{"id":3944,"date":"2014-12-11T20:52:12","date_gmt":"2014-12-12T04:52:12","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=3944"},"modified":"2014-12-15T14:19:58","modified_gmt":"2014-12-15T22:19:58","slug":"change-team-culture-make-everyone-come-along","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/change-team-culture-make-everyone-come-along\/","title":{"rendered":"Change Your Team Culture and Make Everyone Come Along"},"content":{"rendered":"<div class=\"\"><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/change-team-culture-make-everyone-come-along\/attachment\/team-culture\/\" rel=\"attachment wp-att-3945\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-3945\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/12\/team-culture.jpg\" alt=\"team culture\" width=\"408\" height=\"511\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/12\/team-culture.jpg 359w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/12\/team-culture-239x300.jpg 239w\" sizes=\"(max-width: 408px) 100vw, 408px\" \/><\/a>Culture change in government organizations has made\u00a0<a class=\"\" href=\"http:\/\/www.nytimes.com\/2014\/11\/07\/us\/politics\/veterans-affairs-chief-calls-culture-change-key-to-improving-systems-health-care.html?_r=0\" target=\"_blank\" rel=\"nofollow\">headlines<\/a>\u00a0recently. The interim VA Chief, Robert McDonald, is committed to changing the culture there. \u201cTrust has been compromised,\u201d McDonald explained.<\/div>\n<div class=\"\"><\/div>\n<div class=\"\">Lots of organizations have cultures that don\u2019t serve well. For example,\u00a0<a class=\"\" href=\"http:\/\/drivingresultsthroughculture.com\/gms-heart-failure\/\" target=\"_blank\" rel=\"nofollow\">GM<\/a>\u00a0continues to announce massive automobile recalls for ignition problems that they\u2019d documented for years. The recent\u00a0<a class=\"\" href=\"http:\/\/www.nytimes.com\/2014\/09\/12\/business\/air-bag-flaw-long-known-led-to-recalls.html\" target=\"_blank\" rel=\"nofollow\">airbag inflator recall<\/a>\u00a0has impacted 14 million vehicles from nearly a dozen manufacturers. The first documented incident occurred in 2004. The first recall wasn\u2019t announced until this year.<\/div>\n<div class=\"\"><\/div>\n<div class=\"\">The reality is that, if a team culture isn\u2019t working well &#8211; if it doesn\u2019t create employee engagement, WOW\u2019ed customers, and high quality results &#8211; it needs to be changed.<\/div>\n<div class=\"\"><\/div>\n<div class=\"\">Changing your team or department\u2019s culture isn\u2019t that complicated. There are a few important steps that are needed (like formalizing your team\u2019s purpose and values) as a foundation*, then the leader\u2019s role is one of role model and coach to ensure everyone aligns to the revised team purpose, values and behaviors, strategies, and goals.<\/div>\n<div class=\"\"><\/div>\n<div class=\"\">Even with a proven process, great communication, consistent modeling and coaching of desired valued behaviors, etc., not everyone will align to your desired culture.<\/div>\n<div class=\"\"><\/div>\n<div class=\"\">Some people will dig in their heels. They\u2019ve \u201cseen it all\u201d and \u201cheard it all.\u201d And they\u2019re not into it.<\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\">These long-time leaders and employees have been around for a decade (or more). They&#8217;ve lived through &#8220;reengineering,&#8221; &#8220;total quality management,&#8221; &#8220;seven habits,&#8221; &#8220;good to great,&#8221; and all the rest.<\/span><\/div>\n<div class=\"\"><\/div>\n<div class=\"\">They&#8217;ve learned through experience that most of these initiatives don&#8217;t last. The initial enthusiasm wanes when the champions don&#8217;t see any traction on the new culture.<\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\">These old-timers don&#8217;t have to actively fight the initiative; that takes too much time and energy. All they have to do is nod their heads when the champion speaks &#8211; and then keep on doing what they&#8217;ve always been doing.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\">The new culture might sound vibrant and exciting, but the old-timers are fully committed to the old ways. They&#8217;re motivated &#8211;\u00a0<em class=\"\">to keep things the same<\/em>.<\/span><\/div>\n<div class=\"\">\n<p class=\"\"><span class=\"\">They&#8217;re not motivated to embrace the new practices and behaviors.<\/span><\/p>\n<\/div>\n<div class=\"\"><span class=\"\">If the old-timers figure if they don&#8217;t change their behaviors, the culture change won&#8217;t likely take hold. The initiative will die.<\/span><\/div>\n<div class=\"\"><\/div>\n<div class=\"\"><span class=\"\">Culture change isn&#8217;t easy. The champion is asking people to step away from time-honored practices. (It doesn&#8217;t matter if those practices don&#8217;t work well. They&#8217;re &#8220;the way we&#8217;ve always done it.&#8221;)<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\">How can leaders inspire every member of their organization to embrace the new culture, to demonstrate desired values and behaviors and practices? These three approaches will help.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\"><strong class=\"\">First, set the context.<\/strong>\u00a0Tell everyone\u00a0<em class=\"\">why<\/em>\u00a0you&#8217;re making this culture change. What is it about the industry, the marketplace, your customers, and\/or the opportunity that demands a shift in the way your team or division operates? Tell the story and define the path towards the high performance, values aligned culture you require.