Habits are deeply ingrained patterns of behavior that shape our daily lives. From brushing our teeth in the morning to the way we approach tasks at work, habits influence our actions and contribute to our overall productivity and well-being. But what exactly is the science behind habits? In this blog post, we will explore the scientific foundation of habits and understand how they impact our behavior.
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1. The Habit Loop (70 words): At the core of habit formation lies the habit loop, as described by Charles Duhigg. The loop consists of three components: the cue, the routine, and the reward. A cue triggers the behavior, the routine is the action itself, and the reward satisfies a craving. This loop creates a neurological pattern in our brains, making it easier for the behavior to recur automatically in response to the cue.
2. Neural Pathways (70 words): Habits are formed through the creation and strengthening of neural pathways in our brains. When we repeatedly engage in a behavior, specific neural connections associated with that behavior become more efficient. Over time, these connections form a well-established pathway, making the behavior more automatic and requiring less cognitive effort. This neural plasticity enables habits to become deeply ingrained and resistant to change.
3. Habit Formation and the Basal Ganglia (70 words): The basal ganglia, a region deep within the brain, plays a crucial role in habit formation. It acts as a control center that helps regulate and coordinate habitual behaviors. As habits become automatic, the basal ganglia takes over, allowing the behavior to occur with minimal conscious effort. This frees up our cognitive resources for other tasks, contributing to our overall efficiency and productivity.
4. Habit Stacking and Contextual Cues (70 words): The science behind habits also involves the influence of contextual cues. The environment and situational triggers act as cues that prompt habitual behaviors. Habit stacking, a technique proposed by BJ Fogg, involves linking a desired behavior to an existing habit. By capitalizing on existing cues, such as brushing teeth before meditation, we can reinforce new habits and make them more automatic.
5. Neurotransmitters and Habit Rewards (70 words): Neurotransmitters, such as dopamine, play a role in the formation and reinforcement of habits. When we engage in a behavior that aligns with our habit loop, dopamine is released, creating a sense of pleasure and reward. This positive reinforcement strengthens the neural pathways associated with the habit, making it more likely to recur in the future.

​The science behind habits involves the habit loop, neural pathways, the basal ganglia, contextual cues, and neurotransmitters. Understanding these mechanisms can help us shape our behaviors and cultivate positive habits that enhance our productivity and well-being.

​Saturday WEEKLY JOURNALING PROMPT: WHICH OF THE 7 CS NEEDS MORE ATTENTION?

Friday FLASHBACK FRIDAY – A REMINDER OF THE 7 CS WHICH ARE THE REMOTE, HYBRID AND IN-PERSONWORK ENABLERS

Thursday BUILDING HABITS IN THE WORKPLACE: STEPS TO SUCCESS

Wednesday THE POWER OF HABITS: WHY THEY MATTER IN TODAY'S WORKPLACE

Tuesday UNLOCKING MOTIVATION: DIFFERENT MODELS OF MOTIVATION FOR TODAY'S WORKPLACE
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Monday UNLOCKING WISDOM: 10 BOOKS TO ENHANCE YOUR MENTORING CONVERSATIONS

Just before the start of the pandemic in early March 2020, I found myself sharing the 7Cs to exceptional work performance with a group of HR professionals in Hamilton. Little did we know what was around the corner. These 7 Cs are as relevant today as they were then – I thought it would be valuable to reach back to these and share them as a reminder. How are you doing with all of the 7 Cs?

Let’s take a look back to Teams365 #2741 – The Remote Work Enablers are also the Hybrid Work Enablers (AND the IN- Person Work Enablers too!)
https://www.potentialsrealized.com/teams-365-blog/teams365-2741-remote-work-enablers-are-also-hybrid-work-enablers

Here’s what I wrote:
In February of 2020 I released the Remote Working Whitepaper. In it I shared 7 Remote Work Enablers, each an essential ingredient for remote work success.
As many organizations move to the even more complex hybrid work environment, I thought it would be a good idea to revisit these as a reminder. As you consider where you are with you work, what do you notice?

​In the Remote Working Whitepaper, I released earlier this year, I summarized seven of the areas I consistently see as things that help, or enable, exceptional performance in the remote space. As a former remote leader myself for many years, I knew that these things were always areas to check in around first, to see if perhaps, one or more needed attention, clarity or modification.

