High-Performance Culture: Creating a Workplace Where People and Productivity Thrive

BY Mary Pieper | July 10, 2024

Some years ago, when Cameron Cozzens, CRO of the Arbinger Institute, met with a group of leaders at NASA, one of them described the challenges of getting human spaceflight to Mars. 

“He said, ‘It’s not the science that’s getting in our way. It’s the people stuff,’” Cozzens said during a recent From Day One webinar.  

The issues didn’t have anything to do with the ability of the NASA team, which was composed of the best astrophysicists and engineers in the world.

“What it really comes down to, and what a lot of leaders don’t get, is it’s not a performance problem, or a no communication problem or a workload problem,” said Lisa Sharapata, chief marketing officer of the Arbinger Institute. “It’s typically a culture problem.” 

There are many different definitions of workplace culture, but the Arbinger Institute defines it as “how people work together every day,” Sharapata said. So, when we really start to look at how you would fix these problems, how you would make these kinds of changes, we want to change how employees are approaching their work in relation to each other.”

Developing Leaders Who Empower Others

The Arbinger Institute, which provides leadership and professional development solutions that transform business culture for better performance and lasting results, has found that employees in organizations that prioritize leadership development are 4.5 times more satisfied with their culture, says Sharapata.

“On the flip side, they’re also experiencing fewer negative effects,” she said. “There’s fewer staff shortages and issues with morale or communication.”

Leadership development also prevents turnover, says Cozzens. “People don’t quit their jobs,” he said. “They quit their leader, they quit their boss, they quit their first line supervisor. And conversely, the more mature that employees become in the workforce, the more they understand the importance of finding a place where they feel seen and heard, and where their opinions matter.”

Developing self-awareness within the leadership team and fostering a culture of collaboration where people are open and receptive to each other’s ideas “will start to enhance productivity and create less friction and stress,” Sharapata said. “It’s a mindset that’s going to create more of that outwardness rather than inwardness.”

The Importance of Team Performance Training

Cameron C. Cozzens of the Arbinger Institute led the webinar (company photo)

Employees who are encouraged to participate in team performance training are twice as likely than others to work for companies that saw a significant revenue increase over the past year and three times more likely to describe their company as highly adaptable in times of change, says Cozzens.

Bridging the performance perception gap is a key component of team performance training. The Arbinger Institute’s research shows a gap between how employees see their own performance and behaviors and how they would rank the performance and behaviors of those on their teams.

“Everybody is waking up in the morning, thinking that the problem in their organization is not with them,” he said. “The challenge is how do you invite change in these people?”

“Really being aware of others’ goals, objectives, challenges, what they're trying to accomplish every day starts to impact the ultimate objectives of the organization and what you're working towards,” she said.

Fostering a Culture of Inclusion

An inclusive culture with a strong sense of psychological safety sparks collaboration and creativity, says Cozzens. According to the Arbinger Institute's research, 97% of employees encouraged to participate in inclusion training feel more comfortable taking on new challenges.

However, when inclusion training is “calling people out, focusing on their behavior and how they should modify their behavior and telling people what to do, or having them memorize definitions of things, it’s highly ineffective.”

Instead, it should be about “inviting people to participate in dialogue and getting to these authentic, real, vulnerable stories where you can really start to unpack what you're bringing to the table and understand the person next to you.”

Editor's note: From Day One thanks our partner, the Arbinger Institute, for sponsoring this webinar.

Mary Pieper is a freelance writer based in Mason City, Iowa.

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