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Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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#Teams365 #1581: Effective Virtual Conversation Tip #42: Pitfall #5 #lettalkvirtual

4/30/2018

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Over the last few weeks I've been exploring common pitfalls to watch out for when leading virtual calls - conference calls, webinars or virtual coaching sessions. A more common one is that the recording does not work. I f you aer hosting an ongoing group which has group members absent who are relying on the recording, this can be a big deal. Having a reminder or checklist to go through to make sure the recording is on when you start is one approach, as is having a back up on a different system, for example, recording to One Note on a computer if the recording feature you do have, does not work. I am saying here "on a different system" because sometimes  the recording on the same system may not work. Be sure to test it in whatever set up you have.

Here's what I wrote about this pitfall in Effective Virtual Conversations:
Sometimes group members will not be able to attend calls and will want to catch up by listening to a recording. Sometimes this does not work.

Solution: Make a habit of checking and knowing that your recording is working. If you run a similar program over time it can be useful to have a recording for classes recorded each time.  If the system's recording facility does not work, what can you put in place. My usual back up is often going to One-Note, which can usually record the audio component of my call. I always have a spare laptop on hand to do this so that it is not recording from the system.

Enjoy the start to your week,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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#TEams365 1580: Month End Reflection and Planning for the Month Ahead

4/29/2018

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Where did April Go? What was the theme for you this month?

​It's the last Sunday of the month and I thought it might be useful to share our monthly refelction questions and questions to support you for the month ahead. I hope that you will find a few minutes today to grab a pen or your tablet and journal around the following:

Reflecting back to the month of April:
​1. What was the theme for you and your work/business this month?
​2. What were your major achievements?
​3. What was your major learning?
​4. As you think about your accomplishments, what were the key relationships and actions which supported you in being successful?
​5. What got in the way?
​6. What were you able to do that you didn't think you could?
​7. What foundation have you set for yourself for the next month?
​8. What habits were in support of you? (Think work, personal, financial)
​9. What else is important to note about this month?

​Thinking ahead to May:
​1. What are your  key goals for May?
2. What are the top 3 priorities?
​3. What will you need to do or be, in order to be successful?
​4. Who is important to have on your team, and in your web of relationships, right now?
5. What is the one thing you really want to focus on?
​6. What habits do you want to leverage?
​7. What is the one new thing you want to do or learn this month?
​8. What do you need to say NO to?
9. How will you track your progress?
​10. What will you do to stay at your peak?

​Have a great Sunday,
​Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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#Teams365 #1579: Weekend Quote

4/28/2018

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This week's quote explores the topic of luck. How do you view luck? As Seneca wrote, "Luck is what happens when preparation meets opportunity"?

​Part of the theme this month has been looking at productivity and follow through as well as preparation. What are you doing this quarter to be working ahead of the curve? Of putting systems in place so that you are ready to run when the opportunity emerges? What are you doing to scan for opportunities? Are you too busy DOING that you haven't had a chance to look at being strategic and proactive with opportunities?

​I hope that this weekend you may be able to grab a few minutes to look at what luck, opportunity and preparation means for you in your work.

​With best wishes,
​Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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#Teams365 #1578: #FlashbackFRiday: Ten Key Roles Team Leaders Play in Organizational Success

4/27/2018

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In my work as a coach, consultant and trainer I am in regular contact with a wide variety of team leaders. For many it’s a thankless job at times. Often feeling squeezed in the middle of their team and their own bosses, many times they are seen as the flywheel of organizations. In today’s Flashback Friday post I’m reaching back to #Teams365 #1026: #TEams365 #1026: 10 Reasons Why Team Leaders Play a Key Role in Organizational Success

While in the thick of things, team leaders sometimes forget the critical role they play for organizational success. Here's ten ways team leaders contribute to organizational success:
1. They translate the organizational objectives, KPIs and vision down into the tactical team realm;
2. They are the conduit for feedback and information up the leadership and organizational ranks;
3. They play a key role in creating a coaching culture (see above);
4. They are often the eyes and ears of what is really being spoken about in an organization;
5. They are the human face of the organization for team members, especially in larger organizations;
6. They are often the link and relationship with external stakeholders;
7. They often get called into be the voice of the organization for customers or clients when things go wrong;
8. They are able to share best practices quickly across their web of peers;
9. They have direct impact on the morale, culture and spirit of the teams they lead;
10. They play the unique middle role of being a conduit up and down the organization. This role is often overlooked by teams and leaders above them alike.

