Culture in an organization can either be a great asset or a liability. This side is meant to contrast what we believe are nurturing behaviors with those that we think are damaging.

1. Co-Produced by Fred Mouawad and the Taskworld Team.
DAMAGING
NURTURING
vs.
Culture

2. Improving how the world collaborates—one task at a time
www.taskworld.com
Copyright © 2014 Fred Mouawad. All rights reserved.
WE EMBRACE GREATNESS
IN EVERYTHING WE DO.
IT'S EVERYONE'S RESPONSIBILITY.
IF IT ISN'T GREAT,
WE DO SOMETHING ABOUT IT.

3. RAISE PROBLEMS
HEALTHY DEBATE
FEEDBACK FOR CONTINUOUS
IMPROVEMENT
DATA DRIVEN
PASSIONATE AND ENGAGED
COMMITTED
HAVE FUN
ENERGIZE
CARE AND RESPECT
USER CENTRIC
NURTURING VS. DAMAGING CULTURE
CLARIFY
INNOVATE
TEACH
LEARN
21
23
25
27
11
13
15
17
19
1
3
5
9
7
CONTENTS
At Taskworld, we are committed to embracing greatness in
everything we do. It’s everyone’s responsibility. If it isn’t great
we do something about it. In order for our teams to embrace a
culture of continuous greatness, we have defined the behaviors
and principles we deem nurturing vs. those that are damaging. We
encourage all our team members to live by the nurturing principles
and remain avidly aware of what we deem damaging, so if we find
ourselves on the bad side, we can pivot and improve. In this
illustrated guide, we have visually portrayed the nurturing vs.
the damaging behaviors. We also added a statement of what goes
on in the mind when thinking about the positive vs. the negative
behaviors. We believe in improving ourselves in order to improve
our teams, our company, and the applications we create. It’s greatness
from within that drives us to impact the outside world. It’s our aim
to improve how the world collaborates—one task at a time.
PAGE

4. Adding value to users is top priority. We collect user information
as best as we can using multiple methods. We are also users of
our system.
NURTURING
Culture
Building internal groups that are focused on
advancing their own interests regardless of
what users really value.
DAMAGING
Culture
21
User
Centric
“We put our users at the center of what we do and figure how to add the most
value to them.”
“We care about great technology without considering
what users value. We don’t need to listen as we know
best.”

5. DAMAGING
Culture
43
Clarity in regards to what it takes to win.
NURTURING
Culture
Clarify
Uncertainty about what is being done and why.
“We need to identify clear targets that add the most value
to the company within existing context and resources.”
“Team is confused and not motivated as they lack confidence about
what is being done. They are not confident about the direction and
don’t find meaning in what they do.”

6. 65
DAMAGING
Culture
Innovating fast to stay ahead.
NURTURING
Culture
Innovate
Satisfied with status quo.
“We need to build internal capabilities to
improve and delight our users in new and
differentiated ways.”
“We are in a good position. We can copy later.”

7. Learn
NURTURING
Culture
Always eager to learn.
Already above average.
There is no need to learn more.
DAMAGING
Culture
8
“If I am better I personally benefit
and can contribute more to
the mission of the company.”
“Let me focus on my work. I am good enough.”
7

8. DAMAGING
Culture
109
Eager to Teach.
NURTURING
Culture
It's best to keep what I know to myself.
Teach
"If I help others grow, I make a positive contribution to
my team mates and in the process learn more. In addition
as a team, we become more competitive."
“It's best to keep it to myself so management
can notice me and promote me ahead of others.”

9. 1211
We are passionate about our job and believe in what we do.
NURTURING
Culture
Passionate
and
Engaged
Disengaged. No passion. Misalignment with team.
DAMAGING
Culture
“We believe and love what we do.” “Because I don't believe in what we do, I am not putting my heart into
my work. I would like to prove others they are wrong so I don't mind if we fail.”

10. Committed to our goals and to our colleagues.
NURTURING
Culture
Committed
Personal focus and disregard to colleagues and team goals.
DAMAGING
Culture
1413
“We are committed to our goals and to our colleagues.”
“I don’t care about the commitment made to goals and colleagues.
I care about myself (self centric) and my own goals, not about others.”

11. Have
Fun
16
Waking up in the morning and not getting excited about
what you are about to do.
DAMAGING
Culture
15
Having fun and enjoying the journey.
NURTURING
Culture
“Enjoy the days spent creating great software to improve how the world collaborates.”
“Not enjoying my job, and the main cause for doing it is earning my pay check
at the end of the month.”

12. Generating positive energy.
NURTURING
Culture
Energize
Exude negative energy and spread it for our own cause.
DAMAGING
Culture
1817
“With positive energy we can energize others. Attitude is contagious.” “I am not happy about this situation and will act in damaging ways to prove my point.”

13. Care and respect colleagues.
NURTURING
Culture
Care
and
Respect
Self-interest primes and relationship amongst colleagues is secondary
to advancing my own agenda.
DAMAGING
Culture
2019
“We respect our colleagues no matter what their personal beliefs are.”
"I come first and everybody else second. I know more than everyone, and I don't need to
waste my time listening to other people."

14. Surfacing problems to solve them together at
the root cause. Focus on the problem and on
the facts. Avoid blaming people.
NURTURING
Culture
Raise
Problems
Hiding problems.
DAMAGING
Culture
2221
PROBLEM
PROBLEM
“We surface and face problems so we can as a team resolve them.”
“It's better to hide problems for fear of
getting blamed.”

15. 2423
Healthy
Debate
Staying quiet when we perceive initiatives
going in wrong direction.
DAMAGING
Culture
We debate issues to find the right direction.
We focus on the issue without getting
personal. Once decision is made we focus
on execution.
NURTURING
Culture
“We figure how to best add value by exploring all
possible angles and scenarios, but once a decision
is made, we focus on execution.”
“If we strongly feel we are going in the wrong direction,
we stay quiet. It's not our concern as it will not impact
us directly.”

16. We are committed to continuous
improvement through high frequency
feedback.
NURTURING
Culture
Feedback
for Continuous
Improvement
Focus only on getting own work done and the progress of
others is their own matter.
DAMAGING
Culture
2625
“We provide feedback to our colleagues to
enable them to grow and become great
contributors.”
“Why should I bother giving feedback. It’s hard to do. Let me stay friends
with my team. I want to be loved and not hated.”

17. Measure performance to adjust
and figure what to improve.
NURTURING
Culture
We don't gather much data and use our gut feel to assess performance.
DAMAGING
Culture
2827
“We focus on gathering data and evidence
in order to identify key issues and improve
the situation.”
“I don't have or need data. I have experience and my perception of the situation is usually accurate.”
Data
Driven

18. Wish you
nurturing success!