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The Culture Code: The Secrets of Highly Successful Groups

por Daniel Coyle

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8361326,254 (4.05)2
Business. Psychology. Self-Improvement. Nonfiction. HTML:NEW YORK TIMES BESTSELLER ? The author of The Talent Code unlocks the secrets of highly successful groups and provides tomorrow??s leaders with the tools to build a cohesive, motivated culture.
NAMED ONE OF THE BEST BOOKS OF THE YEAR BY BLOOMBERG AND LIBRARY JOURNAL
Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?
In The Culture Code, Daniel Coyle goes inside some of the world??s most successful organizations??including the U.S. Navy??s SEAL Team Six, IDEO, and the San Antonio Spurs??and reveals what makes them tick. He demystifies the culture-building process by identifying three key skills that generate cohesion and cooperation, and explains how diverse groups learn to function with a single mind. Drawing on examples that range from Internet retailer Zappos to the comedy troupe Upright Citizens Brigade to a daring gang of jewel thieves, Coyle offers specific strategies that trigger learning, spark collaboration, build trust, and drive positive change. Coyle unearths helpful stories of failure that illustrate what not to do, troubleshoots common pitfalls, and shares advice about reforming a toxic culture. Combining leading-edge science, on-the-ground insights from world-class leaders, and practical ideas for action, The Culture Code offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.
Culture is not something you are??it??s something you do. The Culture Code puts the power in your hands. No matter the size of your group or your goal, this book can teach you the principles of cultural chemistry that transform individuals into teams that can accomplish amazing things together.
Praise for The Culture Code
??I??ve been waiting years for someone to write this book??I??ve built it up in my mind into something extraordinary. But it is even better than I imagined. Daniel Coyle has produced a truly brilliant, mesmerizing read that demystifies the magic of great groups. It blows all other books on culture right out of the water.???Adam Grant, New York Times bestselling author of Option B, Originals, and Give and Take
??If you want to understand how successful groups work??the signals they transmit, the language they speak, the cues that foster creativity??you won??t find a more essential guide than The Culture Code.???Charles Duhigg, New York Times bestselling author of
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Adicionado recentemente porAMAEB, alena.hansen, MrLowman, Rozzodarf, biblioteca privada, ChaceANelson, WesSamuel, coachdaddy, cindi.p, TheCraftyGeneral
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Mostrando 1-5 de 13 (seguinte | mostrar todos)
Mislabeled, an essay would've sufficed. Too much focus on individual where a book's subtitle speaks of groups.
Author didn't have the stones (or brains) to tackle the actual national cultural differences in the manner that Thomas Sowell did.
Keep the money, gimme my time back. ( )
  atrillox | Nov 27, 2023 |
An enjoyable read. It has lots of great stories about groups in various fields (SEALs, sports teams, corporate environments, creative companies, aircraft crew and more) and the various (often subtle) attributes that makes these teams successful. ( )
  gianouts | Jul 5, 2023 |
While reading this book, the phrase "necessary, but not sufficient" kept popping into my head.

This book describes a necessary component to having a great group/company culture: having a high sense of belonging by continuously sending signals of safety and shared purpose. It goes into detail about how these signals are needed for great culture, and gives examples from various fields and companies.

While it's clearly a critical component, it doesn't feel like it's enough on its own. I mean, at the very least to run a successful organization you have to have good accountability, good hiring practices, proactive strategy etc. The author does hint at some of these factors, but the book seems to imply that if you get this one thing right (belonging signals), you're set. I disagree.

So I think this book describes a highly necessary (arguably the most necessary), but not sufficient, aspect of creating great cultures. Still a good read and good information to know, though. ( )
  nimishg | Apr 12, 2023 |
This could be titled "Psychological Safety: The book". Psychological safety is a belief, shared by all members of a group, that it is safe to take risks as part of that group. But saying what psychological safety looks like does not tell a leader how to create and nourish a psychologically safe environment (because psychological safety is never done). Although this book discusses building safety and sharing vulnerability separately, they are both ultimately part of psychological safety. Even the way that this book frames purpose — heavily emphasizing empowerment, autonomy, and positive culture — borrows from psychological safety.

Structurally, this book belongs to the storytelling genre of business books rather than the model heavy genre. It has lots of useful concrete advice, but it is not embedded within a model. The storytelling genre can sometimes feel as if the narrative is the most important thing and the advice just a side effect. That was not the case with this book. Coyle successfully gives just the right amount of narrative to illustrate and emphasize his points. Some of the chapters are short enough to feel like sections, but that is ignorable since the content was good. (The only reason it was even a bit annoying for me is that I take my detailed notes chapter-by-chapter so sometimes it felt like I had just started reading and it was time to take notes again. This was easily worked around by reading a couple of chapters before taking notes.)

The introduction of this book emphasizes a key point that grounds the whole book: the skills of building safety, sharing vulnerability, and establishing purpose are not add-ons to make a good group better. They are the basis on which a successful group is built. These properties are not optional. They are critical. This is true in industries where individual autonomy is traditionally low (manufacturing, restaurants) and in industries where individual autonomy is high. Like Alive At Work by Daniel Cable (my review), I see this as part of a shift in leadership literature where the systems properties such as group safety are taking center stage rather than being seen as an add-on or as a personal improvement technique (à la emotional intelligence). Note that I am not saying this realization is new. Rather, it seems to be becoming more popular of a perspective to take as we learn that truly effective organizations are not commanded and controlled into success.

