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The Culture Code: The Secrets of Highly Successful Groups

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The Culture Code: The Secrets of Highly Successful Groups Kindle Edition

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NEW YORK TIMES BESTSELLER • The author of The Talent Code unlocks the secrets of highly successful groups and provides tomorrow’s leaders with the tools to build a cohesive, motivated culture.

“A truly brilliant, mesmerizing read that demystifies the magic of great groups.”—Adam Grant, author of Think Again

A BLOOMBERG AND LIBRARY JOURNAL BEST BOOK OF THE YEAR

Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?

In The Culture Code, Daniel Coyle goes inside some of the world’s most successful organizations—including the U.S. Navy’s SEAL Team Six, IDEO, and the San Antonio Spurs—and reveals what makes them tick. He demystifies the culture-building process by identifying three key skills that generate cohesion and cooperation, and explains how diverse groups learn to function with a single mind. Drawing on examples that range from Internet retailer Zappos to the comedy troupe Upright Citizens Brigade to a daring gang of jewel thieves, Coyle offers specific strategies that trigger learning, spark collaboration, build trust, and drive positive change. Coyle unearths helpful stories of failure that illustrate what not to do, troubleshoots common pitfalls, and shares advice about reforming a toxic culture. Combining leading-edge science, on-the-ground insights from world-class leaders, and practical ideas for action, The Culture Code offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.

Culture is not something you are—it’s something you do. The Culture Code puts the power in your hands. No matter the size of your group or your goal, this book can teach you the principles of cultural chemistry that transform individuals into teams that can accomplish amazing things together.

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Popular Highlights in this book

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I’m giving you these comments because I have very high expectations and I know that you can reach them.
Highlighted by 9,421 Kindle readers
Jonathan’s group succeeds not because its members are smarter but because they are safer.
Highlighted by 7,487 Kindle readers
Cohesion happens not when members of a group are smarter but when they are lit up by clear, steady signals of safe connection.
Highlighted by 7,446 Kindle readers
Group performance depends on behavior that communicates one powerful overarching idea: We are safe and connected.
Highlighted by 5,845 Kindle readers

From the Publisher

Adam Grant says “Coyle has produced a brilliant read that demystifies the magic of great groups.”

Laszlo Bock says “Whether you lead a team or are a team member, this book is a must-read.”

Editorial Reviews

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Advance praise for The Culture Code

“I’ve been waiting years for someone to write this book—I’ve built it up in my mind into something extraordinary. But it is even better than I imagined. Daniel Coyle has produced a truly brilliant, mesmerizing read that demystifies the magic of great groups. It blows all other books on culture right out of the water. Read it immediately.”—Adam Grant, New York Times bestselling author of Option B, Originals, and Give and Take

“If you want to understand how successful groups work—the signals they transmit, the language they speak, the cues that foster creativity—you won’t find a more essential guide than The Culture Code. This book is a marvel of insight and practicality.”—Charles Duhigg, New York Times bestselling author of The Power of Habit and Smarter Faster Better

“The Culture Code is a step-by-step guidebook to building teams that are not just more effective but happier. Whether you lead a team or are a team member, this book is a must-read.”—Laszlo Bock, CEO of Humu, former SVP of People Operations at Google, and author of Work Rules!

“Daniel Coyle has a gift for demystifying elite performance and breaking it down into empirical facts. This is indispensable for anyone looking to lead, build, or find an elite culture.”—Rich Diviney, retired Navy SEAL Officer and director of outreach for the Barry-Wehmiller Leadership Institute

“There are profound ideas on every single page, stories that will change the way you work, the way you lead, and the impact you have on the world. Highly recommended, an urgent read.”—Seth Godin, author of Linchpin

About the Author

Daniel Coyle is the New York Times bestselling author of The Talent Code, The Little Book of Talent, The Secret Race, Lance Armstrong’s War, and Hardball: A Season in the Projects. Coyle, who works as an advisor to the Cleveland Indians, lives in Cleveland, Ohio, during the school year and in Homer, Alaska, during the summer with his wife, Jen, and their four children.

Excerpt. © Reprinted by permission. All rights reserved.

