Team Leadership Culture

by Ron Potter

Over this last year, we’ve spent time and detail defining the Team and Culture sections of Team, Leadership, and Culture.

Our Monday blogs have spent a great deal of time over the last couple of years looking at the Leadership elements from my book Trust Me.  Let’s wrap up this section with a summary of the three elements.


Team First (Sort of)

As I’ve said in the past, I believe Teams should be worked on first followed by Leadership than Culture.

However, the overlap between Team and Leadership makes it very difficult to do them in order.

You’ll notice from the matrix above that there is a great deal of overlap between the Team and Leadership columns.  It seems as if you can’t accomplish one without the other.  I believe this is true!

The first element of the Team list includes “Truth”.  However, you won’t have the reputation of a “truthful” person if there is no humility, compassion or integrity.

Respect requires humility, development, and commitment from the Leadership list.  Neither one of these overlapping issues is restricted to the three that I mentioned for each one.  There are elements in all eight of the Leadership outline that are required in one or more of the Team outline.  Essentially, you can’t have one without the other.

Next Steps

Start by focusing on each of the first two outlines, Team and Leadership.

With the Leadership list, become much more self-aware and get some straight feedback from a trusted advisor, coach, or partner.

For the Team list, it will require the entire team to be made aware of the four elements and do some honest grading in each of the categories.  In our next blog, I’m going to introduce you to an app called GPS4Teams that will help you accomplish this goal.


The Culture section follows work on Team and Leadership.  Until you’ve improved to a very high level on the Team and Leadership aspects, any efforts at improving Culture tends to fall on deaf ears.

A friend and I were discussing why some cultures last (the Mayo brothers died decades ago but the culture at the Mayo Clinic seems to continue).  In identifying those companies where the culture doesn’t last, we always came back to elements of Team and Leadership that either changed or were lacking over the years.  You can’t build a great culture without first building great teams and leaders.

Emotional Quotient

Many people feel a high IQ is sufficient for solving problems.  The interesting thing is that there has never been any correlation found between high IQ and success.

What has been well documented is the correlation between high EQ and success.

Emotional Quotient can be divided into two components, Personal Competence and Social Competence.  You’ll see the Personal Competence of self-awareness, self-regulation and self-motivation relating to Leadership.  The Social Competence of social awareness and social skills relate to building Team.

Team and Leadership = Success

This correlation tells us that success requires great teams, great leadership leading to great culture.

Get started on your success today.  There’s nothing mysterious about the process.

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