The first of the key skills is build safety. To build psychological safety, everyone in a group needs to feel connected and valued. This connection is expressed through the verbal and, especially, non-verbal interactions that a group engages in. Connection can be encouraged by, among other things, overcommunicating your listening, visibly thanking people who bring bad news, explicitly connect people and their roles to the organization and the group, name and discourage bad behaviors (and get rid of the people who won't change), and embracing fun (authentic fun, not forced fun).

The second of the keys skills is to share vulnerability. A key element of sharing vulnerability is that leaders must model and welcome vulnerability. A critical element of this is that leaders need to be open with their mistakes and be forgiving of the mistakes of others (in ways that are consistent with naming and discouraging bad behaviors). Leaders should also pay close attention to key moments in group formation: the first time someone shows vulnerability in a group the first disagreement.

Leaders need to model how to listen, listen, listen. Conversations should not be about how a leader can make their point. It should be about listening and gently guiding. Related to this is allowing discomfort to sit awhile before resolving it. Not always fixing things right away communicates that it's ok to be uncomfortable (and gives space for others to provide solutions). These are things that I am not very good at; I often feel the need to make a decision or share a perspective. There is a time for that, but it can interfere with listening.

Leaders should aim for candor, not brutal honesty. The difference, in Coyle's model, is that candid feedback is smaller, more targeted, less personal, and less judgmental than brutal honesty. It is, importantly, just as honest.

The third key skill is to establish purpose. A sense of purpose is what separates a purely social group from a group that is trying to accomplish something. Purpose (and values, which in Coyle's model are intertwined) cannot be trickled down from on high. Everyone has to engage with a group's purpose if they are to enact it when decisions need to be made. Thus, some of the advice Coyle gives matches fairly common advice on purpose setting: name and rank priorities; be super clear about them (both in content and via repetition). Coyle also emphasizes the importance of regularly having opportunities to stress test values (such as conversations about whether or not they should be thrown out).

Leaders also need to structure values and purpose in a way that is action oriented. It is not enough to say what we are trying to achieve. This also needs to be connected to the actions that will achieve it. This can be done by having value-to-action catchphrases, highlighting examples of key behavior, and measuring and rewarding behaviors which reflect purpose and values rather than rewarding outcomes.

Overall, this was an excellent read and one that I recommend to anyone who needs to help a group be effective. ( )
  eri_kars | Jul 10, 2022 |
Although this book contains some useful information on "the secret of highly successful groups", its content doesn't really warrant for 250 pages. Perhaps 125 would have been plenty, as most of the book relates anecdotal stories to support the few action points handily listed at the end of each part.

In all good and useful content, well researched, but wrapped in too much unnecessary story. ( )
  bbbart | Dec 27, 2020 |
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Let's start with a question, which might be the oldest question of all: Why do certain groups add up to be greater than the sum of their parts, while others add up to be less?
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Business. Psychology. Self-Improvement. Nonfiction. HTML:NEW YORK TIMES BESTSELLER ? The author of The Talent Code unlocks the secrets of highly successful groups and provides tomorrow??s leaders with the tools to build a cohesive, motivated culture.
NAMED ONE OF THE BEST BOOKS OF THE YEAR BY BLOOMBERG AND LIBRARY JOURNAL
Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?
In The Culture Code, Daniel Coyle goes inside some of the world??s most successful organizations??including the U.S. Navy??s SEAL Team Six, IDEO, and the San Antonio Spurs??and reveals what makes them tick. He demystifies the culture-building process by identifying three key skills that generate cohesion and cooperation, and explains how diverse groups learn to function with a single mind. Drawing on examples that range from Internet retailer Zappos to the comedy troupe Upright Citizens Brigade to a daring gang of jewel thieves, Coyle offers specific strategies that trigger learning, spark collaboration, build trust, and drive positive change. Coyle unearths helpful stories of failure that illustrate what not to do, troubleshoots common pitfalls, and shares advice about reforming a toxic culture. Combining leading-edge science, on-the-ground insights from world-class leaders, and practical ideas for action, The Culture Code offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.
Culture is not something you are??it??s something you do. The Culture Code puts the power in your hands. No matter the size of your group or your goal, this book can teach you the principles of cultural chemistry that transform individuals into teams that can accomplish amazing things together.
Praise for The Culture Code
??I??ve been waiting years for someone to write this book??I??ve built it up in my mind into something extraordinary. But it is even better than I imagined. Daniel Coyle has produced a truly brilliant, mesmerizing read that demystifies the magic of great groups. It blows all other books on culture right out of the water.???Adam Grant, New York Times bestselling author of Option B, Originals, and Give and Take
??If you want to understand how successful groups work??the signals they transmit, the language they speak, the cues that foster creativity??you won??t find a more essential guide than The Culture Code.???Charles Duhigg, New York Times bestselling author of

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