building-team-culture
refoundai/lenny-skills
Build strong team culture by articulating values, creating psychological safety, and designing for decentralized decision-making.
What is building-team-culture?
This skill helps you develop and sustain team culture using frameworks from 138 product leaders. Use it when defining team values, creating psychological safety, onboarding to new teams, navigating cultural change, or establishing norms for distributed teams.
- Diagnose current cultural state and identify gaps between aspirational and actual values
- Articulate existing culture by documenting behaviors of high performers rather than inventing new values
- Design culture as a decentralized decision-making guide for when leadership isn't present
- Build psychological safety through active listening and trust-building
- Challenge cultural artifacts that prevent product evolution and innovation
- Create living culture documents that evolve as you learn what actually works
How to install building-team-culture
npx skills add https://github.com/refoundai/lenny-skills --skill building-team-cultureHow to use building-team-culture
- 1.Understand your context by identifying team size, stage, and whether the team is remote or in-person
- 2.Ask diagnostic questions about current behaviors, decision-making, and how new hires learn your culture
- 3.Focus on articulating what's already working rather than inventing aspirational values
- 4.Document specific behaviors and examples that illustrate your values, not abstract principles
- 5.Design your culture to guide decisions when leadership isn't present, especially for distributed teams
- 6.Create a living culture document and update it as you learn what actually works versus what sounds good
Use cases
- Defining core values and behaviors for a growing startup or scaling team
- Establishing norms and communication patterns for a newly remote or distributed team
- Onboarding leaders to a new organization by understanding existing cultural cues
- Diagnosing why a team feels misaligned and rebuilding trust after conflict
- Refreshing stagnant culture by identifying and challenging outdated practices
- Founders and CEOs building company culture
- Engineering and product leaders managing team dynamics
- People/HR leaders designing onboarding and cultural programs
- New managers or leaders joining established teams
- Teams transitioning from co-located to distributed work
building-team-culture FAQ
Focus on articulation over creation. Document the attributes of people who make others happy and successful. Culture already exists—your job is to describe it, not invent it.
Remote teams need explicit cultural transmission that co-located teams get implicitly. Use in-person gatherings to reinforce cultural cues, and design culture as a decentralized decision-making guide so people know how to act when leadership isn't around.
Values are abstract principles like 'innovation.' Behaviors are specific, observable actions that demonstrate those values. Culture documents must include concrete examples of what behaviors look like in practice.
Regularly review your culture code against actual decisions and behaviors. Update it when you discover what truly works versus what you initially thought would work. Make it a living document.
Prioritize active listening and empathy, especially when joining a new team. Listen before making changes. Build trust first, then teams will feel safe giving honest feedback and challenging ideas.
Full instructions (SKILL.md)
Source of truth, from refoundai/lenny-skills.
name: building-team-culture description: Help users build and maintain strong team culture. Use when someone is defining team values, creating psychological safety, onboarding to a new team, navigating cultural change, or building distributed team norms.
Building Team Culture
Help the user build and sustain high-performing team culture using frameworks from 138 product leaders who have shaped cultures at companies from startups to Google and Airbnb.
How to Help
When the user asks for help with team culture:
- Understand the context - Ask about team size, stage, remote vs in-person, and what triggered the culture question
- Diagnose the current state - Identify whether the issue is definition, communication, or enforcement of culture
- Focus on articulation over creation - Help them describe what's already working rather than inventing new values
- Design for decentralized decisions - Ensure culture can guide behavior when leadership isn't present
Core Principles
Articulate, don't create
Dharmesh Shah: "Culture actually already exists... what I'm really trying to do is kind of describe the culture that's there. It's not creating culture, it's articulating the culture." Document the attributes of people who make others happy and successful.
Culture is for when the boss isn't around
Chip Conley: "Culture is what happens around here when the boss is not around. The more distributed a company, the more culture is important." Use culture as a decentralized decision-making guide, especially for remote teams.
Replace management with coaching
Cam Adams: "We don't really have managers, but everyone at Canva has a coach. They're constantly working with you to look at your skills, but also when it might be time to move on to the next level." Coaches focus on skill development and career trajectory, not task oversight.
Earn trust before inflicting change
Katie Dill: "It can be hard to bring feedback forward like that. So it was an extremely valuable learning experience. I took from that to then immediately shift how I was operating." Prioritize listening over "coming in swinging" when joining a new team.
Challenge sacred cows to cure stagnation
Kayvon Beykpour: "We wanted to change the lack of ambition, the lack of creativity, the lack of customers feeling that the product had changed at all." Identify and challenge cultural artifacts that prevent product evolution.
Use culture as a talent magnet
Chip Conley: Culture attracts the right people and repels the wrong ones. Prioritize in-person gatherings for remote teams to reinforce cultural cues that can't be transmitted digitally.
Make culture a living document
Dharmesh Shah: Create a "Culture Code" that acts as an operating system for the company. Update it as you learn what actually works versus what sounds good.
Psychological safety enables feedback
Katie Dill: Building trust through active listening and empathy is the foundation for organizational change. Teams won't give honest feedback if they don't feel safe.
Questions to Help Users
- "What behaviors do you see in your highest performers that you wish everyone exhibited?"
- "When has someone made a decision you disagreed with but couldn't fault their reasoning?"
- "What happens when someone fails publicly on your team?"
- "How do new hires learn 'how things work around here'?"
- "What decision would be made differently if you weren't in the room?"
Common Mistakes to Flag
- Inventing aspirational values - Culture documents should describe what already works, not what you wish were true
- Values without behaviors - "We value innovation" is meaningless without specific examples of what that looks like in practice
- Over-engineering for small teams - Startups need shared understanding, not formal culture playbooks
- Ignoring the distributed challenge - Remote teams need explicit cultural transmission that co-located teams get implicitly
- Leadership-culture mismatch - Functional orgs require active leadership tiebreaking; if the CEO is hands-off, culture can't fill the gap
Deep Dive
For all 212 insights from 138 guests, see references/guest-insights.md
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- Writing Job Descriptions
- Conducting Interviews
- Evaluating Candidates
- Onboarding New Hires
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