What Makes a Good Team Culture?

When Team New Zealand were successful in winning the Louis Vuitton Cup in August 2013, the Sport and Recreation Minister Murray McCully congratulated them saying…

“Team New Zealand’s impressive run in the challenger series will stand them in good stead as they prepare to race Oracle for the America’s Cup next month.  Captain Dean Barker and the crew have remained composed and professional throughout the regatta, all the while maintaining a strong lead.  Luna Rossa, Team New Zealand’s design and training partners, have been gracious opponents and I am pleased to hear they have agreed to help Team New Zealand fine tune their boat as they attempt to regain the Auld Mug.”

You never hear Team New Zealand say anything detrimental against their team mates, stakeholders, or competitors, no matter how tough the going gets.  Their competitor, after losing against them, even offered to help them to prepare for their next challenge. This was a pretty generous offer from a rival that I am sure would never have been extended to other teams.

Later, despite losing against Oracle, their attitude didn’t change. To say they were  extremely disappointed is an understatement, (seeing Dean Barker in tears was felt by most New Zealanders)  but they still presented themselves professionally and respectfully and even humbly to the public and the general impression given is that would  carry through to their behaviour towards everyone around them out of the public eye too. 

So is that a culture to aspire too? How do you get that culture? Is it the organisation’s leader? Is it the people? Is it the vision created that everyone bought into?

Whatever the answer, it certainly seemed to work for Team New Zealand. New Zealand viewed their challenge as a success despite losing what they strived so hard for. That is no mean feat.