What a Positive Workplace Culture Should Actually Be About
Positive culture isn’t about table football or pizza. It’s fixing what’s broken, owning mistakes, celebrating success, and offering help.
Archive for month: July, 2023
Overcoming the Barriers to Personal Growth
Our marketing director said I was aggressive and pushy.
It was a big slap in the face – mostly because I knew it was true, but thought I’d hidden it by being ‘nice’.
Once I got over the shock, it became one of the best bits of feedback I’ve ever had, starting a great period of personal growth.
But lots of barriers can get in the way of personal growth. Which is a shame, because all the important developments in our professional lives are built on it. It can be a practical, useful way to achieve what we want. Whether that’s a big promotion, more balance so that tasks and working relationships are easier and not such a slog, or the delivery of a significant project.
Here’s how to overcome the barriers to personal growth:
- Seek Feedback
It’s painful, but other people can sometimes see things that we can’t see or won’t acknowledge; - Look for Incongruence
If you feel different on the inside to how you think you ‘ought’ to be on the outside, that’s a clue to what your personal growth might need to focus on; - Clear Outcomes
Personal growth should be a useful, practical thing. What is it that you want to achieve? - Experiment
Growth comes from trying out new ways of being; learning from what works and what doesn’t. Experiment with how you do and say things.
How about you? What personal growth are you looking for - and what barriers are you finding? Click To TweetThe key to overcoming the barriers to personal growth is to risk being vulnerable in order to discover something helpful.
The Dr ABC of Managing High-Pressure Decisions – an Emergency Response Guide
A while ago in preparation for some volunteering, I took one of the best training courses I’ve ever experienced, the Outdoor First Aid course at the UK’s national outdoor centre at Plas y Brenin.
Amongst other things, we learnt the Dr ABCDE structure of first aid.
And during a recent coaching session we used that structure to help manage a seriously high-pressure decision that my client was facing.
First, here’s a reminder of my notes from that course:
Dr ABCDE:
- Danger: Ensure safety for yourself, bystanders, and the casualty from further harm.
- Response: Check if the casualty is responsive or unconscious.
- Airway: Check if the casualty’s airway is open and clear.
- Breathing: Monitor if they are breathing normally.
- Circulation: Look for signs of life such as pulse, movement, or coughing.
- Disability: Check again for unconsciousness, possibly caused by a neurological injury or condition (e.g. check pupil response).
- Exposure: Expose and examine them for other hidden injuries, and ensure they are not getting cold.
If you need to manage a high-pressure decision at work, here’s my first-aid guide, using the principles of Dr ABC and applying them to great leadership:
D – Danger – assess first before acting:
- Assess the situation and potential risks before taking action.
R – Responsiveness – ask others for their response, seek allies and advice:
- Seek input, feedback, and advice from others to gather different perspectives and insights.
A – Airways – open up your choices about how to deal with the high-pressure situation:
- Explore a wide range of options and possibilities before narrowing down choices.
B – Breathing – monitor the progress and vitality of the decision-making process:
- Continuously assess the progress, outcomes, and indicators of the decision to ensure it is on the right track.
C – Circulation – take decisive action and stay committed to the chosen course:
- Follow through with the decision, implement it effectively, and dedicate the necessary resources and effort to make a significant impact.
D – Disability – evaluate the potential drawbacks and unintended consequences of the decision:
- Assess and monitor the potential negative effects or limitations of the decision, and be prepared to address them proactively. Learn from what’s happening.
E – Exposure – identify hidden risks and protect against unfavourable external influences:
- Be aware of potential risks or obstacles that may not be immediately apparent, and take measures to mitigate or avoid them. Protect the decision-making process from unfavourable external factors.
How do you manage high-pressure decisions and what can we learn from a first-aid approach? Click To TweetWhat else comes up for you, when you’re faced with managing a high-pressure decision at work? What do you need to take into account?
Research Highlight: The Impact of Coaching on Team Performance
Discover how coaching can transform your team! Recent research reveals it significantly boosts performance, productivity, and communication.
Some interesting academic research on the impact of coaching techniques on team performance.
I know I’m a convert, but the findings of this research really do make a strong argument for using coaching techniques to significantly boost a team’s productivity and satisfaction.
Here’s my summary and the link to the actual research study is at the end.
The study, conducted by Aldrin & Utama, revealed that the application of coaching techniques significantly improved team performance.
The team performance score (a composite measure of the quality of work, efficiency of task completion, and level of collaboration and communication within a team) was used to quantify this improvement.
Before the introduction of coaching, the average team performance score was 58.67. After coaching was implemented, the score rose to an impressive 68.53.
This shows the transformative power of coaching in a team setting, leading to:
- higher quality work
- improved efficiency, and
- enhanced collaboration and communication.
