Recently, I read an article from the Gallup organization that identified some key points in how we, as leaders, can bring out the best in our team. Of course, being from Gallup, there is data to support their conclusions. You can find the full article here, but I thought I’d provide you some highlights to get you thinking about how to improve your culture and your team’s dynamics.

First, building up, or tearing down, your culture happens at what Gallup calls “meaningful moments.” These are vulnerable interactions between leaders and their teams that influences the employees’ sense of belonging. How they are handled can build up or destroy your relationships with the team. 

The four types of meaningful moments are:

1. when you propose a new idea
2. when you ask for help
3. when you push back on something
4. when you ask for a personal favor

Here’s an example: a boss I had asked the entire team for some ideas on how to approach an issue. One member of the team gave him an idea. His response, “That’s a stupid idea; here’s how we’re going to handle it.” 

Do you think that had a positive impact on our culture? Of course not. But think about how many times you may use words like that (maybe not exactly like that, but with the same inference) to shut down someone. Your culture is impacted significantly and negatively when those meaningful moments are handled poorly. 

A second way to help build a positive culture is through storytelling. Finding a way to tell stories of how your organization overcame a great obstacle or handled an irate customer and the like can help build a camaraderie among the entire staff that builds up the culture and inspires people to want to work there. These stories can come from the above meaningful moments or from anywhere that shows how much you, or others, care about your organization.

A final point that they make is that a culture of belonging brings out the best in people. Think about those organizations that you really feel a part of, whether it’s the work environment or something that you volunteer for. When you really feel that you belong to the group, you work much harder for it. On the other hand, if you feel left out and just a spectator, you tend to eventually drift away from interest in it.

With these 3 main points in mind, how can you help your team feel that they not only belong, but are part of something bigger than themselves and are willing to tell the stories that move your organization forward? This should be your goal.

If you’re interested in improving productivity, turn to the Colorado Leadership Institute in Denver for management development.  They can also devise a custom training plan to meet your specific needs. Call today at (720) 515-8081 to schedule an initial meeting, and visit the website for more information about what they offer.