The Cultural Architect element of Team Power® Leadership focuses on leading the team’s strategy and culture. To help you identify your strengths as a Cultural Architect, and also areas you can improve, why not take the test?
Is your organisation currently going through change, or preparing to make changes?
01. If we need to transform our organisation’s strategy,
or elements of it, it would be helpful if we created
a greater sense of urgency around the do or die
nature of these changes to encourage people to
take action.
02. It would be helpful if we got more dominant influencers (people who have a large amount of formal and informal influence over
others in our organisation) to believe in the changes
we need to make and to proactively help to deliver
the changes.
03. It would be helpful to clearly show people how
changing our organisation’s strategy, or elements of
it, will make things better for them.
04. It would be helpful to use behaviour change science insights to make it easier for people to become part of the change movement e.g. creating a tribe of people that will help the organisation deliver change.
05. It would be helpful to systematically analyse the
barriers that will prevent change and create a plan to
remove them.
06. It would be helpful to create a strategic plan which
sets out our short and long-term goals so that
we can focus on securing short-term wins and
celebrate them.
17. It would be helpful if we spent some time revisiting
our organisation’s strategy.
28. It would be helpful if we spent some time revisiting
what people need to do regularly to be at their best
and help our organisation achieve its short-term
priorities and long-term objectives.
39. It would be helpful if everyone could name our
organisation’s priorities, and rank them in order of
priority.
410. It would be helpful if everyone could name their
team’s priorities, and rank them in order of priority.
511. It would be helpful if we internally communicated
our priorities like blockbuster Hollywood movies are
marketed e.g. a significant piece of marketing
activity that gets people’s attention and has lasting
impact.
612. It would be helpful if we internally communicated
our purpose in such a way that it made a genuine,
lasting impact with people.
713. It would be helpful if everyone understood how
their individual roles and responsibilities helped the
organisation achieve its short-term priorities and
long-term objectives.
814. It would be helpful if people were empowered to
actively commit to their roles and responsibilities.
915. It would be helpful if we were better at measuring
individual and team performance against priorities.
1016. It would be helpful if we were better at celebrating
small individual and team performance successes.
1117. It would be helpful if we were better at holding teams
and individuals accountable when they did not
perform.
1218. It would be helpful if everyone in the organisation felt
like they had a voice.
1319. It would be helpful to embrace negative feedback to
make people feel safe enough to tell the truth.
1420. It would be helpful if we created more dedicated
space where people could collaborate face-to-face
and remotely e.g. physical collaboration rooms and
digital collaboration forums.
1521. It would be helpful if our onboarding inductions
made people feel safer, more valued and more
central to the organisation’s purpose and success.
1622. It would be helpful it we built in more fun activities to
boost team cohesion and morale.
1723. It would be helpful if we focused more on learning
together, instead of focusing on winning interactions
and appearing strong.
1824. It would be helpful if we had group and individual
process and performance reviews more regularly.
1925. It would be helpful if we separated performance
reviews and professional development.
2026. It would be helpful if I (the leader) stepped back from
time to time and let others take more responsibility.
2127. It would be helpful if the organisation were better at
managing people who had a negative influence on
their colleagues and our clients.
2228. It would be helpful if recruitment had a bigger
focus on candidate’s Team Power® Leadership
strengths and weaknesses.
2329. It would be helpful if colleagues shadowed each
other for a few hours and provide constructive
feedback.
Cultural Architect Assessment results
Now that you have reflected on your current strengths and weaknesses as a Cultural Architect, give the ‘I need to do this better’ areas you have selected a priority score.
(1 is low and 10 is high.)
I need to do this better (add your priority scores):
Priority scoresScore each area to show how important it is to improve. 1 = Low; 10 = High.Already do well:
Not a priority:
2. Write down the area that has the highest priority score.
3. Make a plan to improve this area, and re-assess yourself as a Cultural Architect in 3-4 weeks.
3. Make a plan to improve this area, and re-assess yourself as a Cultural Architect in 3-4 weeks.