One of our core values states: “We are a team working to solve our customers’ problems.”

The focus for this month is on the first portion of that statement “We are a team.” As a true team, we will only say “we” when referring to fellow team members and employees of HSI.  We are not allowed to refer to fellow team members as “they.”

Nothing seems to divide organizations like the silos that are created by the feeling of internal competition.  When the lines are drawn as us versus them, or our team comes first, then the broader company objective is secondary.  It becomes about winning and losing instead of achievement.  It becomes about being right or protecting each other from each other. Sounds crazy, but it happens often and everywhere.

In order to combat this cultural norm, HSI will only say “we” about each other.  This is not a new or original idea.  You’ve probably heard it before, and I am not going to even attempt to take credit for it.  The best example of this behavior changing culture comes from an outstanding book called Turn the Ship Around by L. David Marquet.  He was a submarine captain that totally changed the dynamics of the leadership of his crew.  The transformation was remarkable and left a lasting impact long after his departure.  I highly recommend his book.  He has also done many talks and interviews available as podcasts or online videos that outline his experiences.

The goal is that we behave like one team, not a series of teams loosely associated with one company name.  By only saying we, the team will be forced to subtly perceive themselves aligned with everyone else.  Ever notice how when things go well, the “we” statements fly, but if it goes poorly “they” screwed it up?  No more “they’s” will be available inside the organization, only “we’s” to collectively celebrate successes or to take responsibility for and evaluate failure.

I love this idea as a cultural activity because it is easy to measure.  It is easy to monitor.  We can recognize teamwork when it happens, but cannot measure it.  We can watch for bad teamwork and try to correct it as a leadership team. You’ve likely heard leaders or coaches say things like “We are all in this together” or “We rise and fall as a team.”  Do you believe that works?  I believe the top-down reminder can set the tone and expectation for teamwork, but the real impact comes when the teammates buy-in, change their language and actions.  That is how real teams are created.