Three Elements Of A Great Team Culture

Three Elements Of A Great Team Culture
We have a tendency to believe that successful teams are created by recruiting top-talent and raising the average of talent on a team. But recent research suggests that talent isn’t as portable as we once thought, and that recruiting star players might be more trouble than it’s worth.
More often than not, great teams don’t become great because they recruit top talent or pay top dollar. Instead, building the best team is about shaping the habits and culture that bring out the best in each team member.
Fortunately, organizational psychologists have been studying what explains the culture of great teams for over a decade now. And while each study, each paper, and even each psychologist has slightly different terminology for their findings, you can find a way to summarize what they found into just three elements.
When you look at the research on high performing teams, you find a team culture with three fundamental elements: Common Understanding, Psychological Safety, and Prosocial Purpose.
So in this episode, we’ll define these three terms to explain what they are and how you can get started nurturing them on your team’s culture.
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One of the world’s leading business thinkers, David Burkus’ forward-thinking ideas and bestselling books are helping leaders and teams do their best work ever.
He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world’s top business thought leaders by Thinkers50. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He’s worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy.
A former business school professor, Burkus holds a master’s degree in organizational psychology from the University of Oklahoma, and a doctorate in strategic leadership from Regent University.
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[@gregthomas82]

Great vid, David!
One question. When you mentioned equity were you referring to fairness in general or the more specific definition that I have been hearing from various places?
Equality: What's the Difference?
Equality means each individual or group of people is given the same resources or opportunities. ... Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
Fairness and opportunity to compete i fully support. However, this equity definition where everything should have an equal outcome does not seem democratic or in line with capitalism & free enterprise. Just checking. Always love your takes & advice my man! ✌🏼🇺🇸

[@DavidBurkus]

It's an old debate with new terms. Years ago it was called "Procedural Justice" vs "Distributive Justice." I've always come down on the procedural side of things.

[@MNP208]

Great video! You need to get into the health care sector. Culture is horrible there. Psychological safety doesn't exist (no belief in trustworthy motives). That's scary since so many medical errors are made in this country. My company implemented a morning "safety huddle" but it turned into a Skype meeting and nobody really bought into it. We are all aware of our pro social purpose. Our motto is "We help people live well". We just don't have good leaders in our buildings. Senior leadership is untouchable out there in virtual land.

[@DavidBurkus]

Thanks so much. My wife actually works in the healthcare sector. I'm not sure it's good news...but know that you're not alone in your experience.