Due: 16th May.
Waiho i te toipoto, kaua i te toiroa.
Let us keep close together not far apart.
Workplace Culture: Most people can probably tell you a few things about their workplace culture, but often it’s hard to know where it comes from or how to get the one you want. However, there is a strong link between successful leaders and strong workplace cultures. As a leader in your field, you contribute to deciding what the culture will be, and your actions and soft skills can bring this to life.
When choosing between two seemingly equal candidates, organisations are now prioritising ‘soft skills’ as the key differentiator. In Linkedln’s Global Talent Trends 2019 report, 92% of talent professionals reported that soft skills are equally or more important to hire for than hard skills. And, 89% said that when a new employee doesn’t work out, it’s because they lack critical soft skills.
At Growth Culture we believe that creating and growing organisational culture is one of the core functions of an effective leader. It is our belief that culture is: everything we say, everything we do and everything we allow.
Please take time to read and reflect on the two chapters from the required professional reading: Legacy, by James Kerr, before engaging with the provocation.
Provocation:
Culture is everything we say, everything we do and everything we allow.
What lessons can you draw from Legacy that if implemented, could contribute to enriching your team’s culture?
Please note: Your response should be between 150-200 words. This may require deep reflection to summarise and synthesise your thoughts and ideas into a few rich, meaningful and succinct sentences.
Resources:
Legacy – 15 Lessons in Leadership, by James Kerr (2013). Chapter 1 pp 2-19
Legacy – 15 Lessons in Leadership, by James Kerr (2013). Chapter 12 pp 142-155
10 Responses
Culture is everything we say, everything we do and everything we allow. What lessons can you draw from Legacy that if implemented, could contribute to enriching your team’s culture?
Currently, as year 9 dean, I have been working on “Our Story’ and ‘What is Our Culture’ with my students. In Legacy it says, “Leaders have to develop concrete actions so that values become part of the story”. It has been a term of working with my students to teach them the school culture that has our values of Respect, Responsibility, Contributing and Integrity embedded within, which will then create our story. For Year 9 students, high school is a new culture for them and they need to be taught. On pg 143, Kerr talks about The All Blacks ethos being ‘handed down, player to player, team to team, generation to generation, by word of mouth and by example’. With my guidance and leadership as well as current students we can teach the school culture but showing, talking and demonstrating. We also have to be adaptive in our teachings for everyone to be successful within our culture. Eastwood (pg 11) says, “Leaders design and create environments which drives the high performance behaviours needed for success”. I want to create the culture where the year 9 students strive for the best and always push themselves to succeed.
One other thing I have taken from Legacy are:
No one is bigger than the team – ‘The Black Book’ pg 143. We all have to work together to achieve a common goal/culture.
In “Legacy,” James Kerr highlights the importance of culture in shaping a successful team. One key lesson I have taken from Chapter 1 is “Sweep the Sheds where leaders should do humble tasks, like cleaning up after themselves, to show that no one is above any job. When leaders do this, it promotes a culture of equality and respect among everyone on the team. On reflection I have realised that I am fortunate to be a part of a senior leadership team that excels in embodying these principles. It has never been spoken of but we all do this this instinctively. It’s at the team leader level where these practices need development and my thoughts centre on how we can support our team leaders to adopt these same values effectively. We are working hard to foster an environment where the team leaders feel comfortable sharing their challenges and successes showing their vulnerability and humility.
In Chapter 12, Kerr talks about “Whānau”. He emphasises creating a sense of belonging and support within the team, making everyone feel like they are part of a family. This helps build strong connections, loyalty, and teamwork because people are more willing to support each other when they feel valued and included. Leading with humility and fostering a family-like atmosphere can build trust, respect, and unity. At a surface level and a whole organisation level we do this really well as a kura but there are some teams that still have a wee way to go amongst themselves. It seems to be that the team leader of these teams plays a significant role in this and they are on their own leadership journey. We have planned mentoring for the team leaders to support this journey. I believe that by supporting our team leaders in implementing these principles can truly enrich our school’s culture at every level.
Having a strong values based culture that is purpose driven resonated with me as a way to enrich my team’s culture. My reasoning behind this is that we have started the journey of values but as James Kerr explains in Legacy ‘the challenge is bringing them to life and into the lives of those you lead.’ While our values can be recited quite effectively the knowledge base that stands behind them is often lacking.
Alongside that is being reflective and encouraging others to be the same and then going further than that, supporting change to happen as a result of that reflection. This will help ensure that all team members feel that sense of belonging and therefore feel valued for their contributions.
Finally ‘He tangata, he tangata, he tangata’ It is people! By helping develop the capacity within others will help build the capacity across the team and therefore the success of the team.
Here are some lessons a school team leader can draw from James Kerr’s Legacy to enrich their team culture:
First of all, a leader can learn how to build a legacy together with their team. This translates to fostering a continuous improvement mindset within the team. The leader can encourage collaboration on setting goals for the school or team, then celebrate achievements and use them as springboards for further progress. Another important thing a leader can do is to focus on the legacy, not the ego: The leader can emphasize the importance of teamwork in achieving positive student outcomes. This could involve creating shared goals for the team, recognizing team achievements, and fostering a culture of helping and learning from each other.
Legacy emphasizes the importance of a strong culture: The leader can use Kerr’s ideas to create a team culture that values continuous learning, collaboration, and a shared passion for student success. Focus on the “why”: Kerr talks about the importance of purpose. The leader can help teachers connect their daily work to the bigger picture of inspiring and educating future generations.
