Leaders should ask their group members for specific feedback in 3 areas:
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Giving honest feedback is risky because it can easily result in people feeling hurt or demoralized.
By aiming for candor—feedback that is smaller, more targeted, less personal, less judgmental, and equally impactful—it’s easier to maintain a sense of safety and belonging i...
In order to move toward a target, you must first have a target. Listing your priorities is the first step.
Most successful groups end up with a small handful of priorities and many end up placing their in-group relationships—how they treat one another—at t...
Being vulnerable does not mean indiscriminately sharing fears and shortcomings. Instead, it means specifically being honest about your concerns about a project. Sharing vulnerability can also mean taking an honest look at how things went.
Sharing our o...
Neuropsychological studies have shown that we are strongly wired to sense and value belonging.
There are 3 primary ways that members of a group send and receive belonging cues to each other.
You might think the success of a team depends on the individual team members’ skills. However, to a great extent it depends on 5 specific factors that can predict with accuracy how well a team will perform:
“The road to success is paved with mistakes well handled.”
Every group skill can be sorted into one of two basic types: skills of proficiency and skills of creativity.
Many highly cooperative groups use language to reinforce their interdependence.
For example, navy pilots returning to aircraft carriers do not “land" but are “recovered." Groups at Pixar do not offer “notes" on early versions of films; they “plus" them by offering solutions to problem...
The trick to building effective catchphrases is to keep them simple, action-oriented, and forthright:
"Create fun and a little weirdness" (Zappos), "Talk less, do more" (IDEO), "Work hard, be nice" (KIPP), "Pound the rock" (San Antonio Spurs), "Leave the jersey in a better place" (New Z...
“We are all paid to solve problems. Make sure to pick fun people to solve problems with.”
The Culture Code analyses the mechanism behind a successful team and what makes people genuinely engage in organizational goals.
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Feedback is vitally important to evaluate how well you're doing and to identify areas for improvement. Faster feedback is always better.
I ask myself:
Should I take you seriously?
This most often leads me to say: well, no, I honestly shouldn't.
Because at that moment in time I’m tired. Or hungry. Or overworked and so negativity can try to cloud my mind.
Or I am getting too focused on one sm...
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