Actively mould your team’s culture into the one you want; if you don’t then one you don’t want will form anyway.
My recent blog post pointed out 3 warning signs that your team may have an unhealthy culture: no listening, unhealthy conflict and unhelpful team members.
Teams need rules of engagement if they want to continue to avoid these negative behaviours and enjoy lasting success. Building on the last blog post, I strongly urge you to create a simple team charter that sets out how the team will work.
A team charter could be seen as abstract or wishy-washy by team members, especially the more cynical ones. And yes, there is a risk that it's a ‘nice’ thing to do but has no real value. To overcome these criticisms, here are 7 steps to ensure your team charter is a meaningful and useful tool to help create and maintain a healthy culture in your new or established team:
Reg Friddle of Preferred Future is a qualified coach who uses a range of powerful and engaging activities and workshops to help teams improve culture, performance and measurable results.