Based on this, what support are you providing right now for your team leaders? How are you involving them in communication and decision making? What development opportunities are they getting?

If you are a team leader looking for development opportunities, consider joining me at the Teams365 Leadership Lab, a virtual learning space for team leaders, focusing on your own skill and knowledge development. The resource consists of a growing library of learning videos, live calls and resources to share with your own team. We meet twice a month on Fridays from 8:45 -9:30 am ET. Click here to learn more and join me in May for our calls the 2nd and 4th Friday of the month.

With best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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#Teams365 #1577: Team Building tip - Rapid Change

4/26/2018

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Change is everywhere in many industries and our ability to stay grounded in order to make decisions is key. Today's Thursday team building question get you to think about the question "What is going to help you be successful within a context of rapid change"?

​Teams explore different approaches to rapid change including:
​Embracing ongoing learning - in a context of rapid change ongoing learning becomes critical. Figuring out what "good enough" looks like rather than mastery may be an important mindset shift if this is possible in your work.

​Becoming more curious
- When change is ongoing the context may be changing and what we "know to be true" may also be changing. Being curious and open become key skills to foster.

​Shortening cycles - Think about what needs to happen in terms of communication and feedback cycles as things speed up. What about work cycles? If you are now seeing change every quarter, rather than once a year, what implications does that  have for how you share information, provide feedback and change processes.

​Simplify - Process is key in rapid change, AND older ways of working and processes may be cumbersome. Is it time to simplify different processes? Is it time to simplify other components. What does simplify mean for you as a team?

​Empower
- Empowering your team and providing them with the responsibility and authority to do certain tasks is likely to be critical. Everyone's eyes and talents may be required. Helping the team bring their best skills and use them is also key to success.

​Create peer sharing opportunities- Going hand in hand with empowerment is making sure that you build in opportunities for peer sharing. Whether it is formal job shadowing and mentoring or peer partners who meet informally throughout the month, part of rapid change often means a reduction of the silos and barriers which can exist in teams and in our work.

​What changes are needed for you as a team in becoming more fluid in light of rapid change?

With best wishes,
Jennifer


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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#Teams365 #1576: Productivity Tool - Is/Is Not

4/25/2018

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Doing more with less is critical for any team today, and the more we can support our teams with tools they can use and apply right away in their work the better.

​There are dozens of different productivity tools which can help to facilitate focus, and action, on the part of team members. One that is really simple in sharing, and is likely to have immediate use in helping people get even more focused, is the IS/IS NOT tool. Straightforward in its' structure (which usually is the sign of a great productivity tool), this asks us to consider the question what is it and what is it not?

First, think about a current task or project you have this quarter. Maybe you are responsible for designing a new presentation or report for stakeholders. On one side of your page write out everything this presentation is, or is aiming to be. That might include, "the presentation is:
Aimed for fellow team members
​Focused on the 5 things to....
​Geared to get listeners up to speed with the project
​Intended to create alignment
ETC.

​On the next side of the page, list out "the presentation/report IS NOT..."
Longer than 10 minutes
​A replacement for the other resources people need to review
​Meant as a comprehensive briefing on the topic
ETC

​This productivity tool is really useful when we delegate and hold a 1-1 to talk about the task, in terms of creating clear and shared expectations. It's also an invaluable tool for virtual team members or project members who are working through their own thinking on a project. Finally, this can be a great coaching tool, helping people work through/think through what the initiative IS and IS NOT to gain clarity, focus and alignment.

​Let us know how you use the IS/IS NOT framework by sharing comments below.

Warm regards
Jennifer


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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#Teams365 #1575: Productivity Tool:

4/24/2018

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In the shift to more autonomous and remote work, supporting team members with tools and processes to help them make decisions on the fly is critical. Today I am connecting with what are commonly known as Cartesian Questions, attributed to the work of Rene Descarte. 

