Collaborating on a Code of Conduct by Cindy Stradling CSL, CPC

To start with one should remember that creating a code of conduct together as a team is about much more than just creating a list of rules – it’s about building a shared understanding and a positive culture where every team member feels respected and motivated.

When all team members collaborate on this, it becomes a living document that truly reflects not only the needs but also the values of your group, instead of a set of regulations that might feel distant or irrelevant.

When everyone in the team contributes to the code of conduct, it also helps to build loyalty and accountability. People are naturally more committed to following agreements they’ve helped to shape. This collaboration encourages open communication, allowing team members to express what behaviours matter most to them and what boundaries should be respected. It offers a golden opportunity to highlight what type of environment they want to create together and whether it’s one of support, creativity, and mutual respect.

Another important benefit of working on the code of conduct as a group is that it helps to capture a variety of different perspectives. Different roles, personalities, and backgrounds often offer unique insights. For example, what one person might consider standard or acceptable behaviour could differ from the next person’s expectations. Sharing these perspectives helps to set clearer, fairer standards that consider everyone’s views and experiences.

The process of collaborating on a code of conduct also helps to set the tone for teamwork in general. It provides a golden opportunity to practice listening, negotiating, and even compromising – all skills that strengthen daily collaboration. When team members have this kind of shared experience, it builds trust and helps to reduce misunderstandings down the line.

At this stage it’s also worth noting that the code of conduct should not be overly detailed or rigid. It should rather focus on key principles that guide behaviour and interactions, such as:

• Respecting each other’s time and contributions
• Encouraging open and honest communication
• Supporting a collaborative and inclusive environment

These guiding principles make it easier for the team to hold each other accountable in a positive way. If someone’s behaviour doesn’t align with the agreed code, it’s not about blaming but about coming back to shared values and from there finding solutions together.

Once the code has been created, revisiting it regularly is very important. Teams grow and change, and what’s needed in a code of conduct may change as time passes. Checking in keeps the document relevant and ensures it continues to serve the team well as they face new challenges.

In short, collaborating on a code of conduct is a smart and thoughtful idea for any team. Not only does it help to create a culture where everyone feels heard and respected, it also builds the kind of environment that fosters success, creativity, and a strong sense of belonging. When teams take ownership of their own guidelines, it’s no longer just about rules – it becomes a way to create a better way to work together.