How Leaders Create Culture: 12 Tools in 6 Minutes
Summary
TLDRThe video script narrates the story of Coach Lynn, who transformed a college soccer team through culture-building. By setting clear core values and expectations, establishing new traditions, and sharing inspirational stories, she fostered a culture of excellence and unity. Her leadership strategies, categorized into primary and secondary drivers, led to the team's unprecedented success, illustrating the power of culture in driving organizational effectiveness.
Takeaways
- 🌟 Leadership is crucial in shaping culture, which in turn drives attitude and behavior within a group or organization.
- 📝 Coach Lynn's story illustrates the transformative power of a clear vision and core values in building a high-performing team.
- 🏆 Establishing and reinforcing core values like fitness fundamentals and unity can guide a team towards a common goal and identity.
- 🔑 Holding individuals accountable and setting high standards publicly can instill discipline and commitment to excellence.
- 🚫 Making tough decisions, such as letting go of non-compliant team members, can be necessary to uphold the new cultural standards.
- 💡 Recognizing and promoting individuals who embody the desired culture can help reinforce the values and motivate others to follow suit.
- 🔄 Creating new traditions and rituals can strengthen team unity and reinforce the team's culture and identity.
- 🎉 Celebrating achievements, even small ones, can boost morale and reinforce the team's commitment to its goals.
- 📚 Sharing inspirational stories can motivate team members to overcome personal limitations and strive for excellence.
- 🔄 Consistent reinforcement of values and expectations is key to embedding the new culture into the team's everyday behavior.
- 🏆 Long-term commitment to cultural building can lead to significant achievements, as evidenced by the team's journey to becoming national champions.
Q & A
What is the central theme of the video script?
-The central theme of the video script is the importance of building a strong organizational culture and the methods a leader can use to positively and permanently change behavior and make the organization more effective.
Who is Coach Lynn and what did she do when she took over the college soccer team?
-Coach Lynn is a new coach who took over a college soccer team and immediately shared a bold vision for the team's future, established three core values (Fitness, Fundamentals, and Unity), and implemented a strict and high-performance training regime.
What were the three core values that Coach Lynn emphasized for her team?
-The three core values that Coach Lynn emphasized were Fitness, Fundamentals, and Unity.
How did Coach Lynn handle the resistance from the seniors on the team?
-Coach Lynn faced the resistance from the seniors by setting a clear standard and giving them an ultimatum to either conform to the new expectations or leave the team. She did not compromise on her vision and methods.
What was the impact of Coach Lynn's leadership on the team's performance?
-Coach Lynn's leadership led to a significant cultural shift within the team, resulting in a culture of excellence and commitment. This, in turn, improved the team's performance, culminating in them becoming national champions five years later.
What role did Kelsey play in the team after the seniors left?
-Kelsey, one of the juniors, stepped up after the seniors left and was promoted to captain by Coach Lynn. She played a key role in leading the team through the transition and embodying the new culture.
What new traditions did Coach Lynn create to reinforce the team's unity and discipline?
-Coach Lynn created several new traditions, such as the team eating together, dressing together, walking out to the field together, and engaging in focused silence for away matches. She also organized team activities like board games and movies before matches and team walks in the morning.
How did Coach Lynn use inspirational stories to motivate her team?
-Coach Lynn used inspirational stories of ordinary people achieving extraordinary results by overcoming doubts, fears, and self-imposed limits. She shared these stories during practices or before games to inspire the team and reinforce the belief in their potential.
What was the significance of the team celebrating their playoff appearance with a dessert buffet at Lynn's house?
-The celebration at Lynn's house after making the playoffs was significant as it marked the first time in a decade the program had achieved such success. It also served to strengthen team bonds and shared memories beyond just soccer.
How did Coach Lynn's approach to culture building align with the twelve time-honored methods mentioned in the script?
-Coach Lynn's approach to culture building aligned with the twelve time-honored methods by focusing on primary and secondary drivers of organizational culture. Her actions directly influenced norms (primary drivers) and reinforced them through various traditions and activities (secondary drivers).
