Team-development is often seen as a “nice to do” rather than “need to have.” But in reality, the healthier a team is, the better their work is. This is especially true for teams tasked with culture-change work. Here’s why:
- Teams are more impactful. Culture change is inherently disruptive, and it is unrealistic (and unfair) to rely on individuals to initiate the work on their own. We need teams of people who trust each other to call each other in and out, who speak the same vocabulary and are committed to moving towards the same vision, who can support each other when things get hard, and who have the solidarity needed to sustain when there is pushback to our work. This work is all about connection and community, and that’s what a healthy, well-designed team exemplifies.
- Teams can embody the desired culture. Starting culture change work at the organizational level can be overwhelming. It takes a lot of time and effort to shift the large-scale culture of an organization. But by investing in the development of small teams first, we can transparently practice and model this culture for the larger organization. Teams with healthy, inclusive, equitable cultures are better able to pull from their own experience to design and prioritize strategies that can expand the culture across the organization. My teams follow the mantra: we build it here first, so we know how to build it everywhere next.
- Teams can practice and hone their skills. The success of any culture-change venture depends on the skills of the people tasked with developing it. If we want a culture that supports the growth edges of all our staff, then we need a team of people who can compassionately learn from and guide each other. If we want a culture that centers historically marginalized voices, then we need a team of people who know how to authentically engage with stakeholders to build trust and elicit input. If we want a culture that changes policies and procedures, then we need a team of people who know how to examine policies for biases. The skills of the team determine the impact of the culture.
So, let’s invest in our teams! And reach out to me if you’d like to amplify the impact of your investment. I’m here to help!