This month I’m bringing forward our month end planning session, a few days earlier, given that it’s the last business day of the month. With spring upon many readers, it’s time to enjoy a good break over the weekend!

Here are some questions to use to reflect on the past month:

1. As you reflect on April, what have been your successes and accomplishments?
2. As you reflect on the year so far, what have been your successes and accomplishments?
3. What are you most proud of?
4. What successes this month do you want to duplicate?
5. What top 3 learning have you head that you want to carry forward?
6. What key relationships have helped you so far this year? Which ones need more attention?
7. What has helped your successes?
8. What has hindered or gotten in the way?
9. What does your team need to be acknowledged for?
   
   As you look to May, consider these questions:
10. What are your key priorities for May?
11. What are the key goals?
12. What are the major priorities?
13. What will you need to place attention on?
14. What changes do you want to make in May?
15. What habits do you want to leverage?
16. When will you check in to explore your progress, and make changes?
17. What resources do you want to tap into?
18. Who can help you be successful this month?

Enjoy your reflections!
Jennifer
 
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

Teams engage in ongoing learning all the time? What are you doing to help the team become more aware of WHAT they are learning, and HOW MUCH it is?

Our stretch zones are usually changing and it’s in this zone that the best learning really occurs.

What is a team’s stretch zone? How much is enough and how much is too much?

This week, have a dialogue to see what is the best stretch for the team right now.

Enjoy the conversation!
Jennifer
 
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

Welcome to Wednesday Wisdom for Hybrid and Remote Teams. This is a new series I am starting, geared towards remote and hybrid teams. With some workspaces opening again, and others not, it looks like the world of remote and hybrid is here to stay

This week’s Wednesday Wisdom is to remember that it’s important to make relationship time a priority for hybrid and remote teams. If teams are always just focused on “getting things done” without the focus on getting to know each other and build trust and connection, it’s likely that the team will eventually start to unravel.

Team identity is an important part of team performance, and this is usually created in the process of meeting and spending time together.
With a hybrid team, you are likely going to have to make extra effort to keep those who are working in person, and those who are working remotely, together.

This might include activities around:

Virtual potlucks

Virtual co-working time (which everyone can participate in, regardless of location)

​Peer partners which could involve job shadowing or other activities

Dedicated team building events

What are the things you want to do to boost relationships across the teams?

Enjoy the conversation!
Jennifer
 
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

Recently the 2021 Directory of Top Podcasters was released. As part of the Remote Pathways podcast, I am really pleased to be part of that listing in the Business section

As we look back at the 34 plus episodes of the podcast, here are some that continue to stand out:

Episode 32 – Top 10 Tools to Get Things Done in the Virtual, Remote and Hybrid World, https://www.remotepathways.com/podcast/ep32-top-10-tools-to-get-things-done-in-the-virtual-remote-hybrid-world

Episode 19 – Remote Working Myths, https://www.remotepathways.com/podcast/ep019-remote-working-myths

Episode 17 – All leaders, https://www.remotepathways.com/podcast/ep017-every-professional-in-the-remote-space-is-a-leader-and-needs-leadership-skills

Episode 12 – Conflict in the Remote Space with Gayle Oudeh, https://www.remotepathways.com/podcast/ep012-gayle-oudeh-conflict-in-the-remote-space

Episode 11 - Getting Up to Speed Quickly in the Remote Space, https://www.remotepathways.com/podcast/ep011-getting-up-to-speed-quickly-in-the-remote-space

What have been your favorite episodes so far?

Have an episode idea? Reach out and let me know what it is! Email me at info@potentialsrealized.com
 
Also be sure to check out Episode 27 which took at a look at the Year in Review – Part 2 – spotlighting our 2020 guests. https://www.remotepathways.com/podcast/ep27-a-year-in-review-part-ii-our-fabulous-podcast-guests-and-more

And…. Check out Episode 25, which looked at a Year in Review part 1. https://www.remotepathways.com/podcast/ep25-a-year-in-review-part-1
​
​Enjoy your reflections!
Jennifer
 
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss 
Phone: (416)996-8326

This week we’re going to kick off with a Stand Out Virtually tip around great design. This week’s design tip gets you thinking about the Pause Points you are creating in your conversations? With many workspaces still being characterized by Zoom call after Team call, creating a micro-pause for people to stop, reflect and think is really important. Without this, the day (or week!) can pass by in a blur.

​Consider these quick ways to build in a micro-pause into your conversations:

• Provide 2 minutes at the beginning of the call for people to reflect on what they are coming to the call with
• Give people 1 minute at the end of the call to note their next steps
• Provide a breathing exercise for participants to become more aware of where they are and the sensation of their body
• Provide an inquiry or question for people to reflect on as they move forward
• Provide a pause for people to note what’s most important to them

What’s important to build in, in your next call?
For more on this topic, check out the blog post, The Power of the Pause
​
Enjoy your reflections!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

Whew! It’s Sunday and time to wrap up this week. This week a major theme was Feedback. Let’s take a look at where we were.

We’ve covered a lot of ground this week including:

Monday Reflection back on several past Effective Virtual Conversations Tips

Tuesday’s 21 Feedback Quotes

Wednesday’s Focus on Hybrid Meetings

Thursday’s TBT 288- What’s getting in the way

Friday’s Flashback Friday with a focus on …. Feedback!