Introduction When Two Plus Two Equals Ten

Let’s start with a question, which might be the oldest ques- tion of all: Why do certain groups add up to be greater than the sum of their parts, while others add up to be less?
A few years ago the designer and engineer Peter Skillman held a competition to find out. Over several months, he as- sembled a series of four-person groups at Stanford, the Uni- versity of California, the University of Tokyo, and a few other places. He challenged each group to build the tallest possible structure using the following items:

• twenty pieces of uncooked spaghetti
• one yard of transparent tape
• one yard of string
• one standard-size marshmallow

The contest had one rule: The marshmallow had to end up on top. The fascinating part of the experiment, however, had less to do with the task than with the participants. Some of the teams consisted of business school students. The oth- ers consisted of kindergartners.
The business students got right to work. They began talk- ing and thinking strategically. They examined the materials.

They tossed ideas back and forth and asked thoughtful, avvy questions. They generated several options, then honed he most promising ideas. It was professional, rational, and ntelligent. The process resulted in a decision to pursue one particular strategy. Then they divided up the tasks and tarted building.
The kindergartners took a different approach. They did not strategize. They did not analyze or share experiences. They did not ask questions, propose options, or hone ideas. n fact, they barely talked at all. They stood very close to one another. Their interactions were not smooth or orga- nized. They abruptly grabbed materials from one another and started building, following no plan or strategy. When hey spoke, they spoke in short bursts: “Here! No, here!” Their entire technique might be described as trying a bunch of stuff together.
If you had to bet which of the teams would win, it would not be a difficult choice. You would bet on the business school tudents, because they possess the intelligence, skills, and ex- perience to do a superior job. This is the way we normally hink about group performance. We presume skilled individ- uals will combine to produce skilled performance in the same way we presume two plus two will combine to produce four. Your bet would be wrong. In dozens of trials, kindergart- ners built structures that averaged twenty-six inches tall, while business school students built structures that averaged
ess than ten inches.*

Teams of kindergartners also defeated teams of lawyers (who built towers hat averaged fifteen inches) as well as teams of CEOs (twenty-two inches).

The result is hard to absorb because it feels like an illusion. We see smart, experienced business school students, and we find it difficult to imagine that they would combine to produce a poor performance. We see unsophisticated, inexperienced kindergartners, and we find it difficult to imagine that they would combine to produce a successful perfor- mance. But this illusion, like every illusion, happens because our instincts have led us to focus on the wrong details. We focus on what we can see—individual skills. But individual skills are not what matters. What matters is the interaction. The business school students appear to be collaborating, but in fact they are engaged in a process psychologists call status management. They are figuring out where they fit into the larger picture: Who is in charge? Is it okay to criticize someone’s idea? What are the rules here? Their interactions appear smooth, but their underlying behavior is riddled with inefficiency, hesitation, and subtle competition. Instead of focusing on the task, they are navigating their uncertainty about one another. They spend so much time managing sta- tus that they fail to grasp the essence of the problem (the marshmallow is relatively heavy, and the spaghetti is hard to secure). As a result, their first efforts often collapse, and they
run out of time.
The actions of the kindergartners appear disorganized on the surface. But when you view them as a single entity, their behavior is efficient and effective. They are not competing for status. They stand shoulder to shoulder and work ener- getically together. They move quickly, spotting problems and offering help. They experiment, take risks, and notice outcomes, which guides them toward effective solutions.

The kindergartners succeed not because they are smarter but because they work together in a smarter way. They are apping into a simple and powerful method in which a group of ordinary people can create a performance far beyond the um of their parts.
This book is the story of how that method works.

