building-team-culture（建设团队文化）

Building Team Culture

Scope

Covers

• Diagnosing the *current* culture (strengths, gaps, “sacred cows”, and where psychological safety breaks)
• Articulating culture as an operating system (principles → behaviors → decision rules)
• Defining team norms (communication, meetings, decisions, feedback, conflict)
• Designing a lightweight rituals/cadence map that reinforces the culture
• Planning rollout + reinforcement (coaching model, hiring/onboarding hooks, measurement)

When to use

• “Create a culture code / values and behaviors for my team.”
• “Our team norms are unclear—write decision-making + communication norms.”
• “Psychological safety is low—propose concrete practices and rituals to fix it.”
• “We’re scaling fast—help us preserve what works and change what doesn’t.”
• “I’m a new leader—help me listen first and then evolve the culture.”

When NOT to use

• You need to design team meeting cadence, rituals, or operating systems (use team-rituals — this skill defines culture principles and norms, not the specific meeting structure)
• You need engineering-specific practices like code review norms, on-call culture, or incident response culture (use engineering-culture)
• You need a full org restructure, reporting lines, or span-of-control redesign (use organizational-design)
• You need to improve your 1:1 practice or manager-report relationship (use running-effective-1-1s)
• You need an HR/legal investigation, harassment response, or policy/compliance guidance (involve HR/legal)
• You need to design a full org restructure, comp bands, or performance management system
• You need to run user/customer research (use conducting-user-interviews) or design a full survey instrument (use designing-surveys)

Inputs

Minimum required

• Team context: function, size, seniority mix, reporting line, stage (startup/scale/enterprise)
• Working model: remote/hybrid/in-office; time zones; any planned org changes
• Current symptoms with 2–5 examples (e.g., slow decisions, blame, low ownership, stagnation)
• Desired outcomes: what should be *more true* in 4–12 weeks?
• Constraints: timeline, leadership support, meeting/time budget, “non-negotiables”
• Existing artifacts (if any): values, handbook, onboarding, meeting cadences, principles
• Confidentiality constraints (avoid names/PII; use anonymized examples)

Missing-info strategy

• Ask up to 5 questions from references/INTAKE.md (3–5 at a time).
• If specifics are missing, proceed with a default culture OS and clearly label assumptions.
• Do not request secrets or personally identifying details; ask for redacted summaries instead.

Outputs (deliverables)

Produce a Team Culture Operating System Pack in Markdown (in-chat; or as files if requested):

1. Culture snapshot (what’s true today; strengths/gaps; root causes; “sacred cows”)
2. Culture code (v1) (3–7 principles, each with behaviors, “do/don’t”, decision rules, anti-patterns)
3. Team norms (communication, meetings, decisions, feedback, conflict)
4. Rituals & cadence map (weekly/monthly/quarterly rituals with purpose + owner)
5. Rollout + reinforcement plan (socialization, coaching model, hiring/onboarding hooks)
6. Measurement plan (leading indicators + pulse questions)
7. Risks / Open questions / Next steps (always)

Templates: references/TEMPLATES.md Expanded guidance: references/WORKFLOW.md

Workflow (7 steps)

1) Intake + constraints + safety

• Inputs: user context; references/INTAKE.md.
• Actions: Confirm goals, constraints, and what *must not* change. Identify whether the request includes HR/legal risk; if yes, pause and recommend HR/legal involvement. Clarify what artifacts the user wants (culture code only vs full pack).
• Outputs: Context snapshot + assumptions/unknowns list.
• Checks: Decision owner and timeline are explicit; sensitive topics are routed appropriately.

2) “Listen first”: build a culture snapshot (don’t invent culture yet)

• Inputs: current symptoms; existing artifacts; any examples the user can share.
• Actions: Summarize what the culture rewards/punishes today. Propose a lightweight “listening tour” plan (questions + who to talk to) if the user hasn’t collected input yet.
• Outputs: Draft culture snapshot (strengths, gaps, root causes, tensions, sacred cows).
• Checks: Snapshot is evidence-based (examples), not generic; it distinguishes *stated* vs *lived* culture.

