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The importance of creating a hybrid team culture

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Culture happens without you even realizing it. Team culture is the accumulation of individual and group behaviors and interactions. It all boils down to “how we do it here”.

For example, we are not around here when it comes to starting meetings on time. Start the meeting whenever the leader shows up, but it can be 10, 20, or 30 minutes late. This is how things go. The team stops questioning it and shows up later and later.

Or: In this area, interaction with other departments is also very cooperative. We all know that we are on the same team, so we help each other.

In other words, culture is your team’s operating system. Culture is very important. Because it affects how your employees and customers differentiate you, and this determines how successful your business is.

More and more employees are looking to and signing on to teams with cultures that give life and inspire. People are noticing things they didn’t even know existed a few generations ago. When a company acts according to its core values, its culture turns employees into ambassadors and makes the company highly attractive to top talent.

Culture is how we do it here, so it is in your best interest to participate in its creation. It means your team has a say in how things are done.

Building a culture can be a little more difficult when your hybrid team is geographically distributed, but the need is even greater because people aren’t together every day. Schedule cultural conversations, whether face-to-face or virtual, and recognize that it takes multiple conversations to name and cultivate a culture your team can be proud of.

Here are some ideas for building a healthy hybrid team culture.

name the ideal

Having a clear team vision and values ​​helps guide our day-to-day choices and actions. Maintaining this clarity is even more important when people are rarely or never physically together in the same place.

But don’t go to the cabin and create them yourself. Invite your team to have a conversation about what they care about: the values ​​that matter most to them, why they got into this role or position, and so on. A jointly created vision and values ​​can be a collective source of inspiration. They self-regulate actions and choices that are inconsistent with their values. The whole team becomes an ideal ambassador.

create safety

Harvard Business School’s Amy Edmondson defines psychological safety as “a sense of confidence that a team will not embarrass, reject, or punish anyone for what they say.” A sense of humor when things go wrong. Team members often adjust to new cultures through mistakes and failures. Treat these as learning opportunities, not shame or punishment.

Safety can be compromised when people are under stress and strain. This is when it comes to taking shortcuts that are not shortcuts at all. To avoid this, give your team the tools they need to provide feedback in a way that doesn’t cause collateral damage or long-term harm. Training and coaching can do wonders for improving your feedback and communication skills when things go wrong.

Be The Change

Most importantly, culture is created by what leaders say and do. Team members pay attention to whether you “tell your story”. Team Her members trust actions over lofty statements that don’t match reality. Once you name your ideal, be sure to put it into practice. Be a role model. And when it’s not, tell the truth.

Culture is especially important for hybrid teams. Think about what kind of culture you want to create on your team in the next week or so. To quote Tim O’Reilly, “Think about building your culture at the same level that you think about building your product.”

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