TEAM IDENTITY, CULTURE AND CHANGE MANAGEMENT .pptx

This presentation details the importance of building company culture and identity during change management. It also brings to light the importance getting the buy in subordinates if meaningful change and identity need to created at all.

1. TEAMBUILDING AND LEADERSHIP Creating a Team Identity and Culture Building cohesion, shared goals, and a positive work environment . Presentation by Yakubu Akuyinga Shaibu

2. Presentation Outline Define team identity and culture Introduction Understand the importance of team cohesion Explore how shared goals influence team success Learn strategies to foster a positive work environment Discover best practices for building and maintaining team culture

3. T eam Identity vs. Culture Definition: The shared sense of purpose, values, and characteristics that define a team. Definition: The set of shared values, beliefs, behaviors , and practices that shape how a team operates. Identity :   Who we are  (mission, values, brand). Culture:   How we work  (norms, behaviors , environment ). "Identity is your team’s ‘DNA.’ Culture is how that DNA comes to life daily." Example: Identity :  "We solve problems creatively." Culture :  Weekly brainstorming sessions with no judgment.

4. Complementarity

5. Introduction Teams with strong cultures are  72% more productive  (Gallup). 57% of employees  quit due to poor culture ( reports). Culture impacts  customer satisfaction, innovation, and  profitability

6. The 5 Pillars of Team Culture Purpose  (Mission/vision) Values  (Guiding principles) Goals  (Shared objectives) Behaviors  (Norms/rituals) Trust  (Psychological safety )

7. Step 1 – Define Your Identity Clarify Mission, Values & Brand Action Steps Workshop Question:   "Why does our team exist?" Draft 3-5 Core Values  (e.g., " Candor , Ownership, Joy"). Optional:  Create a team name/logo (e.g., “Zappos").

8. Step 2 – Set Shared Goals Aligning the Team SMART Goals   ( Specific, Measurable , Achievable, Realistic, time bound). "Goals should feel collective—not just leadership’s priorities." OKR(Objective and key results) Framework: Objective:  "Improve client satisfaction." Key Result:  "Increase NPS score by 10%."

9. Step 2 – Set Shared Goals Continues Role Clarity:  Use a RACI matrix(Responsible, Accountable, Consulted and Informed.

10. Step 3 – Build Psychological Safety The #1 Trait of High-Performing Teams Harvard Study Findings found ; Teams with safety  take more risks  and  admit mistakes . How to Foster It: Leaders admit failures. Replace blame with curiosity ("What can we learn ?"). " Psychological safety isn’t about being nice—it’s about candor without fear."

11. Step 4 – Create Rituals The Glue of Culture Daily:  15-minute stand-ups. Weekly:  "Wins & Learnings" recap. Monthly:  Skill-sharing "Lunch & Learns." ‘’Rituals turn values into habits. Even remote teams can do virtual coffee chats .“ Step 5 – Resolve Conflicts Turning Tension into Growth Name the Issue  (Factually). Listen First  ("Help me understand…"). Solve Collaboratively  ("How can we fix this?"). "Unresolved conflict erodes trust. Address it early and fairly."

12. Measuring Culture Is It Working ? Metrics: eNPS  (Employee Net Promoter Score). Turnover Rates. Feedback Surveys  (e.g., "Do you feel valued ?"). "What gets measured gets improved. Survey annually at minimum."

13. Your Culture Action Plan Next Steps Develop timely achievable action plans one at a time. 30 Days:  Host a values workshop. 60 Days:  Launch one new team ritual. 90 Days:  Conduct a culture survey. "Culture is built in small, consistent steps—not overnight.“

14. Final Thoughts "Culture isn't one thing you do - it's everything you do. From how you answer emails to how you handle crises, you're always broadcasting cultural signals."

15. ANY QUESTIONS?