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After watching this video, you will be able
to identify relevant statements for measuring

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team culture.
At first, it may seem that measuring your

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team’s culture would be hard, but it doesn’t
have to be.

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I want to share with you a set of statements
developed by Dr. Nicole Forsgren when she

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was the CEO and Chief Scientist at DevOps
Research and Assessment (DORA).

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These are culture statements for measuring
the teams on a scale of 7, strongly agree,

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to 1, strongly disagree.

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On my team, information is actively sought.

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Do you strongly agree or strongly disagree?

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By “information” we are referring to people
being curious about why things happen.

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On my team, failures are learning opportunities
and messengers are not punished.

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We’ve all heard the term “don’t shoot
the messenger.”

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People are not going to be open and honest
about reporting what’s really going on if

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they think they will be punished for uncovering
something unpopular.

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This goes even further than that.

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Instilling in your team the notion that “every
failure is a learning opportunity” is critical

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for fostering a culture of experimentation
where it’s okay if experiments fail.

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It’s also getting at the heart of something
bigger.

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No one comes to work wanting to bring down
production, but occasionally it happens.

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It is not the person who failed but rather
the system that failed the person.

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What could have been done to give that person
better information or better training or fix

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whatever it was in the system that failed
them?

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What this question is really asking is, “Do
you have a blameless culture?”

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It is very difficult to foster a blameless
culture, which is why it is critical to ask

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questions about it.

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On my team, responsibilities are shared.

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This is measuring the feeling that we are
all in this together, right?

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There is no such thing as a “hole on your
side of the boat.”

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When things blow up, everyone pitches in to
solve the problem or clean up the mess.

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On my team, cross-functional collaboration
is encouraged and rewarded.

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This goes back to the measurement system.

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Are people be measured on being collaborators
or are people being rewarded for being lone

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contributors?

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Remember, you get what you measure.

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This question measures whether people feel
they are being rewarded and thus encouraged

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to collaborate.

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On my team, failure causes inquiry.

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Again, this is not a “who done it” inquiry
but rather a “where did the system fail

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the people” inquiry.

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What was the root cause, and how can we prevent
it from happening again?

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This is also about continuous improvement.

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How can we learn from failures and get better?

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On my team, new ideas are welcomed.

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This is critical for ideas to flow openly.

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Do people feel their input and ideas
are listened to, or are they getting shut

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down or paid “lip service?”

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You can tell a lot about the health of your
team dynamics by understanding if everyone

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feels welcome and contribute their ideas.

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You may feel that it is difficult to measure
your team’s culture, but really, I like

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Nicole’s approach and wanted to share it with
you.

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In this video, you learned:
You can rate statements developed by Dr. Nicole

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Forsgren to measure your team’s culture
including statements about information, failures,

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collaboration, and new ideas