What is the significance of the distinction between primary and secondary drivers of organizational culture?
-The distinction between primary and secondary drivers is significant because primary drivers have a more direct influence on shaping the norms of an organization, while secondary drivers reinforce these norms. The presence of primary drivers is essential for effective culture change.
Outlines
🏆 Transforming Team Culture Through Vision and Values
This paragraph introduces the concept that culture is a critical component of leadership and can significantly influence attitudes and behaviors within an organization. It tells the story of Coach Lynn, who took over a college soccer team and immediately established a clear vision and core values of Fitness, Fundamentals, and Unity. She implemented these values rigorously, even when faced with resistance from senior team members. Coach Lynn's approach included setting high standards for fitness, consistent public feedback, and a decision-making moment that led to a cultural shift within the team. The story highlights the importance of a strong culture in achieving excellence and the transformative effect it can have on a team's performance and attitude.
📈 Building Organizational Culture: Primary and Secondary Drivers
The second paragraph delves into the scientific aspect of building an organizational culture, emphasizing the distinction between primary and secondary drivers. Primary drivers are more directly influential in shaping the norms of the culture, while secondary drivers reinforce those norms. The paragraph suggests that with the right approach, it is possible to elevate an organization's culture to a new level, leading to improved results. It encourages leaders to apply the twelve recommended approaches to culture building, with the expectation that these methods, backed by social science, can lead to noticeable differences in the organization's culture and performance over time.
Mindmap
Keywords
💡Culture
💡Leadership
💡Strategy
💡Core Values
💡Vision
💡Behavior
💡Traditions
💡Discipline
💡Inspirational Stories
💡Unity
💡Performance
Highlights
Culture is a critical driver of attitude and behavior, essential for effective leadership across various domains.
Leaders can build a positive and effective culture through a dozen scientifically validated recommendations.
Coach Lynn's story illustrates the transformation of a college soccer team through culture-building practices.
Lynn introduced a bold vision and three core values: Fitness, fundamentals, and unity.
She consistently held players accountable for punctuality, effort, and positive body language.
Lynn set high fitness standards and monitored progress, emphasizing it as a choice and foundation.
Resistant seniors were rebuked publicly, setting a clear standard for the team's new direction.
A junior, Kelsey, was promoted to captain for her support of Lynn's vision and potential.
Lynn's deep knowledge and relentless work ethic inspired the team to strive for excellence.
New traditions were established to reinforce unity and discipline, such as team meals and activities.
Inspirational stories were shared to motivate the team and instill a growth mindset.
Lynn's methods led to a culture of excellence and commitment, with players taking pride in their progress.
The team's success was celebrated with a dessert buffet and sharing of favorite memories, highlighting non-soccer moments.
Lynn's resilience and hope were shared in a story after the season's end, maintaining team morale.
The team's initiative to return to training without Lynn demonstrated their commitment to the new culture.
Five years later, the team achieved national championship, a testament to the long-term impact of culture-building.
The twelve culture-building methods are divided into primary and secondary drivers, influencing norms and reinforcing them respectively.
Social science confirms that building an effective culture is possible, though it requires effort and time.
