Chef Amanda is remarkable, but not for her chocolatier skills. Amanda’s positive, team-focused, always ready-to-help attitude stood out among her peers on the Netflix show School of Chocolate. While the rest of the contestants devolved into snide remarks, personal attacks, and selfish behaviors, she remained supportive.
Contrast the vibe of the School of Chocolate to Baking Impossible, another cooking contest show, but with very little of the snarkiness so apparent in the School of Chocolate. During the judging, the camera flashed to all of the contestant’s faces, and it seemed like they were genuinely cheering their competitors (and friends) on.
It is possible that during the shows’ editing, producers gave the snide comments that emerged more weight in the School of Chocolate, while the Baking Impossible crew omitted most traces of negative behavior from the clips viewers saw. But, let’s imagine what we see on-screen mirrors the feeling behind the scenes. Two very different crew cultures emerged. Why?
Could each culture have grown organically? They sure could have! But were these cultures shaped? Perhaps each show’s executives had a very distinct vision, and they used that vision to mold each team’s dynamic.
The mission of Baking Impossible seemed to be to showcase how great teamwork can produce unexpected and beautiful results. Think of how the show’s staff could pump up feelings of positivity, collaboration, and creativity between the contestants. I imagine the producers carefully considering the questions on the application, their contestant interview style, the vibe of the welcome dinner, and teambuilding exercises. They may have seen each interaction with the bakers as a moment to radiate positivity in their smiles, actions, and words, modeling desired behaviors.
Leaders can set the stage for group cultures to emerge, and the best are cultures that promote behaviors and feelings that benefit members. How can you nudge your members’ culture today?
Related:
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- Associations and the ripple effect