Saturday’s Weekly Journaling Prompt Words to Live By...

Sunday’s Week in Review
 
Have a great start to your week!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

From “Carpe Diem” to “embrace the chaos” and “go above and beyond”, these are the words which are important to me as a business owner and leader.

They are translated into action every day in the way I do things, as well as in our priorities as a business and what we focus on.

This week’s Weekly Journaling Prompt is “Words to Live by….”. What are those words and mantras which are important to you? What are the words which you feel represent what you do and how you do it?

I hope that you will zoom into 3-5 key sayings or mantras that you embrace. Consider how they show up in your work and your actions. What else might you do to strengthen these?

This week we are taking a look back at the topic of Feedback and part of a series I did back in 2016. This is part 3 of the Foundations of Feedback, zooming into HOW to give feedback. Consider how you are giving feedback right now as a team. Is there one of these ways which could support you?

Here’s what I wrote in Teams365 #867 - https://www.potentialsrealized.com/teams-365-blog/teams365-867-foundations-of-feedback-part4-how-to-provide-feedback

I am working on the following:

This week we’re continuing our journey throughout the Foundations of Feedback. Last week we looked at what is important about feedback, considering why we are going to o it as well as some resources around feedback. This week we are looking at different models of providing feedback, as well as making sure we follow up on feedback.​

There are many different models out there for providing feedback, from the sandwich method to stop, start, continue, to merging positive and constructive feedback.

In the sandwich method, you start with a positive and end with a positive, providing the constructive feedback in the middle. The nice thing about this module is that positive feedback can open the space for conversation, and leading from strengths, and then ending in the same place. It’s important that it does not feel like it becomes seen as a fake approach.  If you can’t focus on two strengths related areas, probably not the best method to use.

​The Stop, Start and Continue method of feedback is often used in the realm of project management. Whether we are looking at individual performance or team performance it can be useful to identify what we want to stop doing, start doing and continue. This method can be rolled into the red light, green light, amber light framework as well - to provide a quick visual of the Stop, Start and Continue.

​A team-based feedback method I like to use with the teams I work with starts by team members providing each other with feedback on the strengths they see in each other. For example, let's say a virtual team gets to get together for some training. Working in smaller groups I will have them first reflect on then share with each other their responses to "I see one of your strengths as _____. For example, when you______.". Or the positive feedback may be framed as "I appreciate _______. I'm thinking about the time when you ______".

​This activity has the tendency to bring people together very quickly across a team, and peer feedback can sometimes be more powerful than leader to peer feedback.

​Part 2 of this activity has people then think about and share with their partners "I'd like to see more of .....". This often points to the growth areas, or development areas, in their peers. By hearing the stretch feedback from several peers it also provides different options, perspectives and possibilities for people to step into.

Questions to consider:
​What methods of providing feedback do we currently use?
What model of feedback will I use in upcoming conversations?
What is valuable about that approach?
​What can we do to set the stage for the most successful feedback conversation (refer as well to last week's Teams365 #862: Preparing for Feedback) www.potentialsrealized.com/teams-365-blog/teams365-1627-friday-june-15-flashbackfriday-preparing-for-feedback

​Click to Tweet and Share today's post:
 
Tweet: Three Different Methods for Providing #Feedback in today's #Teams365 blog post - Teams365 #867. ctt.ec/Fcre5
 
Enjoy the conversation!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

Welcome back to another Thursday Team Building Tip. This week’s question is “What’s getting in the way?”. What’s the one thing which is impeding you as a team?

Understanding our blockages, as well as our accelerators, is critical for business success. What’s important to note as a team about what’s getting in the way?

It might be something around your processes, practices or resources. Consider what’s going to help you keep moving together!

Enjoy your reflections!
Jennifer
 
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

One o the biggest challenges with hybrid work is keeping the team aligned and connected. Hybrid meetings are often not as effective as if everyone is on the same platform. The disconnect with some people in a room together, and some people on technology, often leads to an “us/them”, and sense of lack of alignment.

What are you able to do to make your hybrid meetings run more smoothly?
Consider these tips:

• Where possible, have everyone on the same platform. It helps to equalize.
• Be intentional regarding what each group (in the room/online) is seeing and hearing. Is it equal? Are they both getting the same messaging? Be sure to ask for feedback and input to make it work the best.

​If you do have to use two platforms:

• Make a point of bringing all voices into the room on a regular basis.
• Lead where possible with those people who are remote first
• Activate the Five Engagement Levers ™ (Breakouts, polls, whiteboards, chat and annotation) to get those in the virtual space involved.

As always, be sure to ask the 8 Meeting Questions I included in Effective Virtual Conversations. This includes:

1. What’s the purpose?
2. What takeaways do we want?
3. Who needs to be on the call?
4. What preparation is needed for us to be most effective in the meeting?
5. What pace to do we want in order to keep it engaging?
6. What will help keep the focus?
7. What’s absolutely essential? (versus what will be nice to cover or where can people go for more information around topics?)
8. What follow up might be required?

 
Enjoy your conversations!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326