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Organizations either have a workplace culture by design or default. Successful companies are intentional about designing a culture dedicated to achieving respect as a cultural norm. Every organization has their “normal” for culture, and when problems arise with communication and behavior, we need to ask ourselves: “What about our culture and leadership allows these disrespectful acts to occur?” - Randy Kennett

Cultural Norm / Behavior Commitment Homework: If we had the kind of culture we aspire to, in pursuit of the strategy  we have chosen, what kinds of behaviors would be expected? Randy Kennett lists “Good Team Behaviors” as: 1. Openness and Acknowledgement 2. Contributing and Giving 3. Honoring and Regarding 4. Supporting and Advocating 5. Responsibility and Accountability Our Ideal Culture: Camaraderie – Feels like they are part of a team Openness and trust – Information is shared openly to help the team as a whole win Personal respect – People are heard, responded to, and their feelings regarded

J. Richard Hackman, in his book Leading Teams defines “Bad Team Behavior” as anything that: 1. Harms the Team’s Ability to Deliver 2. Damages the Team’s Cohesion 3. Adversely Impacts Team Members

Behaviors that keep us from our ideal culture: Lack of camaraderie – No commonality or cohesiveness Lack of openness and trust – Keep information to themselves (don’t share for the greater good) Lack of personal respect – Talking over people, overly critical comments, not responding to emails/IM’s

Cultural Norms  

Developed and defined what we want our Cultural Norms to be.

Cultural Norms  

Developed and defined what we want our Cultural Norms to be.

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