Do you remember anticipating your first drivers license? As soon as you received it, you were going to use one of your family’s cars and ‘burn rubber’ or show-off to friends.

Beforehand, what if your parents shared you were going to be responsible for part of the ownership of the car? What if they expected you to help pay for the upkeep and insurance?

Would you be more likely to keep the car cleaner, avoid more potholes and speeding tickets?

It’s the same with team culture. Everyone anticipates the benefits of a strong team culture. What if the leaders shared the responsibility of owning the team culture with you? Would you be more likely to model the culture more closely, avoid making rash statements and baseless decisions?

As a parent, what if you shared the responsibility of owning your cars with your children? As a leader, what if you shared the responsibility of owning your team culture with team members?

Most focus on training and meetings to share ownership.

Instead, use the sandwich technique in daily conversations around 1. relationship – ask how the team member is doing personally (bread slice), 2. culture – what do they experience with modeling the culture (meat), and 3. strategy – their day to day performance (bread slice).

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