Building team resilience means that team members adapt, thrive and make better decisions. This practical exercise helps you to set yourself up to succeed by creating your own unique recipe for boosting and maintaining your energy.
We offered you ideas to give you ways to build team resilience so that team members adapt, thrive and make better decisions. Today’s practical exercise helps you to spot triggers early and build awareness in teams so that team members have each others’ backs and spot the need for support.
Leadership teams have demanding, interesting roles balancing differing needs. When the pressure is on pushing harder or ‘toughing it out’ can be a recipe for burnout.
What sets teams up to adapt and thrive?
We offered you seven, straightforward steps to create a vision. Now we add practical exercises to help you towards a vision that stimulates the leadership team and ways to engage your people in making it a reality.
A vision is a picture of what success will be like at a particular time in the future. Many leaders and teams squirm at producing them and a bad vision falls flat. So how do you create one that is memorable, real and sparks your people to act?
“We need to spend time getting clearer about roles and responsibilities!” This is one of the most common themes team members mention when I ask them what would improve the effectiveness of their team. They talk about the difficulty of getting a shared understanding of who owns what and a sense of silo working and turf wars. In the worst cases, members of a leadership team come together, contribute only when the topic is in their area, give a passing nod to the idea that they are a team with joint accountabilities and then leave and go back to their functional roles when they leave the room.
If you recognise even parts of this, do read on.
This was a burning issue during a session called “Revving up Team Performance” which we ran for a forum of HR professionals.
Losing a team member is never easy. It creates pressure – covering their workload, recruiting a new person, enabling them to settle in and get up to speed quickly. It costs a lot. And what’s the impact on the effectiveness of a team when someone moves on? How can you sustain team performance?
High performing teams know how important it is to gather external information to ensure smart decisions and shared direction. Yet busy teams easily lose their outward focus and overlook potentially productive relationships. We offer a practical way to identify and engage your key stakeholders now.
Diverse teams ‘challenge your brain to overcome its stale ways of thinking and sharpen its performance’. Research shows that diverse teams are smarter and make good business sense – but only if you create the conditions for success. So how do you build diverse teams to perform at their best?
Our last article summarised a series of articles which pointed to the importance of paying focused attention to building trust and consciously stimulating regular, quality communication. In this blog we offer practical ideas for how to stimulate clear communication.