SEAL teams, he’d tell new recruits, “You can call me Coop, Dave or Fuckface. It’s your choice.”
Nais ni Cooper na malaman ng kanyang teammates na hindi sila dapat ma-intimidate by rank and should always speak up if they see a problem because without their input, the team wouldn’t survive.
Immediately after a mission, Cooper would do an “After Action Review” and go through the mission chronologically to identify what could have been done better. During AARs, Cooper often said, “I screwed that part up,” which opened the door for his teammates to admit mistakes. Once mistakes were out in the open, the team could collectively think of a different course of action, which ultimately increased their performance on subsequent missions.
Bago ang mga missions, Cooper rarely gave orders. Instead, he’d suggest a course of action and say, “Now let’s see if someone can poke holes in this.” Or “Tell me what’s wrong with this idea.” Steve Jobs did something similar with his executive team at Apple. When pitching a new product idea, he’d start with “Here’s a dopey idea…” Not only did this convey humility, but it also signaled to the group, “Hey, I need everyone to speak up and improve my idea.”
“WE HAVE A CLEAR PURPOSE”
Kapag pumasok ka sa SEAL headquarters in Dam Neck, Virginia, you pass by dozens of memorials to fallen SEALs and artifacts from terrorist attacks throughout U.S. history. Each day the SEALs pass by these memorials and receive a clear reminder of why they do what they do.
High‐performing cultures plant artifacts throughout their environment to remind team members what they’re about, ngunit hindi sila tumitigil doon. Leaders inside high‐performing cultures mention the team objective 10x more than you think is necessary.
Si Denny Meyer, ang nagtatag ng Shake Shack and many renowned New York restaurants, goes out of his way to repeat cheesy catch phrases to his restaurant staff, like “athletic hospitality” (translation: we run around to ensure customers feel cared for), and “Turn up the home dial” (translation: we make our customers feel as relaxed as they do at home). Each phrase is designed to be memorable and visual, so they do not forget what the team is about.
“While successful culture can look and feel like magic, the truth is that it’s not. Culture is a set of living relationships working toward a shared goal. It’s not something you are. It’s something you do.”
‐ Daniel Coyle
Author: The Pinoy Engineer
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