The Culture Code by Daniel Coyle: How to build a team
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\nAbout the Author
\nDaniel Coyle is the\xa0New York Times\xa0bestselling author of\xa0The Talent Code, The Little Book of Talent, The Secret Race\xa0(co-authored with Tyler Hamilton),\xa0Hardball: A Season in Projects, and other books.
\nWinner (with Hamilton) of the 2012 William Hill Sports Book of the Year Prize, he is a contributing editor for\xa0Outside Magazine,\xa0and works as a special advisor to the Cleveland Indians. Coyle lives in Cleveland, Ohio during the school year and in Homer, Alaska, during the summer with his wife Jen, and their four children.
\nSource:\xa0http://danielcoyle.com/author/
\nAbout the Book
\nWhere does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?
\nIn\xa0The Culture Code,\xa0Daniel Coyle goes inside some of the world\u2019s most successful organizations\u2014including Pixar, the San Antonio Spurs, and U.S. Navy\u2019s\xa0SEAL Team Six\u2014and reveals what makes them tick. He demystifies the culture-building process by identifying three key skills that generate cohesion and cooperation, and explains how diverse groups learn to function with a single mind.
\nCoyle unearths helpful stories of failure that illustrate what\xa0not\xa0to do, troubleshoots common pitfalls, and shares advice about reforming a toxic culture.
\nCombining leading-edge science, on-the-ground insights from world-class leaders, and practical ideas for action,\xa0The Culture Code\xa0offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.
\nCulture is not something you are\u2014it\u2019s something you do.\xa0The Culture Code\xa0puts the power in your hands.
\nSource:\xa0http://danielcoyle.com/the-culture-code/
\nClick here to buy on The Book Depository
\nhttps://www.bookdepository.com/The-Culture-Code/9781847941275/?a_aid=stephsbookshelf
\nLinks
\nRead an extract of the Culture Code here:\xa0http://danielcoyle.com/excerpt-culture-code/
\nBIG IDEA 1 (5:35) \u2013 Safety, even in war time, and the importance of belonging
\nYou\u2019ve probably heard about psychological safety. The key to this is belonging which is finding little similarities as humans. One of the most extreme examples in the book is the Christmas Day truce that happened in World War I between the British and allied troops and the German troops.
\nIn one of the most awful wars that happened in modern history, the troops stopped fighting, came out of the trenches and celebrated Christmas together but this wasn\u2019t an accident. \xa0This started weeks before with a series of mini ceasefires when the soldiers on both sides were collecting their dead, the other side stopped shooting.
\nThe other soldiers didn\u2019t use that vulnerability to take advantage but let them get their fruits of lies. There are few things that quite human levels that seemed off limits. At night time the troops were singing to each in different languages and different cultures singing across the trenches.
\nThis will make you think if this is possible for troops to connect with each other hours after shooting each other, it\u2019s also probably possible for you to find connection with Karen from accounts.
\nAnother example would be in a call center environment where attrition is very high. At WIPRO in India they did an experiment on three groups go through the induction. Group one just went through the standard induction. Group two went to the induction with an additional hour added on where they found out more about the company\u2019s values and origins and spoke to star performers. \xa0They also received a fleece with the WIPRO logo on.
\nThe third group did the normal induction plus an extra hour but the extra hour was focused on the new hires. They discussed what they can bring to WIPRO, their contribution and potentials. \xa0They also received a fleece with the WIPRO logo on alongside the employee\u2019s name.
\nSeven months later, the group with the extra hour about them and with the fleece with their name on it were 250% more likely to still be there than the group who had the extra hours that was focused more about the company and 157% more than the control group. This shows the idea of belonging.
\nBIG IDEA 2 (10:25) \u2013 Vulnerability\u2026 again
\nOne of the ideas around this is sharing your screw ups. As the leader, the person people are looking up to, you need to be able to share where things went wrong and what you would have done differently.
\nAnother important role is asking for, and providing, feedback. \xa0The key with this is candor, not brutal honesty. Some people are applying this popular message in the wrong way by being brutal rather being candid in their feedback \u2013 the difference lies in tact. For both sharing screw ups and inviting feedback, it is important to normalize conversations around what worked, didn\u2019t work, what each contribution was and sharing feedback and getting better.
\nIt is the ability to be vulnerable without fear of repercussion, reprimanded, sacked or kicked off the team. It is feedback done in a constructive way not in a toxic way.
\nBIG IDEA 3 (13:14) \u2013 The purpose of purpose.
\nThe purpose of purpose is to help people belong, which links nicely to big idea number one. It helps people connect with why they are there, what is the work they are doing and why they exist. Coyle shares that you need to be much clearer about your purpose \u2013 about ten times more clear than you think you already are being.
\nThis is how you test and measure what is happening with your purpose. He talks that using catch phrases and artifacts as visual reminders of signs and signals of what they belong to and why they are doing the work they\u2019re doing.
\nThis also how you measure what matters. By being really clear on your purpose and how it\u2019s coming to life, you can measure the behaviors rather than the outcomes. A lot of our rewards and recognition are based on outcomes rather than behaviors and that is where teams often fall down.
\nLearning from those mistakes to make things better, create the systems to support your purpose, what you stand for and what makes you successful.
\nMusic By: Don't Stand a Chance - Instrumental Version Song by OFRIN
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