Transcripts
[Music]
it's often said that culture eats
strategy for lunch that's just a clever
way of saying that anyone who wants to
lead well whether at work or at home or
on the sports field or in the classroom
or wherever needs to prioritize culture
building since that's the real driver of
attitude and behavior if we get the
culture right just about everything else
follows its leadership 101 but
practically speaking how do we actually
do that how does leadership the culture
in ways that positively and permanently
change behavior and make the whole
organization more effective that's been
the focus of countless studies over the
last hundred years or so and the
findings boiled down to a dozen
recommendations that any leader can
implement try these at the office and
then try them again when you get home
you might be surprised by their
versatility here they are but instead of
just marching through them
let me introduce these twelve culture
building tools from within a story
that's based on real events it's about a
new coach who transformed her college
soccer team will call her coach Lynn
when Lynn took over one of the first
things she did was to share with the
team a bold audacious vision for the top
level team they'd become and she wrote
on the board three core values that
would guide them Fitness fundamentals
and unity she even had the values
painted on her office wall and on the
walls of the locker room when practice
began in pre-season Lynn was tough she
called out players for showing up later
for not giving 100% on the drills or
even for negative body language she did
it consistently and she did it publicly
we an also set the bar high for fitness
pushing the girls to their limit and
assessing their progress every few days
even posting their individual times on
her office door Fitness is a choice she
often reminded them is the foundation of
our high press system and yeah it's hard
so get it through your head if you're
comfortable you're not training after a
while three uncomfortable seniors
started resisting openly questioning the
coaches methods but Lynn would have none
of it and rebuked them in front of
everyone at practice you three are going
to have to make a decision this is the
new standard this is the new way you can
either be in or you can be out but one
you can't be is in charge so choose
miffed and frustrated the three girls
looked at each other
grab their sling bags and left the field
tossing a few exploitive x' to the coach
on the way out the team watched in
disbelief then Kelsey one of the juniors
bravely stepped up and politely but
candidly said what was on everybody's
mind coach they were some of our best
players last year well I guess we'll
have new best players this year Len
responded and actually I think you have
the potential to be one of them then the
coach promoted Kelsey to captain for the
next couple weeks the girls were struck
not only by the coaches deep knowledge
of the game but by her relentless work
ethic it seemed that she never stopped
thinking about the team never stopped
experimenting almost obsessed in her
quest for a better way
part of that better way were some new
traditions Lind created with every match
for example the team ate together no
exceptions they dressed together they
walked out to the field together two by
two and focused silence for their away
matches the girls played board games and
watched movies in the hotel the night
before and they went on a team walk
first thing in the morning before eating
breakfast together with every shutout
the coach paid for the whole team to go
out for pizza at their favorite spot
little stuff it seems but it reinforced
the unity and discipline that was so
essential to their success
another part of Lynn's better way were
the inspirational stories she told to
the girls usually at practice or before
games typically stories of ordinary
people who went on to achieve
extraordinary results by overcoming
their doubts and fears and self-imposed
limits it happened to be Lynn's story as
well as a form of awkward teen who
ultimately became an all-american
curiously the cumulative effect of
Lynn's methods made the girls want to be
better and want to work harder they were
starting to believe what Lyn believed
about themselves and about the team this
was becoming a culture of excellence and
commitment and the girls were proud to
be part of it in the end they were also
proud to have made the playoffs it was
the first time in a decade for this
program they celebrated with a dessert
buffet at Lynn's house where she also
asked them to share their favorite
memories of the season most of those
memories as it turned out weren't even
about soccer and no one seemed wanted
the season to end but it did end a
couple weeks later in the third round of
the playoffs
and there wasn't a dry eye on the bench
the coach in that moment put it all in
perspective again by sharing a story of
resilience and hope a few days later the
girls were back in the gym the coach
didn't even know about it
she had budgeted a lot of money so she
can now be on the road recruiting the
right players for next year fast forward
five years and the team was hoisting its
first trophy as national champions true
story okay end of anecdote and by the
way that's a very simplified version
there was much more that contributed to
this program success but hopefully you
saw how coach Lin worked toward a new
culture by using these twelve
time-honored methods they're practical
scientifically validated ways to elevate
the collective mindset of your people
and consequently elevate results and
this is important to notice that they're
divided into two columns
representing what researchers call
primary and secondary drivers of
organizational culture and as the terms
imply the primary drivers have more of a
direct influence on the norms whereas
the secondary drivers tend to reinforce
the norms in other words the secondary
generally changed nothing without the
presence of the primary but the headline
is this the social science is clear it
is possible to build a culture that
takes your organization to the next
level it's not easy and it's usually not
quick or efficient but we no longer have
to guess how to do it try these twelve
approaches wherever you're leading and
see if 12 months from now things aren't
noticeably different
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