Hockey Team Culture vs Climate: Understanding the Key Differences

Early in my career I worked for a large publishing house where I had a deep respect for the mission and values of the company but the work climate was miserable. I was deeply committed to the purpose and value of my work but in the same spirit, I hated coming into the office every single day. Looking back, the feeling of disgust and unfairness ultimately prompted me to leave.

So, what exactly happened here?

I had two competing forces working for or against me: culture and climate. As a hockey coach or player, you know how important it is to have a positive team environment. But have you ever considered the impact of organizational culture and climate on your team's success? Let's take a closer look at these concepts and how they can affect your team's performance.

What is Organizational Culture?

Organizational culture can be thought of as the personality of your team or organization. It includes the mission and core values, as well as the approach to conflict management, team building, promotions, and innovation. For a hockey team, this might include the team's style of play, training methods, and overall approach to the game.

What is Organizational Climate?

Organizational climate, on the other hand, is how team members feel or react to the team's culture. This includes factors such as team morale, communication, and trust. In a positive team climate, players feel safe, supported, and motivated to succeed. In a negative climate, players may feel disengaged, frustrated, or even unsafe.

What Next?

When it comes to diversity, equity, and inclusion (DEI) work, team climate is particularly important. While a positive team culture is certainly important, it is the shared meaning that team members attach to policies and procedures that can make the biggest impact. For example, if players have negative emotions or feelings attached to issues of fairness, respect for differences, or inclusion in decision-making, then a positive team culture may not be enough. To build a more inclusive team climate, there are a few key steps you can take.

1. Valued and Respected

Make sure that all team members feel valued and respected, regardless of their background or identity. This can include things like actively listening to players' concerns, providing equal opportunities for all team members, and encouraging diversity and inclusion in team leadership.

2. Open Communication

Create a team culture that promotes open communication and encourages feedback. This can help to address any issues or concerns before they escalate, and can also help to build trust and accountability among team members.

3. Intentionality

Finally, be intentional about promoting inclusion and diversity in your team's policies and procedures. This might include things like creating an inclusive code of conduct, implementing equitable playing time policies, or providing opportunities for players to learn about and celebrate diversity.

Final Thoughts

By focusing on creating a positive team climate that values diversity and inclusion, you can help to build a more successful and effective team. Just like my experience with the publishing company, a positive mission and purpose can be overshadowed by an unhealthy work climate. By intentionally creating a positive team climate, you can ensure that your team is able to reach its full potential and make a positive impact on the world of hockey.