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"It is within anyone’s grasp to be the founder and culture-creator of their own team, whether you are the first employee or joining a company that has existed for decades".
The foundation of a good culture is clearly stating the purpose - why something is (or isn't) taking place.
While it is important to share the importance of a project, we should not fo...
Clearly defining roles & responsibilities can help foster good communication. Then people can know exactly what they are accountable for and what not. They will also be able to identify whom to...
Foster healthy dynamics early. People should feel free to voice their opinions, but you first need to make sure these conversations are built on respect.
Rituals are the glue for effective teams. They give everyone the space to be themselves and to have fun.
Some rituals should be required for all members, others can be decided upon as a team,...
SIMILAR ARTICLES & IDEAS:
Group norms are the set of informal and formal ground rules that specify how people interact. The rules help members of the group determine how to behave. Advantages of clear g...
Every team has rules, but few are intentionally crafted. This could have a negative impact. For example:
Setting up norms is easiest when the team is first created. It may take a special meeting at the start, but it saves time and diminish problems down the road.
Shifting group norms in an established team is possible, too. Cultivate positive behavioral expectations on high-functioning teams.
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... that's capable of executing in a remote setup:
In a remote team, you'll need the right tools to make sure everyone stays on the same page and can continue to execute without a physical person standing next to them.
You likely will need a tool in certain categories like group chat and video conferencing to make remote successful.
Good processes let you get work done in the absence of all else. They provide structure and direction for getting things done.
A few examples from Zapier:
A sense of connection and belonging are sentiments that are helpful for building “affective trust” – a form of trust based on emotional bond and interpersonal relatedness.
If your icebreaker questions are intriguing, cheeky, humorous – the answers you receive will be, too.
Many remote teams will kick off their weekly meeting with an icebreaker question or insert it during their morning stand-up meeting. Even more popular is asking a series of icebreaker questions during the onboarding process when hiring someone.
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