The Culture Code is a well written book telling how some successful organisations and their leaders, such as Pixar, SEAL Team Six, Zappos and San Antonio Spurs, have achieved their positions. It is not a scientific book, it details the methodology and attitudes applicable in different environments. On the other hand, as I know the story of Pixar Studio (Creativity, Inc. by Ed Catmull and Amy Wallace – my first review on Facebook) I felt that the book was a bit shallow. It was because I knew that the Pixar’s story had so much more to offer. Nevertheless, we should keep in mind that Daniel Coyle presents an overview of different cases and exposes their best applications.
Anyway, the book depicts vulnerability and sincerity which should appear in good and affective communication. These elements are crucial in order to clear the atmosphere and start good cooperation and trust among team members. Based on my personal experience I know only a handful of leaders ready to open up about the shortcomings to create honest conversations (and I do not mean classical delegation of duties).
I enjoyed many conclusions presented in the book, such as huge changes in frequency of communication – Increase the distance between co-workers to 50 metres and communication almost ceases. Decreases it to 6 metres and it skyrockets. Obvious, but I did not know the numbers.
The story about the model for controlling sport-related violence around the globe was really provocative and compelling. To make the long story short, the major outcome is that violence generate violence. Some research shows that 95% of English hooligans arrested for football violence, had no prior history of disorderly conduct. They took part in riots because once they got surrounded by the armed police which wanted to “escort” them home. If you send a signal that you are ready to fight you will get your chance.
Last but not least, I would like to cite one of the last conclusions of the book:
(As a manager) you need to provide support, fuel, and tools and to serve as a protective presence that empowers the team doing the work. Some ways to do that:
– keenly attend to team composition and dynamics
– define, reinforce, and relentlessly protect the team’s creative autonomy
– make it safe to fall and to give feedback
– celebrate hugely when the group takes initiative
The Culture Code: The Secrets of Highly Successful Groups
by Daniel Coyle
Complexity of ideas