Effective communication is a critical component of successful teamwork, and coaching techniques can help break down barriers, create a sense of belonging, and foster a deep empathic understanding among team members.
Coaching, as the study explains, is about building relationships that foster personal and professional growth. It’s a process that encourages individuals to find solutions to their problems through increased self-awareness, with the support of a coach.
In a team setting, coaching can help to:
- streamline learning
- improve job satisfaction
- enhance interpersonal relationships, and
- develop leadership and management skills.
Moreover, the study found that coaching techniques can enhance respect for others and provide solutions to problems.
However, it’s important to remember that the effectiveness of coaching techniques depends on their practical application in daily work.
I think that the findings of this study are a powerful reminder of the potential that lies within a teams. By implementing coaching techniques, you can unlock this potential, improving team performance and satisfaction, and driving success.
Click here to see the research paper itself.
What’s your experience been? Please use the ‘click to tweet box below, or just click here to tweet me .
How have you used coaching techniques to improve your team's performance and satisfaction at work? Click To Tweet
10 Key Strategies for Growing Effective Teams
Discover the top 10 strategies for building effective teams in my latest article and help grow your team to their full potential
In the world of work, the strength of a team is often the factor that decides your success.
A cohesive, effective team can drive innovation, foster creativity, and above all, deliver results.
But how do you build such a team?
In this article, I set out the top 10 strategies for building effective teams. These strategies, backed by research and expert opinion, provide a solid foundation for leaders looking to cultivate a high-performing team.
Don’t feel you need to do all of these, all at once. But please do reflect on any that you’re not doing or are avoiding. Those are often the ones that have the most potential to grow your own leadership skills and understanding.
- Clear Communication
- Why: Ensure that every team member understands their role, the team’s goals, and how they fit into the bigger picture.
- How: Regular meetings and open dialogue can foster this understanding. Use clear, concise language and encourage questions to ensure everyone is on the same page.
- Shared Vision and Goals
- Why: A team that shares a common vision and goals is more likely to work effectively together.
- How: Regularly remind your team of these goals and how their work contributes to achieving them. Use team meetings or newsletters to keep the vision and goals fresh.
- Trust and Respect
- Why: Building a culture of trust and respect can lead to a more collaborative and efficient team.
- How: This can be achieved through team-building activities (but see below) and open, honest communication. Encourage team members to share their thoughts and ideas, and show appreciation for their contributions.
- Diversity
- Why: A diverse team can bring a wide range of perspectives and ideas, leading to more innovative solutions.
- How: Encourage diversity in your team not only in terms of demographics but also in skills and experiences. This could involve hiring practices, team assignments, or professional development opportunities.
- Regular Feedback and Recognition
- Why: Providing regular feedback helps team members understand what they are doing well and where they can improve. Recognising and rewarding good work also increases morale and motivation.
- How: Implement a regular feedback process, such as performance reviews or one-on-one meetings. Recognise and reward good work in team meetings, newsletters, or through a more formal program.
- Team Building Activities
- Why: Regular team building activities can help to build trust, mitigate conflict, encourage communication, and increase collaboration.
- How: Organise regular team building activities, such as workshops, retreats, or social events. Please be careful to consider the interests and preferences of your team when planning these activities. And decide how to accommodate those people who simply don’t like them or have had poor previous experiences.
- Work-Life Balance
- Why: Encouraging a healthy work-life balance can lead to more productive and satisfied team members.
- How: This can include flexible working hours, remote work options, and ensuring that workloads are manageable. Encourage team members to take breaks and time off to recharge.
- Avoid Perfectionism
- Why: Perfectionism can lead to burnout and is not conducive to a healthy team environment.
- How: Encourage a culture of learning and improvement, rather than perfection. Celebrate progress and effort, and view mistakes as opportunities for learning.
- Conflict Resolution
- Why: It’s important to have a process in place for resolving conflicts that arise within the team.
- How: This could involve open discussions, mediation, or bringing in a third party to help resolve issues. Provide training on conflict resolution skills and create a safe space for team members to express their concerns.
- Empowerment
- Why: Empower team members by giving them the authority and autonomy to make decisions about their work.
- How: Delegate tasks and responsibilities, and trust your team members to carry them out. Provide the necessary resources and support, and be open to their ideas and suggestions.
Building an effective team is continuous process of commitment, patience, and the right strategies.
By implementing the strategies I’ve set out in this post, you can grow a culture of collaboration, mutual respect, and shared vision. The strength of your team lies in its members, and as a leader, your role is to guide, support, and inspire them.
I’m also interested in hearing from you. Share your experiences by tweeting me using the button below or by visiting my twitter feed.
What strategies have you found effective in your team-building efforts? Click To TweetAnd if you found this post valuable, please share it with your network. Together, we can all learn and grow.