In today's episode Tim and Junior define culture and explain the three levels at which it lives. They explain the most important level of culture: the micro-culture & the single most important variable for influencing psychological safety on a team. Today's conversations includes a peek into some of our survey data that’s brand new coming out of LeaderFactor’s Psychological Safety Survey Tools.

(02:06) What is culture? In short, culture is the way we interact. Culture is in and around us. Fish have water and humans have culture.

(04:26) How does culture form? Tim and Junior discuss the three levels of culture. 1) A pattern of thought or behavior in an individual is a habit. 2) A pattern of thought or behavior in an individual is a habit. 3) A collection of norms in an organization is a culture.

(08:21) What is a sub-culture or micro-culture? A sub-culture is a smaller, distinct group within a larger society that shares unique beliefs, values, practices, norms, and behaviors that set them apart from the dominant or mainstream culture. These subcultures can form based on various factors, such as shared interests, hobbies, profession, ethnicity, religion, generation, or geographical location. In an organization there are many micro-cultures.

(15:13) What does the data say? Team assignment is by far a more powerful variable in understanding variants, in understanding the nature of the culture and the nature of the experience that you'll have.

(25:05) Team leaders have the single biggest influence on culture formation. Leaders are the cultural bottleneck for positive the experiences of their team members. The leader has the single biggest influence on the micro-culture of the team. This is more important than any single demographic variable.

(32:58) How do we build better leaders through cultural accountability? "We have these, these KPIs, we have these numbers. And what is that? It's almost all going to be technical. Having that layer of cultural accountability becomes very important, which is why it's a big reason we measure psychological safety, we have quantifiable evidence of how we're doing in cultural accountability."

(38:49) Culture by design or by default?  "If you're gonna try and go affect the opinion, the prevailing norms at the top of an organization, you better come with some data, and we've seen this over and over again. We won't go to the top of an institution and attempt to do this without some data, it's important that you can back up what you're saying."

(45:13) Cultural accountability can help you in your planning. "We're starting to see this more and more in organizations where they are incorporating psychological safety as a selection criterion for promotion to management"