Group culture is one of the most powerful forces on the planet. We sense its presence inside successful businesses, hampionship teams, and thriving families, and we sense when it’s absent or toxic. We can measure its impact on the bottom line. (A strong culture increases net income 756 percent over eleven years, according to a Harvard study of more han two hundred companies.) Yet the inner workings of ulture remain mysterious. We all want strong culture in our organizations, communities, and families. We all know that t works. We just don’t know quite how it works.
The reason may be based in the way we think about cul- ure. We tend to think about it as a group trait, like DNA. Strong, well-established cultures like those of Google, Dis- ney, and the Navy SEALs feel so singular and distinctive that hey seem fixed, somehow predestined. In this way of think- ng, culture is a possession determined by fate. Some groups have the gift of strong culture; others don’t.
This book takes a different approach. I spent the last four years visiting and researching eight of the world’s most suc- essful groups, including a special-ops military unit, an nner-city school, a professional basketball team, a movie studio, a comedy troupe, a gang of jewel thieves, and others.* I found that their cultures are created by a specific set of skills. These skills, which tap into the power of our social brains to create interactions exactly like the ones used by the kindergartners building the spaghetti tower, form the structure of this book. Skill 1—Build Safety—explores how signals of connection generate bonds of belonging and iden- tity. Skill 2—Share Vulnerability—explains how habits of mutual risk drive trusting cooperation. Skill 3—Establish Purpose—tells how narratives create shared goals and values. The three skills work together from the bottom up, first building group connection and then channeling it into ac- tion. Each part of the book is structured like a tour: We’ll first explore how each skill works, and then we’ll go into the field to spend time with groups and leaders who use these methods every day. Each part will end with a collection of concrete suggestions on applying these skills to your group. In the following pages, we’ll spend time inside some of the planet’s top-performing cultures and see what makes them tick. We’ll take a look inside the machinery of the brain and see how trust and belonging are built. Along the way, we’ll see that being smart is overrated, that showing fallibility is crucial, and that being nice is not nearly as important as you might think. Above all, we’ll see how leaders of high-performing cultures navigate the challenges of achieving excellence in a fast-changing world. While successful culture can look and feel like magic, the truth is that t’s not. Culture is a set of living relationships working toward a shared goal. It’s not something you are. It’s something you do.

* I chose groups using the following qualifications: (1) they had performed in the top 1 percent of their domain for at least a decade (where applicable);
(2) they had succeeded with a range of different personnel; (3) their culture had been admired by knowledgeable people across their industry and be- yond. To help guard against selection bias, I also looked at many cultures that weren’t so successful (see page 40 for an example).

Product details

ASIN ‏ : ‎ B01MSY1Y6Z
Publisher ‏ : ‎ Bantam (January 30, 2018)
Publication date ‏ : ‎ January 30, 2018
Language ‏ : ‎ English
File size ‏ : ‎ 2447 KB
Text-to-Speech ‏ : ‎ Enabled
Screen Reader ‏ : ‎ Supported
Enhanced typesetting ‏ : ‎ Enabled
X-Ray ‏ : ‎ Enabled
Word Wise ‏ : ‎ Enabled
Sticky notes ‏ : ‎ On Kindle Scribe
Print length ‏ : ‎ 260 pages
Page numbers source ISBN ‏ : ‎ B0CBFZTG7S

Best Sellers Rank: #39,356 in Kindle Store (See Top 100 in Kindle Store)
- #14 in Business Teams
- #24 in Social Psychology & Interactions
- #47 in Business Leadership

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Daniel Coyle

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Daniel Coyle is the New York Times best-selling author of the The Culture Code, The Secret Race, The Little Book of Talent, The Talent Code, Lance Armstrong's War, Hardball: A Season in the Projects and the novel Waking Samuel. Winner (with Tyler Hamilton) of the 2012 William Hill Sports Book of the Year Prize, he is a contributing editor for Outside magazine, and also works a special advisor to the Cleveland Guardians. Coyle lives in Cleveland, Ohio during the school year and in Homer, Alaska, during the summer with his wife Jen, and their four children.

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Beguiled By Books

Short, easy, helpful workplace book!

Reviewed in the United States on July 21, 2023

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Since I do most of my reading on a Kindle, my TBR pile is often misleading. I don’t usually have an order to what I read, and I frequently forget when or why I purchased a book. As I looked at the cover of The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle on my Kindle, I had no recollection of when or why I bought the book. I was pleasantly surprised.

Coyle begins by talking about culture and what it meant in the early days of human history. He then explains how our brains are still wired to respond to culture in the same ways – emotional, physical, and psychological safety – even though we are now at work instead of in hunter-gatherer nomadic groups.

The Culture Code shares interviews with several people who have built outstanding teams and cultures, from Google to Dave Cooper, the unofficial father of the SEALs. Several conversations with Cooper show how emotional, physical, and psychological safety in groups creates cohesion, action, and adaptability within those groups.

“Make Sure the Leader Is Vulnerable First and Often: As we’ve seen, group cooperation is created by small, frequently repeated moments of vulnerability. Of these, none carries more power than the moment when a leader signals vulnerability. As Dave Cooper says, I screwed that up are the most important words any leader can say.”

