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are my sails o Loads of Empathy o Skills to navigate storms of uncertainty and bring certainty to the team o An entrepreneurial spirit to innovate o Skills to foster connections between team members and the

So, influence is about power, formal or informal and I believe motivate and inspire are about empowerment senior your role, the more influence plays a part because you are no longer working with just your teams When it came to leading my team, I preferred to muscle up on my ability to motivate and inspire, because So when your team feels they’ve contributed positively to performance, it sparks a greater sense of satisfaction Relationships are key, so get to building them outside of your own team right now, don't wait.

Vulnerability and transparency around emotions within a team or group setting can create alignment, empathy Leaders who are emotionally savvy can navigate human interactions smoothly and lead diverse teams effectively Vulnerability and transparency around emotions within a team or group setting can actually create alignment

When leaders communicate openly with their teams, it fosters trust and creates an environment where employees Collaboration and teamwork are also essential components of a thriving workplace culture. Plus, a positive team dynamic creates a sense of belonging and camaraderie that boosts morale energy We prioritize open communication, employee development, and teamwork, creating an environment where our team members can grow and thrive.

It’s the team conversations that shape and give context to the scores and overall data. The richness and real transformation will always come from having the team conversations and following Practice: using fearless inquiry and asking powerful open questions to prompt deeper team discussions Part of your role as the leader is to facilitate a quality discussion, so set the stage for the team opportunity: If you’re not prepared to use your employee engagement or culture tool to support your team

And there are a few ways of doing this - at an individual, team and organisational level. And at a team level, all these same principles apply, as they do at an individual level. values and that of the organisation or team? As a result, we've built a program that helps teams quickly get to Purpose. Let us guide you to find your organisation/team Purpose. Contact us to start the conversation.

, including not trying at all This is even more true in the work context especially for leaders and teams this blog, we'll explore the upside of failure and how embracing it can actually help you and your team embarrassment where you fell short of the outcome you had ambitiously set out to achieve with your team And that in itself is a display of courage, optimism, a leader and team that show up. concerns, be better collaborators and ultimately contribute to broader team goals through their own

Today we are building on this to give you a few more pitfalls to consider the next time you're having a team leader to want to address all the challenges at once; this approach has the potential to overwhelm team Practice: Discussing together as a team, which is the priority to focus on and explore right now, and All feedback is useful, it provides insight into the diverse perspectives of our teams, so use it wisely one of the most common pitfalls we see, leaders believe a solution will transform their organisation/teams

Communication: Leaders who receive executive coaching are better equipped to communicate effectively with their teams Improved Performance: A key responsibilities of executives is to manage the performance of their teams Executive coaching provides space to consider the style of dialogue that is right for them, their team

It was a mix and surge of excitement, seeing the future and anxiety around suddenly having a team of When the future was positive and things were on track, it was easy, but in some cases, you inherited a team more specifically how to transform underperforming teams into extraordinarily successful teams. This includes either introducing, or deepening existing team rituals such as a morning goal setting meeting or weekly team lunches, a time where you come together as a team to check in, connect, set goals

provide insight into improvements that impact business performance such as culture, leadership and team leaving day arrives, have HR or an external party ask the more difficult questions about their leader and team Do you mandate it or is it optional, we can’t give you the answer, so put it to your leadership team Who see’s the responses, should they be filtered, and how will they be used to improve team and company Getting the goodbye right, can provide valuable information about your culture, leadership and teams

There are some great activities for this which could include your entire team.