Getting A Team Behind A Decision!
Where Communication Gaps happen
Eight Leadership Practices To Build A Strong Team Culture
Eight leadership practices to build a strong team culture.
A divided, siloed team culture is the enemy of productivity. Communication will be unclear, redundancies will happen, and fires that could have been prevented will blaze up.
As a leader, this can leave you feeling overwhelmed and maybe even distrust your team. This can also cause staff to feel unsafe and disconnected from other team members. But team cultures do not have to stay divided. Through purposefulness and consistency, teams can shift to become more collaborative and productive.
So how do we start to shift the culture? In today’s clip, we have Claude Jones, the Site Lead for Walmart Global Tech in Carlsbad.
As a business consultant who works to develop collaborative and productive team cultures, I have connected with many leaders. Watching what Claude has accomplished showed me that he is one of the greats.
In this clip, Claude shares with us his eight leadership practices to build a strong team culture.
Leaders Resolving Divisive Conflict Between Teams And Team Members
How can leaders resolve divisive conflict within their teams? When there's animosity and frustrations that are happening within a team, it's so easy for people to stop working with one another or even try a little bit less to work with one another. Team members start working in silos and your productivity drops.
It can cause people to feel frustrated, annoyed, scared, and uncertain. But it doesn't have to be this way just because there's divisive conflict within a team. It’s actually a great opportunity to create bonds and deepen understanding.
How do we start using conflict in a way that creates a depth of understanding and strengthens bonds? As a business consultant who works with teams to develop collaborative and productive team cultures, I want to share with you a format you can use with your team to develop a deeper understanding and create bonds with your team members during conflict.
In this video, we're going to be going over a very practical, effective method called Nonviolent Communication. I'm going to break down the four simple steps that I and many others have used to help team members understand one another and move forward.
A Team Culture That Productively Challenges One Another.
A team culture that productively challenges one another.
Fear can stop the greatest idea from being shared. I’ve seen so many team members who are fearful of the negative consequences of openly speaking their minds. Having a closed-off team can kill productivity and innovation.
Leaders are often putting out fires that could have been prevented in the first place if the team could openly share. Instead of putting out the fires, prevents them from happening in the first place.
But how do we create that space? Today I share a clip of the interview I had with Eric Burd who is the Chief Sales Officer at Welk Resorts.
I’ve had the pleasure of seeing Eric Burd in action. As a business consultant who works with leaders to develop team cultures, I know he is a fantastic example of who many leaders strive to be!
In this clip Eric speaks to creating a team culture of openness which has allowed some of his team meetings to go from an hour down to ten minutes.
Creating Clear Communication With Your Team Culture
Creating Clear Communication With Your Team Culture
Clarity in communication within a team is something all team members and leaders want. And yet so much miscommunication happens on a consistent basis. People start wondering if the other person is even making sense. People take something someone says and ends up doing the wrong thing because they misunderstood.
It can cause people to feel frustrated, overwhelmed, annoyed, uncertain. But it doesn't have to stay that way. You can develop a culture of clear communication with everyone.
As a business consultant who works with organizations that develop collaborative and productive team cultures, I’ve worked with many teams to help bring clarity in the way they deepen understanding and improves productivity.
In this video, I will share a simple format that you can use to understand where the gaps and common areas of misunderstanding in communication occur. Supporting you and your team to gain clarity in your team culture’s communication.
Managing Big Emotions In A Team
Leaders managing big emotions within a team.
When emotions turn into frustration and anger towards other team members, as leaders, we can see how that creates divisions within a team. There becomes an “us vs them” mentality that slows down productivity and raises tensions within a team.
People want to shut down, work in silos and end up feeling unsafe because of the negative tension. But just because there are big emotions, doesn’t mean it has to create divisiveness.
Navigating a lot of emotions within a team can feel overwhelming and create uncertainty within a leader. Especially if there are things staff wants to know but leadership cannot share. But we can see it as an opportunity to create cohesion if we know how to manage it properly.
I was fortunate enough to interview my friend Brendan Simon who is the Artistic Director of Theatre First in Berkeley California and the Learning and Development Lead for Kaiser Permanente Educational Theatre in Northern California.
As a business consultant who helps develop team cultures, I’ve gotten to work with Brendan and his people. His purposefulness and kindness for his team showed me he is a true leader.
In this clip, he shares with us what he did to bring together a team that was feeling a lot of negative emotions around a situation.
Bringing Together A Disconnected Team Culture
Leaders bringing together a disconnected team culture
Working in a remote world inherently creates distance between employees. We don’t get those micro-moments, those water cooler interactions that create bonds.
Without those little moments, staff can feel alone and even disempowered. But just because we are in a remote world does not mean your staff has to continue to feel this way.
It feels so foreign for leaders to create deeper connections online, especially when we are used to being in person. Today’s clip is from my interview with A’verria Martin who is the Director of Research Operations at Service Now.
As a business consultant who works to help develop team cultures, I know that A’verria is someone who truly cares and thinks deeply about how she can support who she works with.
In this clip, she shares with us what she did to help her staff feel connected to something bigger while creating closeness with one another.