One proven framework to improve the culture of a Data Science Team
Culture eats strategy for breakfast, as they say.
Team Culture is hard to define. One could say it is the set of beliefs and values of the people in an organization. It influences what they do every day. But that definition might not do the idea of culture full justice.
Easier than to define it is to look at its consequences. Culture is what makes your team go the extra mile when it’s called for. Culture is what makes people think very hard before switching jobs because they have found a place that aligns with their interests and ambitions. Culture is what motivates people to go to work every day because they know they’re growing, learning and they feel acknowledged.
To form or change the culture of a team is tricky. You can’t prescribe a culture any more than you can prescribe trust or team spirit. But this doesn’t mean that you should give up if you’re not seeing the culture you want for your team.
Here are some pointers and a framework to build or mold the culture you want for your team.
To form is easier than to change
It is much easier to form a culture from scratch than to change an existing one.
Not only are people’s ways difficult to change, but culture is also self reinforcing. So more often than not the hiring practices of the past will have favored people with the same characteristics you now want to change.
If you’re forming a team and is day 0, know that cultural fit is one of the most important traits you’re looking for in candidates. If already have a team and need to do some changes, read on.
Lead with the example
There are few dealbreakers when it comes to culture, and this is one of them.
If you’re trying to foster collaboration, you can’t go around undermining other people in the organization. If you’re trying to build respect and a healthy environment, you shouldn’t be yelling at people every time there’s a problem.
Model the values and behaviors you wish to see in others.
Not only should you abide by the principles you want your team to embrace, you should set the bar higher for yourself.
ARC Framework
Once you have your team and you are modeling the behaviors you want to see, there’s one framework you can use to mold a culture.
The ARC framework states that:
Architecture + Routine = Culture
Where Architecture is the relationship structure of the organization. Both in terms of formal structure and in terms of more informal relationships (“so and so must always be informed when this happens”). And Routine is what happens every day. Processes, procedures, habits. How things get done. The regular meetings, the monthly feedback sessions, the end of year gatherings.
So if you want to influence the culture of your team a good place to start is its structure. Does the org chart reflect the needs of your operation as it stands now? Does it reflect the roles and responsibilities of the people or are there any overlooked or overdue promotions you need to get to?
Next, you should look at the routines. If there is a specific behavior you want to encourage then set up a routine to foster that. Want your team to stay up to date with advances in your field? Set up a seminar where people comment on recent papers. Want to foster more recognition for your team’s work? Set up a townhall or regular meeting where people can present their most recent or impactful work. More open dialogue? Set regular one on ones with your direct reports and ask they do the same with their team.
With these two components you can affect the values and belief systems of your team, making sure you promote what you feel is best for a team in any given situation.
The final element
Nothing here matters if you lack one key ingredient, and that is patience.
To change or build a culture is neither easy nor quick. And if you’re going to give it a try (and you should because if your culture is not up to the task then nothing else will matter) you should prepare yourself to stick to it for some time before you see results.
As with everything that requires patience, the best time to begin is right now.
