Skip to content

Team Signs – How is Your Culture Doing?

January 15, 2015

The following excerpt is taken from Ryan Walter’s Newsletter (c) Ryan Walter 2015

Team and Culture – these concepts in business and sport seem to be interchangeable. They both involve how your people feel about your organization, function in your organization and consequently, how well your people produce results.
In business and sports… “Leaders influence culture and culture brings in results.”

I will turn fifty-seven this April. Fifty-one years ago I began a lifetime of participating on teams. Like you, I have played on amazing teams, difficult teams, teams I couldn’t wait to be around, and teams I couldn’t wait to leave.
Most of us can feel when our team is going wrong, but few people invest the time required to understand how to fix their cultures. This reminds me of an NHL coach who reads the team’s stats, complains to his centres that their face-off percentage is way down, but doesn’t know how to work with them to improve their face-off skill.

It’s not good enough to just complain. Fans complain… Players find solutions.
How do we tinker with culture? How about the teamwill? Leadership is involved for sure, but fixing these things must start with recognizing what needs to be fixed.

Here is my list of indicators to help you discover which Team Development work you need most in 2015:
When our Team is on, this is what you will observe:

1- Logos not Numbers
This is a learned people skill. When it is operating at an optimum level, our people consistently do not talk to our numbers (no gossip), they talk to our LOGOS (face to face). This team concept is simple, but when it isn’t in place, the fallout can be highly destructive.

Conversely, when it is fully implemented, the results are incredibly refreshing. Speaking to the person you were going to complain about takes courage, but in the end, this action allows that person to create a solution. (For real life examples of this concept, check out the videos at

Opening up communication does not begin and end with a one-time speech. In order to be fully implemented, this concept must become part of your 2015 Business Process. We would enjoy helping you use the Os Guinness technique to sink this deep into your culture’s psyche.

To read the full article, visit


From → Leadership

Leave a Comment

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

%d bloggers like this: