New team, right footing
Culture, employment basics and hybrid multi-agency teams.
Around four hours on a new team's right footing: building culture, trust and safety, recruitment law and pre-employment checks, pay and working time, hybrid teams and multi-agency teaming.
- Level
- Focus
- Learning time
- 4 hours
- Where
- Leading people
- Price
- £69
When you step up to a higher level, what you paid in the last 12 months for lower-level courses inside the bigger course comes off its price, in proportion to how much of each is inside it, whichever topic it's from. Courses at the same or a lower level don't give credit against each other. A Focus course or above always costs at least £15. Read the full terms
Certificate of Completion, or Certificate of Completion and Assessment with a short assessment
Overview and Outcomes.
Who It's For
Managers setting up new, hybrid or multi-agency teams in public services and the voluntary sector
Overview
Culture is decided by precedent, one decision at a time, and a new team writes its precedents quickly. Part of the Immerse Starting from scratch, this Focus starts with Schein's embedding mechanisms, then trust and safety through Edmondson's three moves, Coyle's belonging cues and Sutton on the cost of one difficult senior person. It turns to the law, from equality protections for applicants and lawful pre-employment checks to the National Minimum Wage, the Working Time Regulations and equal pay. Its final part covers virtual and hybrid teams, drawing on swift trust and GitLab's handbook, and multi-agency teaming, from Edmondson's teaming to Ancona and Caldwell's boundary spanning.
Aims
The overall aim is to help managers set the precedents they want repeated: shaping culture through everyday decisions, getting recruitment, pay and working time right from the outset and designing a working rhythm for a team that rarely shares a room or a single employer.
In summary, you will be able to:
- Use Schein's embedding mechanisms and Edmondson's three moves to set healthy cultural precedents in a new team.
- Apply equality protections, pre-employment checks, minimum wage and working time rules to get the employment basics right.
- Design a working rhythm for a hybrid or multi-agency team using swift trust and boundary spanning.
What you'll develop
Through this Focus course, you will build the ability to:
- Identify Schein's embedding mechanisms, both day to day and through systems, and explain why they shape culture more than formal statements.
- Explain what psychological safety is and is not, and how it combines with high standards to create a learning zone.
- Identify how affinity and confirmation bias shape selection decisions and use structured, evidence-based interviewing to reduce them.
- Identify how local decisions on working time, deductions and unpaid tasks can bring a worker's average pay below the legal minimum.
- Explain swift trust and how reliable behaviour sustains trust at a distance.
- Explain Edmondson's teaming and its four behaviours, and the three pillars of the team of teams model.
- Plan a culture change that builds on existing strength and avoids the four common reasons culture change fails.
- Apply Edmondson's three moves and Coyle's three skills to build safety and belonging in your own team.
Built from 3 parts.
4 hours of learning.
- 01Trust at the heartCulture change, mergers and psychological safetyBitesize · Culture in Organisations2 modules
- 02Starting on the right footRecruitment law, pay, hours and holidaysBitesize · People Management and Employment Law2 modules
- 03Across distance and boundariesHybrid teams and multi-agency workingBitesize · Team Development2 modules