^{Photo credit University of Western Ontario}

Several times over my career in Higher Education I have been asked to transform a department’s culture from mediocre to high performance. When I speak about culture, I’m referring to the shared values, beliefs, attitudes and behaviors that characterize the group and its employees. Culture also encompasses the norms, customs and unwritten rules that guide interactions and decision-making within the workplace.

I believe workplace culture is the personality of an organization and the most important element to get right in building a high-performing team. 

How do you know your workplace culture needs changing?

•  Lack of Trust: In a toxic culture, trust is often eroded and communication becomes guarded. There are ‘meetings after the meeting’ --meaning subgroups of people are talking about each other and not to each other. This is where office politics are rampant. People try to build coalitions to validate their perception. As a result, collaboration suffers and conflicts escalate, leading to a breakdown in teamwork.
•  Low Morale: Signs of low morale include frequent complaints, cynicism, drop in attendance, avoidance of socials and a pervasive sense of apathy in the office.
• Blame-Shifting and Finger-Pointing: Instead of taking responsibility for their actions, team members may engage in finger-pointing and scapegoating. This undermines accountability and trust within the team. Blame is often shifted onto others, creating a culture of defensiveness. 

Addressing Toxicity and Cultivating High Performance 

It’s one thing to know the signs of a poor culture, but the best leaders are the ones who are intentional in addressing the behaviors right from the start to improve the culture. 

•  Lead by Example: As a leader, it's essential to embody the values and behaviors you wish to see in your team. Foster transparency, integrity and accountability in your actions. Model open communication and collaboration. Leading by example sets the tone for a positive and healthy team culture.
• Address Conflict Immediately: Conflict is inevitable in any team, but how it is managed can determine its impact on team dynamics. Address conflicts promptly and constructively, encouraging open dialogue and mutual respect. Facilitating difficult conversations helps team members find common ground and better solutions that benefit the team as a whole.
• Provide Clear Expectations and Feedback: Explicitly stating the benchmarks for performance, desired behaviors and preferred style and frequency of communication sets your team members up for success. No one should have to guess what you want. You must follow that up by providing regular feedback, both positive and constructive, to help team members understand what you are noticing and how they are progressing, highlighting their strengths and areas for improvement. By offering guidance and support, you empower your team to succeed and speed growth.
• Celebrate Success and Learn from Failure: Celebrate achievements and wins no matter how small to reinforce the behaviors that are moving towards the organization’s outcome goals. Similarly, embrace failure as an opportunity for learning and growth, encouraging experimentation and innovation. When a trial doesn’t pan out, debrief it with the team so the next one is better and avoids the pitfalls of the first. By creating a culture where success is celebrated and failure is viewed as a stepping stone to success, you foster resilience, creativity and a growth mindset within your team.

Anytime I’m tasked with improving the performance of a group, a majority of my focus during the first few months is on understanding the culture. It’s the key to unlocking individuals’ and the team’s potential. Leading culture change takes confidence, consistency and presence. Expect to be available in the office for face-to-face meetings and by phone or email after hours during this initial transition period.

Recognizing the signs of a poor culture and taking action to address it is worth the investment. The time and intention you put in now leads to a culture of high performance where team members who can adapt and collaborate will thrive and achieve their full potential and your team to achieving and surpassing goals.