Coyle shares Cooper’s program of AARs – After Action Reviews – with his team and how candor is the most crucial part of building a successful culture. It’s not about positivity, cheerleading, or a you-can-do-anything attitude. Creating a culture is about modeling the behavior you want to see and not punishing it when you see it.

There are many helpful tips for leaders within these pages. It’s also worth noting that the subtext of Coyle’s The Culture Code shows that everyone and anyone can be a leader. Leadership isn’t about authority, titles, or deference to another person; it’s about honesty, vulnerability, and consistency.

Having read a fair few books on companies, teams, and organizational culture, I thoroughly enjoyed the book. I appreciate the punchiness of the book. Too many books on team culture highlight tired stories of achievement in the 1950s or focus on one particular success story that is unlikely to be repeatable at another company. Coyle shows real examples and the themes that tie Google and the Navy SEALs together in a flexible, repeatable way. I look forward to instilling some of the techniques where I work.

10 people found this helpful

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Amazon Customer

Awesome

Reviewed in the United States on March 23, 2024

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Great read, informational, heart tugging & life altering. The case studies & indepth detail gave multiple examples on how to change culture in a healthy way.
Thank you

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Wally Bock

A Great book with helpful insights, but there's a glitch or two

Reviewed in the United States on April 24, 2018

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There are a lot of books about culture and how to create a strong and healthy one. Daniel Coyle knew that a strong and effective culture is part of the secret sauce of successful organizations. He knew that “A strong culture increases net income 756 percent over 11 years, according to a Harvard study of more than 200 companies.” He thought he could look at strong cultures in a different way and write a book about it. Here’s how he puts it.

“I spent the last four years visiting and researching eight of the world’s most successful groups, including a special-ops military unit, an inner-city school, a professional basketball team, a movie studio, a comedy troupe, a gang of jewel thieves, and others. I found that their cultures are created by a specific set of skills”

Coyle started with a definition of culture that’s a little bit different than the norm. He says, “Culture is a set of living relationships working toward a shared goal. It’s not something you are, it’s something you do.”

So, what is it that you do? What do people in organizations that create strong cultures do that their peers in other organizations don’t do?

Coyle organizes the book into three sections, each one of which relates to a specific skillset. The three skills are: build safety; share vulnerability; and establish purpose.

There are several chapters about each skill. There’s a good mix of stories and studies. Coyle chooses his examples carefully and tells their stories well. He doesn’t use bullet points or frequent summaries, so sometimes you will work to tease out his meaning. You can get a sense of this if you review my highlights from the Culture Code on Goodreads.

Most business authors put summaries of key points or action steps at the end of every chapter. Coyle doesn’t. Instead, he includes a chapter at the end of every section, titled “Ideas for Action.” That chapter functions as a review of the other chapters in the section. I think that’s a good device, but I’d rather he also put his key points at the end of every chapter.

Coyle’s a good storyteller and he makes it a point to try to tell stories you may have heard before from an angle where you haven’t seen them before. One of those stories is the story about Tylenol and its credo. Another is the story of the founding of Pixar.

In telling those stories, Coyle leaves out some interesting and potentially helpful things. For example, he tells us about the meeting where Johnson & Johnson executives reviewed the company’s credo to see if it should be revised. We know there was a meeting. But Coyle never tells us whether they changed the credo or not at that meeting. He simply jumps ahead to the Tylenol crisis, where the credo became guiding principles for one of the most successful disaster recovery examples ever.

Then, there’s the story of Ed Catmull and Pixar. Coyle says, “If you set out to design a life that represented the perfect merger of art and science, you might design one that looks like Catmull’s.” Then, just below, after mentioning a little bit about Catmull’s parents and his early interests, he says “After college, he landed a job with George Lucas…”

Well yes, it was, technically, “after college,” but it was a full five years after Catmull got his PhD. And, after talking about the life as a model for the perfect merger of art and science, Coyle leaves out the fact that in his pre-Lucas and pre-Pixar days, Ed Catmull worked on projects for ARPA during the time he was working as a physicist.

Those are important things to know if you want to learn how Ed Catmull developed into the manager he is today. You can learn more about them in his book, Creativity, Inc, about his life and Pixar.

