Culture and Team Building Program – Implement and Embed the Change
At UWA we approach Culture and Team building as a set of activities and behaviours
occurring over a period of time rather than one distinct event. This guide outlines the
Culture and Team Building program that is available through Human Resources at UWA.
Please consult your HRBP if you wish to engage further in this process.
Building trust within teams who go through an organisational change process is critical to
maintaining staff wellbeing, as well as enhancing productivity, performance and
engagement levels. This guide contains brief information on creating culture and high
performing teams and a template setting out some activities that can support delivery of
this.
Culture
Culture is made of several components; however very simply, it is “the way we do things
around here”. The below Cultural Web can be used as a guide to evaluate the current
state as well as the future desired state of culture in your area.
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The Cultural Web (Johnson, Whittington and Scholes)
Leading High Performing Teams
Many existing teams will change and new teams will form. It is important that you lead
your team effectively through various stages of development to maintain high
performance. Tuckman’s Group Development Model is one model that can be used as a
guide to understand the phase your team may be in, and what their needs might be.
Group Development Model (Tuckman)
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Culture and Team Building Schedule
Draft schedule of culture and team building activities.
Timeline
Activity
Forming
Mth
All staff meetings
Mth
Storming
Mth
Mth
Norming
Mth
Mth
Mth
Mth
Performing
Adjourning?
Mth
Mth
Mth
Mth
Continuous
Improvement
Comment
Mth
Cascades key strategic decisions and information to team. Engages
all staff in decision making and process improvement activities.
Provides a regular forum for teams to raise issues and / or seek
clarification with management. Conducted over all-staff lunch.
Leader and Team Induction
Accelerates the on-boarding process of a new leader/manager and
team to build relationships, set expectations thereby increasing the
likelihood of team and leader success and achieving productivity
earlier than would otherwise occur.
Leadership Team meetings
Provides a regular forum for discussion, decision-making, strategy
development and project management among Leadership Team.
Role Induction (including PD)
Support Network
Provides an overview of the particular role an individual is employed
in and how that role contributes to the overall vision and goals of the
area and organisation.
Maintains expert advice, authority and resources for the team
through participation of other University/ sector staff.
Social gatherings e.g. bbq
Develops interpersonal relationships early in the process and
provides staff with opportunities to meet others who will be moving
into the structure
Corporate/ Area Induction
Provides an overview to individuals about the ‘big picture’ of the
University. Overall vision, goals, milestones, structure, customers.
PDA
Establishes individual goals over a period of 12 months, providing
staff with a clear set of outcomes required. Important to establish
individual goals early that are aligned to strategy. Provides a
mechanism for two way feedback with individuals on performance
against key result areas and competencies, goal setting and career
development/aspirations.
High Performance Culture
Plan
Understand current state Culture and design future state with action
plans to deliver a high performance culture within the area
Team Climate surveys
Measures the health of teams at various stages. Conducted through
employee surveys with the aim of providing feedback to the
leadership team. Often followed up with focus group discussions
about particular areas of interest enabling team engagement and
consultation in developing action plans.
Consultative Committees e.g.
Social Club, WHS
Engages staff in small special interest committee groups to manage
and address a range of work practices such as HSW, process
improvement, facilities, social activities etc. Can be used as a
bottom-up problem solving process.
Reward and Recognition
Training and Development
Further Team Building
Activities
Rewards and recognises team and individual achievement and
reinforces the values of teamwork.
Undertake T&D to build capability, close gaps and support delivery of
area objectives and University strategy.
Consult with OD team as to what is suitable and on offer.
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