3) Diagnose the few moves that matter

• Inputs: culture snapshot.
• Actions: Pick 2–4 priority culture shifts. Identify where “stagnation” exists (lack of visible progress/ambition) and what to change to increase creativity and customer impact. List sacred cows to challenge (and why).
• Outputs: Prioritized culture focus areas + success signals.
• Checks: Each focus area has a leading indicator (observable behaviors within weeks).

4) Articulate culture as an operating system (culture code v1)

• Inputs: focus areas; existing values; constraints.
• Actions: Write 3–7 principles. For each: definition, behaviors, do/don’t, decision rules, and anti-patterns. Prefer articulating what already works and making gaps explicit.
• Outputs: Culture code (v1) using references/TEMPLATES.md.
• Checks: Every principle has behavior-level examples; “culture fit” language is replaced with observable standards.

5) Turn principles into norms + rituals (make it real)

• Inputs: culture code (v1); team operating reality.
• Actions: Define explicit norms (communication, meetings, decisions, feedback, conflict). Design rituals that reinforce principles (e.g., weekly customer-impact demo, blameless retro, coaching 1:1s). Assign owners and cadences.
• Outputs: Team norms + rituals/cadence map.
• Checks: Rituals have a purpose and an owner; norms reduce ambiguity in common failure modes.

6) Reinforcement plan (coaching > policing)

• Inputs: culture code + norms + rituals.
• Actions: Design how the culture will be taught and reinforced: onboarding, hiring signals, promotion expectations, and a lightweight coaching model (peer or craft coaches, not just managers).
• Outputs: Rollout + reinforcement plan (with a 30/60/90-day view).
• Checks: Reinforcement mechanisms exist beyond “announce the doc”; responsibilities are assigned.

7) Quality gate + finalize

• Inputs: full draft pack.
• Actions: Run references/CHECKLISTS.md and score with references/RUBRIC.md. Add Risks / Open questions / Next steps. Recommend the smallest next experiment (1–2 rituals or norms) to validate impact.
• Outputs: Final Team Culture Operating System Pack.
• Checks: Pack is actionable and internally consistent; tradeoffs and risks are explicit.

Quality gate (required)

• Use references/CHECKLISTS.md and references/RUBRIC.md.
• Always include: Risks, Open questions, Next steps.

Examples

Example 1 (new leader, listen-first): “I’m a new Head of Product joining a remote team of 14. Culture feels low-trust and decisions are slow. Create a culture snapshot, a culture code, and explicit decision-making + meeting norms. Include a 30/60/90 rollout and measurement plan.” Expected: full pack with clear norms and rituals; no generic values.

Example 2 (scaling + coaching culture): “We’re growing from 8 → 25. I want to preserve high ownership while adding more coordination. Draft a culture code and a coaching model, plus rituals that keep ambition and creativity high.” Expected: principles + behaviors, coaching model, rituals/cadence map.

Boundary example (HR/legal): “We have a harassment complaint and need to ‘fix our culture’ immediately.” Response: direct to HR/legal for investigation and safety; offer to help later with culture articulation, norms, and reinforcement once appropriate.

Boundary example (redirect to rituals): “Our meetings are chaotic and we need a better weekly cadence and templates.” Response: redirect to team-rituals — this skill defines culture principles and norms, not the specific meeting structure and operating cadence.

Boundary example (redirect to engineering): “We need to improve our code review culture and incident response norms for the engineering team.” Response: redirect to engineering-culture — this skill covers general team culture, not engineering-specific practices.

Anti-patterns (common failure modes)

1. Values as wall art — Writing aspirational values (“innovation”, “integrity”, “excellence”) without defining observable behaviors, decision rules, or anti-patterns. If a principle cannot be used to make a hard trade-off, it is not actionable.
2. Top-down culture decree — A leader writes the culture code alone and announces it. Culture articulation should start with listening (what’s already true, what’s not) and involve the team in refinement.
3. Culture fit as exclusion — Using “culture fit” to filter out people who are different rather than people who disagree on values. Replace “fit” language with observable behavioral standards that welcome diverse styles.
4. All principles, no enforcement — Defining norms but having no reinforcement mechanism (coaching, feedback, hiring signals, promotion criteria). Culture without consequences is suggestion.
5. Ignoring sacred cows — Avoiding the hard conversations about entrenched behaviors that contradict stated values. The culture snapshot must explicitly name sacred cows and decide whether to challenge or accept them.