Special Note

Chapters 15 and 16 are worth reading, even if you skip everything else. Chapter 15 is “How to Lead for Proficiency” while chapter 16 is “How to Lead for Creativity.” The two skills are different and which one you choose as a manager will determine what values you treasure and what kinds of performance you optimize.

In A Nutshell

This is a book that will help you create a strong and supportive culture where you are. There are problems with the book, but they’re not big enough or consistent enough to really detract from the value. If you want to learn about how to create and maintain a positive and strong culture in your team or organization, buy and read The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle.

326 people found this helpful

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C. Smith

Extremely Practical

Reviewed in the United States on December 30, 2023

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Often, books of this nature tend to overflow with clichéd sayings and lofty aspirations that lack practicality. However, I discovered this particular book to be relatable, brimming with actionable ideas and material that I could readily implement in my life. Its content transcended mere ideals, offering tangible steps I could apply immediately.

One person found this helpful

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Amazon Customer

The best book on teams

Reviewed in the United States on March 15, 2024

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If you have a team you are leading, get this book. You’ll be better (equipped) to manage the job and understand what good teams do and don’t do. Implementing is the hard part!

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L Hamlet

Fascinating stories and analysis!

Reviewed in the United States on March 13, 2024

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I dug into this with a book club at work (tech company.) It was an enjoyable read, even more so at a measured pace, as I could take it all in. The author analyzed leaders, groups, and companies that have collaborated to attain at least momentary cultural greatness. I hope this enables future leaders to better aim at the sustainability of that greatness.

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Amazon Customer

Must read for any leader

Reviewed in the United States on March 9, 2024

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This is one of just a couple books I highly recommend for leaders. A compelling case for some simple ideas.

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bruna

Excelente abordagem e comparações!

Reviewed in Brazil on December 28, 2023

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O autor compara grupos de bebês, com executivos de uma maneira impressionante e nos mostra que as vezes, ter títulos é menos importante do que fazer o básico.

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Ruben López

Llegó en tiempo y en excelentes condiciones.

Reviewed in Mexico on March 12, 2023

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Libro muy agradable e interesante.

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Krutik

This book taught how we to grow any group of people so that they achieve their goal

Reviewed in India on April 17, 2024

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Bronwyn Townsend

A must read!

Reviewed in the United Kingdom on December 29, 2023

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An amazing collection of stories illustrating the power of culture.

Nicola Sfondrini

Unlocking the Secrets to Highly Successful Groups and Transforming Your Team Dynamics

Reviewed in Italy on May 8, 2023

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📘 Introduction: "The Culture Code: The Secrets of Highly Successful Groups" is a thought-provoking and insightful book by Daniel Coyle that delves deep into the characteristics and behaviors that define highly successful groups and teams. Drawing from extensive research and real-life examples, Coyle provides actionable insights and strategies that readers can use to create a strong, cohesive, and high-performing team culture. This book is a must-read for leaders, managers, and anyone who wants to build and maintain a thriving group dynamic in any context.

🎯 Key strengths of the book:

🔬 Well-researched and evidence-based: Coyle's book is grounded in rigorous research, featuring numerous case studies and examples from various industries and domains to demonstrate the effectiveness of the principles and strategies he presents.

💡 Actionable insights and strategies: "The Culture Code" provides readers with practical and actionable insights that can be applied to create a strong and cohesive team culture, regardless of the specific context or industry.

🌟 Engaging and relatable storytelling: The book is filled with engaging and relatable stories that illustrate the key principles and strategies, making the content both enjoyable to read and easy to understand.

📚 Comprehensive and well-organized: Coyle covers a wide range of topics related to team culture and group dynamics, organizing the content into clear and concise sections that make the book easy to navigate and reference.

🌍 Applicability to various contexts: The principles and strategies presented in "The Culture Code" can be applied to a wide range of contexts, from small teams and startups to large corporations and non-profit organizations.

📌 Notable highlights of the book:

• The three key elements of highly successful group cultures: building safety, sharing vulnerability, and establishing purpose.
• Strategies for creating psychological safety within teams, fostering trust, and encouraging open communication and collaboration.
• The importance of embracing vulnerability and promoting a culture of learning from mistakes and failures.
• Techniques for crafting a shared sense of purpose and aligning team members around common goals and values.
• Real-world examples and case studies of successful group cultures, including the San Antonio Spurs, Pixar Animation Studios, and the Navy SEALs.

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