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\"><strong class=\"\">Second, define the new rules.<\/strong>\u00a0Tell them\u00a0<em class=\"\">what<\/em>\u00a0the new rules are. Clarify the team&#8217;s purpose, it&#8217;s reason for being today &#8211; from the perspective of your customers. Formalize performance standards by defining what an &#8220;A+&#8221; job looks like daily. Formalize values standards by defining values in observable, tangible, measurable terms. Explain that the rules apply to\u00a0<em class=\"\">everyone<\/em>\u00a0in the company, top to bottom.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\"><strong class=\"\">Third, align players, plans, decisions, and actions.<\/strong>\u00a0Show them\u00a0<em class=\"\">how<\/em>\u00a0to live these new expectations; model the new behaviors in every interaction. Teach them how to live these new rules through your new valued behaviors. Hold people accountable. Promptly recognize aligned effort &amp; accomplishment. Promptly redirect mis-aligned activity. Keep at it, every day &#8211; celebrate, coach, refine.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span class=\"\">Your resistors will have to choose: embrace the new direction &#8211; or separate themselves from your team, finding roles in other companies. Either way, you&#8217;re team or company will evolve.<\/span><\/div>\n<div class=\"\"><span class=\"\">\u00a0<\/span><\/div>\n<div class=\"\"><span style=\"font-family: Arial;\">* My latest book,\u00a0<i class=\"\">The Culture Engine<\/i>, outlines my proven framework for creating a safe, inspiring work\u00a0environment. Learn more &#8211; and get a free sample chapter &#8211;\u00a0<a class=\"\" href=\"http:\/\/thecultureengine.com\/\" target=\"_blank\" rel=\"nofollow\">here<\/a>.<\/span><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Culture change in government organizations has made\u00a0headlines\u00a0recently. The interim VA Chief, Robert McDonald, is committed to changing the culture there. \u201cTrust has been compromised,\u201d McDonald explained. Lots of organizations have cultures that don\u2019t serve well. For example,\u00a0GM\u00a0continues to announce massive automobile recalls for ignition problems that they\u2019d documented for years. The recent\u00a0airbag inflator recall\u00a0has impacted [&hellip;]<\/p>\n","protected":false},"author":2957,"featured_media":3945,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[32],"tags":[8,38],"class_list":["post-3944","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-on-the-job","tag-leadership","tag-management-government-administration"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Change Your Team Culture and Make Everyone Come Along - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/change-team-culture-make-everyone-come-along\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Change Your Team Culture and Make Everyone Come Along - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Culture change in government organizations has made\u00a0headlines\u00a0recently. The interim VA Chief, Robert McDonald, is committed to changing the culture there. \u201cTrust has been compromised,\u201d McDonald explained. Lots of organizations have cultures that don\u2019t serve well. For example,\u00a0GM\u00a0continues to announce massive automobile recalls for ignition problems that they\u2019d documented for years. The recent\u00a0airbag inflator recall\u00a0has impacted [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/change-team-culture-make-everyone-come-along\/\" \/>\n<meta property=\"og:site_name\" content=\"Careers in Government\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/CareersInGovernment\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/chris.edmonds\/\" \/>\n<meta property=\"article:published_time\" content=\"2014-12-12T04:52:12+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2014-12-15T22:19:58+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/12\/team-culture.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"359\" \/>\n\t<meta property=\"og:image:height\" content=\"450\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Chris Edmonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@careersingov\" \/>\n<meta name=\"twitter:site\" content=\"@careersingov\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Chris Edmonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/\"},\"author\":{\"name\":\"Chris Edmonds\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/person\\\/a8455622645a03eaf960a079d3609382\"},\"headline\":\"Change Your Team Culture and Make Everyone Come Along\",\"datePublished\":\"2014-12-12T04:52:12+00:00\",\"dateModified\":\"2014-12-15T22:19:58+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/\"},\"wordCount\":674,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2014\\\/12\\\/team-culture.jpg\",\"keywords\":[\"leadership\",\"management. government administration\"],\"articleSection\":[\"on the job\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/change-team-culture-make-everyone-come-along\\\/\",\"name\":\"Change Your Team Culture and Make Everyone Come Along - 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The interim VA Chief, Robert McDonald, is committed to changing the culture there. \u201cTrust has been compromised,\u201d McDonald explained. Lots of organizations have cultures that don\u2019t serve well. For example,\u00a0GM\u00a0continues to announce massive automobile recalls for ignition problems that they\u2019d documented for years. 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