By implementing these lessons, a school team leader can cultivate a culture that is both enriching and high-performing, ultimately benefiting both the educators and the students.
Action. Humility. Character. Integrity. Values.
While reading Legacy, I was constantly reminded of a previous principal who was an ardent sports-follower and All Blacks fan. He would regularly walk the school grounds, picking up the lunch wrappers that had blown away and gathered in the gardens; unblocking the toilet or cleaning up someone else’s mess. He embodied the “Sweep the Sheds” mentality and had probably read Legacy but this was no doubt ingrained in his character. Character that showed humility in the face of success: proud of what had been achieved, deferring to and valuing the knowledge of those within the team.
At the core of his way of being was the creation of Culture and Team. He demonstrated that getting the culture right would lead to a successful team. He created a sense of whānau that is still connected and strongly bonded, even 5 years after the team started to move on to other schools.
This strong whānau connection guided our everyday interactions. All team members felt valued, from the caretaker to the office manager, the beginning and experienced teachers, and the team values helped to guide new team members. It was a highly cohesive and successful team. Something I strive for and which I aspire to bring to my role as a leader.
Reflecting on “Legacy” by James Kerr, the focus on people and developing the character and culture of our teams resonated with me.
Kerr, discusses that performance strongly correlates to capacity and behaviors. He considers cumulative character to be the foundation of a winning team.
Consistently reflecting on ways to do things better with humility and building the capacity of our staff in a mana enhancing way also resonated. I am reminded that the way people talk with each other is at the heart of relationships and change. How I act and what I say, can positively impact others to move towards their goals.
A couple of years ago I did an introduction to a leadership coaching course. I find myself challenged to intentionally revisit coaching conversations which are 70% listening and 30% speaking. These converstaions facilitate others to think and debrief with more clarity and have greater influence on their situation through supportive accountability.
Kerr encourages leaders to ask questions which challenge the status quo. This is a catalyst for continuous collective and individual improvement. Solutions to challenges lead to innovation, increased self knowledge and greater character.
Culture is everything we say, everything we do and everything we allow.
Reflecting on “Legacy” by James Kerr, I see numerous valuable lessons that, if put into action, could significantly improve our team’s culture. While I knew the All Blacks had their unique values and beliefs that contributed to their extraordinary performance, I was particularly fascinated by the concept of “Sweeping of the Sheds – never be too big to do the small things that need to be done”
Setting an example is crucial: Leaders influence culture greatly through their actions, living out the values they want their team to adopt. When leaders consistently show integrity, respect, and accountability, it sets a solid cultural norm for others to emulate.
“First we shape our values, and then our values shape us” P148
I have always loved this whakatauki – Kāore te kumara e kōrero mō tōna ake reka” translation – The kumara (sweet potato) does not say how sweet he is.
“Sweep the Sheds,” to me, emphasizes humility and the importance of leaders and team members taking responsibility for even the smallest tasks. I see this as fostering a culture where no one considers themselves above any job, promoting a sense of unity and shared responsibility within the team, a willingness for everyone to learn and not be afraid to make changes or attempt new things. Having a clear vision, goals and values to establish this culture.
Promoting Humility by encouraging teachers, and students to embrace humility by actively participating in tasks that contribute to the functioning of the school, regardless of their status or position. Been involved in activities / roles outside of the classroom. Take accountability and ensure that students understand the impact of their contributions to the school community. Create opportunities for continuous learning and growth within the school environment. Encourage teachers to engage in professional development, support students in pursuing their interests and passions beyond the curriculum, and promote a mindset of curiosity and exploration.
Also reflecting on the feedback from my video in Module 3. Embrace Feedback and Reflection. Creating a culture where feedback is welcomed and constructive criticism is seen as an opportunity for growth. Encouraging not just students but teachers to reflect on their experiences, both inside and outside the classroom, and use feedback to identify areas for improvement and development.
What lessons can you draw from Legacy that if implemented, could contribute to enriching your team’s culture?
Some of the things I took away from these chapters were:
– successful leaders balance pride with humility: something I try and do already with my team
– collective character is vital to success. Focus on getting the culture right; the results will follow
– leaders create the right environment for the right behaviours to occur
– it’s about developing people, so if you develop people your business is going to be more successful.
– Asking the right questions (like Brene Brown)
-so important – but modelling the “sweep the sheds” mentality never be too big to do the small things that need to be done
I think something to ponder for myself and my team is: creating a n effective team at the beginning of the year requires work and time. W e need an agreement of a share vision (not the schools; although alongside) but in a team environment to ensure we are all adhering to the same expectations and we all have the same kaupapa about our team for the future so we can all be on the same waka.
Whoops – I think I originally posted my response in the wrong group so reposting here.
By knowing yourself, your true values, your ‘why’ and holding true to those, you can ensure that your behaviours and actions reflect your core values which subsequently demonstrates your true character. Your behaviours and your actions will ultimately shape the culture and the environment in which you will lead. It will demand the behaviour you expect and set the standards you accept.
As a leader, my role is to ensure that our school’s vision, purpose and values remain at the forefront of everything we do. To be effective, I must demonstrate a commitment to continual learning and reflective questioning of my own actions as well as others to ensure they align. Our values provide the foundation but our actions, our language and the stories we tell, brings them to life and in turn, sets the culture of the school.
The chapters made me think of both Simon Sinek’s book “Find your Why” and the quote by Lao Tzu,
“Watch your thoughts, they become your words; watch your words, they become your actions; watch your actions, they become your habits; watch your habits, they become your character; watch your character, it becomes your destiny.”