13 Lessons from Daniel Coyle’s The Culture Code
📚 If you’re interested in building great teams you owe to yourself to read this book.
What are the common ingredients of great team cultures?
We all have an idea of what a great team culture might look like. Few of us might even know what that feels like.
This is a book that looks at the best team cultures and exposes the group behaviors with the most impact on the results they obtain. Turns out, people like to people feel safe, appreciated, and with a clear purpose to strive for.
1 — The key for team performance is not so much the skills of individual players, but the quality of the interactions between them.
A great team is not one where every person just gives their best, but where every person gives their best to others.
2 — There are 3 common ingredients to the best team cultures.
- They build safety;
- They share vulnerabilities;
- They establish a purpose.
3 — Leaders create the conditions for their teams to perform at their best.
It’s a privilege for leaders and 100% of their job description.
- Provide the tools your team needs;
- Foster the relationships in your team;
- Make people feel safe, engaged and willing.
4 — Building safety is a continuous process. Ongoing relationships need ongoing care.
Everything you do must be always communicating these 4 values:
- We are close;
- We have each other’s backs;
- We are safe;
- We share a future.
5 — Successful groups don’t seek happiness.
All their focus and energy is concentrated on solving problems together and winning. Happiness is a byproduct of that.
6 — Feedback is the ultimate growing tool in healthy team cultures.
That’s how you communicate your standards AND show support in people meeting them.
7 — Show your weaknesses so others show theirs.
It’s by sharing that we invite others to compensate where we are lacking.
Like pieces of the puzzle, to get the result we want, we have to let others get a little bit into our territory while doing the same for others.
8 — Successful cultures seek and promote vulnerable interactions, weakness exposing, and owning of mistakes.
This is better to be done on our own terms, as a team/family, than being left for enemies or adversaries to exploit.
9 — Authority bias: when a superior tells us to do something we find it very hard to not do it, even if we see problems for us down the line.
Imagine how many times your team has spotted holes in your plan but felt paralyzed to let you know. Fix that immediately.
10 — Successful groups never stop telling their own story, reminding each other, precisely, what they stand for, where they want to go.
11 — Purpose is not about tapping into some mystical fountain of motivation, but about creating small beacons that focus the attention of everyone on the same shared goals.
12 — Successful cultures use crises to define their purpose.
Painful moments are remembered with gratitude because they were responsible for helping groups discover what they are made of, and what they could be.
13 — Be more like Gregg Popovich.
These are just crème de la crème.
There are many more nuggets to explore, in the book, or in my summary. See what you can find in the link below. 👇