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Shane M Hatton | Culture by Design: Rethinking workplace culture and team dynamics

In this episode, Erica interviews Shane Hatton, a team culture expert, about the importance of team culture and how to create a thriving work environment. Shane discusses the purpose of work, managing culture in flexible or remote teams, engaging teams through effective conversations, taking action on feedback, getting the best out of multi-generational teams, defining organisational and team culture, and creating culture by design. Guest: Shane Michael Hatton is a 2x Author and global expert on Leadership, Communication and Team Culture. Shane has spent the last decade developing remarkable leaders and teams, blending his experience in business and psychology to help them to communicate, connect and collaborate more effectively. His perspectives and expertise have been shared in notable publications like the Harvard Business Review, Forbes, The Australian, HRD, CEO World, Smart Company, Kochies Business Builders, The Herald Sun, Foundr, Company Director, and more. Currently, Shane is elevating the conversation about culture across Australia, New Zealand, the UK, and the USA, upholding his reputation as a global thought leader in leadership and culture. Connect with Shane on LinkedIn: linkedin.com/in/shanemhatton Or visit his website: shanehattonspeaks.com Takeaways: Culture is a collective phenomenon that is influenced by unseen and observable behaviours. Culture can be defined and shaped through effective communication and conversations. Culture should be aligned at the core while being inclusive at the edges, embracing diversity and making differences work at work. Culture change starts with clarifying expectations and having open and honest conversations with the team. The function of work can vary depending on the organisation and its goals. The purpose of work goes beyond simply completing tasks and includes elements such as deep work, teamwork, and non-work components that provide fulfilment and engagement. Managing culture in flexible or remote teams requires open conversations about individual strengths, triggers, communication preferences, development needs, and recognition. Engaging teams involves asking key questions about when individuals are at their best, what triggers their best performance, how they prefer to be communicated with, their development needs, and how they feel most valued. Taking action on feedback involves actively listening, closing the feedback loop, and communicating the actions taken to address concerns or suggestions. Multi-generational teams benefit from clarifying expectations and defining observable behaviours that align with the organisation's culture, while allowing for individual perspectives and contributions. Defining organisational and team culture starts with recognising that culture already exists and involves explicitly defining the desired culture and empowering teams to bring it to life in their own way. Creating culture by design requires intention, effort, collective buy-in, and the right conversations to shape the kind of culture that aligns with the organisation's values and goals. Chapters: 00:00 Introduction and Background 01:02 Exploring Team Culture 07:04 Team Culture through a Communications Lens 10:37 Defining Good Culture 12:25 Common Mistakes in Culture Consideration 14:56 Steps to Follow in Culture Change 20:46 The Function of Work 21:08 Rethinking the Purpose of Work 23:39 Managing Culture in Flexible or Remote Teams 26:09 Engaging Teams through Effective Conversations 28:55 Taking Action on Feedback 34:22 Getting the Best Out of Multi-generational Teams 37:30 Defining Organisational and Team Culture 41:12 Creating Culture by Design