​The Cartesian questions are useful to help people think through possible change, and decisions they are making.  This in turn can boost productivity in the long run. 

​The four Cartesian Questions are:
  1. What WOULD happen if you DID make that change? OR What WILL happen if I DO this?
  2. What WOULD happen if you DIDN'T make that change? or WHAt will happen if I DON'T do this 
  3. What WOULDN'T happen if you DID make that change?
  4. What WOULDN'T happen if you DIDN'T make that change? OR What Won't Happen if I DON'T Do this?

​Each one of these questions helps a person look at different angles of the decision and change process.

​The first, "What would happen if you did make the change?",
allows the person to visualize or forecast themselves in being successful with the change. There is a range of research which shows the importance of visualization - from Olympic sports training to personal productivity. 

​The second question "What would happen if you didn't make that change?". This question helps us explore lost opportunity. If I did not do it, what then....

​The third question "What wouldn't happen if you DID make the change?" will be popular for those who like to mitigate risk. This gets us thinking about what we might avert.

​Finally, the fourth question "What WOULDN"T happen if you DIDN"T make that change?" or 'WHAT WON"T Happen If I DON'T Do this?" helps us gain further clarity.

​Have you used Cartesian Questions? If so, what impact have they had?

I hope that you will try them out and see how useful they are.

Best
Jennifer

​

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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#TEams365 #1574: Effective Virtual Conversation Tip #41 Pitfall #4 #Letstalkvirtual

4/23/2018

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This week we make our way to the 4th pitfall which virtual facilitators of all kinds may face in their conversations. It can be common that one person can't get on the platform you are using. This may be more common for one-off programs, or when you have a global group, where different platforms may be accessible or not.

In pitfall #4, there are a number of different strategies we can take. Here's what I write in Effective Virtual Conversations:

"Virtual events can be intimidating ..... Spend time with your team/event participants in advance setting them up for success.

Solutions: Give participants the opportunity to log on and test the systems prior to the event. Be specific on what time you want everyone on the line. For example, if a call starts at 9 am, having them on the line at 8:45.
It can also be useful to develop a troubleshooting guide people can refer to (i.e. if this happens, try this...) or provide a video tutorial for common blips.
It is important to keep the program moving so always have a back up person who can help that person rather than leaving them to figure it out for themselves.
Finally, figure out if there is an alternative way for people to join. For example, they are having problems with their broadband. Can they call in instead? What supports would they need in advance to benefit from this?"

One of the things I make as a regular practice when I am facilitating solo and do not have a producer or other program support back up, is to host a pre-call as part of the program, on the platform we are using. In addition to ensuring that everyone can access the platform and knows how to, this can be a valuable pre-program activity helping you see the connection between different person's goals and focus areas.

What do you want to put in place to ensure that everyone can access the call?
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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#Teams365 #1573: Four Coaching Flags

4/22/2018

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This week's video brings to life Teams365 blog post #784 where I explored four flags which may signal that coaching is not the right approach for the conversation. in a coaching conversation, the person being coached must want to be coached. They are the one who needs to set their own goals, and take the action towards the changes they want. In this video I cover four common flags around "coachability" and suggest a couple of resources you may want to check out to learn more about coaching.

Enjoy!
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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#Teams365 #1572: Phrases to avoid - Weekend Quote

4/21/2018

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This weekend’s quote comes from Gretchen Rubin who wrote : "Never start a sentence with 'No Offense'.", in her book, The Happiness Project.

Just like the word, “BUT” it negates everything said in front of it, and is a super-quick way to crack any foundation of trust in teams and in conversation.

In my work as a team coach, supporting team members to be aware of not only what they are saying, but how it is perceived, is a large part of the discussion we have around feedback. While we can hear lots of great things about how to give and receive feedback, we need to get into the practice of it. I’m amazed that one of the most important things people remember or think they’ll use in the presentations I give on feedback is “Phrases to use and avoid”.
 
What are the common phrases and ways team members give feedback to each other? How well received is it?

As you think about your list of phrases to avoid, watch these words:
  • No offense
  • BUT
  • You always

Enjoy your weekend,
Jennifer


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
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    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2022.  Jennifer Britton, All Rights Reserved.


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