Whether your team is now working remote all the time, or for just this period of time, it can be useful to focus in on these 7 areas which I like to term Remote Enablers – The 7 Cs. Here’s an excerpt from the Whitepaper which you can pick up a copy HERE.
 

What’s different in the remote space?
Copyright 2020 – Jennifer Britton, Potentials Realized. All Rights Reserved
Remote teams operate across distance, time and culture. This usually requires enhanced skills in communication, boundaries, clarifying assumptions and being able to navigate the diverse preferences, cultures and ways of working of a global team. What is not clear or visible can become a challenge or pitfall for a remote team.

What ingredients enable exceptional remote work? I like to call these the 7 Cs which anchor exceptional remote work – Communication, Clarity, Connection, Culture, Consistency, Community, and Collaboration.

Communication is likely to take place along different channels, and at different times of day. The communication realm of the remote space may include phone, text, instant messaging, email, video streaming calls, and messaging across multiple apps like Slack and Trello.

The challenge with communication is that is often has no context - we don’t see “what’s beyond the screen”. Many times, we don’t have the visual cues that tend to make up the majority of regular communication messages.
On top of this, communication can vary across both geographic culture (some cultures are more direct than others), and industry culture.

Finally, we have our own individual preferences to communication. As a Gen Xer, I may prefer to have communication bundled and emailed to me, rather than up in the Cloud. Taking time to understand each team member’s focus and preferences is critical to remote work. Conflict may emerge for a variety of factors including different styles, lack of clarity, misunderstanding or interpreting instructions differently.

Connection with others helps remote work and includes connection to others inside and outside the team and understanding their work. Remote team members are likely to be part of matrix relationships, where they report to, and are part of, multiple teams. Matrix relationships offer another layer of complexity and opportunity in this work. Connection also means understanding how our work fits into the bigger picture, as well as fits into the bigger context of others work. Given the isolated nature of remote work, proactively focusing on connection is important. Take a look at the Remote Working Myths for more on this.

What can you do to create more connection across the team? Beyond the team?
Clarity is one of the most important enablers. This involves clarity of focus, clarity of priorities, clarity of expectations, clarity of roles and clarity of responsibilities. In the remote space, we need to make things EXPLICIT, and be regularly exploring our ASSUMPTIONS.

What clarity is needed for team members to do their best work?
Team culture becomes even more pronounced or diluted in the remote space, so a focus on this can bereally important, especially when people are part of multiple teams. Culture is “how we do things here”.
Culture encompasses both visible (behaviors, language, artifact) and invisible manifestations (norms, values, basic assumptions or beliefs).” – Rosinski, 2003, p 20.

In shaping a culture there are the things we can see and help to define us (our taglines or the way we start meetings) and there are things that we don’t see. Team culture can remain very diffuse and not clear in the remote space. Taking efforts to clarify and intentionally shape what team culture is, and how we do things, becomes paramount for remote team performance.

Consistency is also key when we are dispersed or operating in different locations. It’s consistency of messaging, practices, and the way we do things. For example, every Monday we meet at 7:30 am ET, regardless of how many people can attend live.

Community – Remote Workers are hungry for connection and community. What are you doing to build a sense of connection and identity across your team or organization?  Community can range from boosting communication across internal social platforms to interactive virtual lunch and learns.

Collaboration – Collaboration is an essential skill set when we work remote. As you’ll see in the remote work myth of “no person is an island”, we still need to place an emphasis on relationships. Who do you need to collaborate with in order to get things done? What can you do to collaborate better? Where are
those collaboration windows and requirements?

Connection – Beyond community, how are we connected? What are the process pieces which help us do our best work? What type of communication exists? What helps bring people together on a regular basis both formally, and informally? Across a team and between teams?

End of Excerpt – Remote Working Whitepaper: When You Need to Get Up to Remote Working Speed Quickly. Copyright 2020, Jennifer Britton, Potentials Realized
 
Pick up a copy of the Remote Working Whitepaper for yourself here.
 
As you consider your work right now, and your work going forward, what is important to note?
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Enjoy your reflection!
Jennifer

Developing positive habits in the workplace is crucial for productivity, efficiency, and personal growth. However, building habits requires intentional effort and consistency. In this blog post, we will explore steps to help you build habits effectively in the workplace and foster a more successful and fulfilling work experience.
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1. Identify the Desired Habit (70 words): Start by identifying the specific habit you want to build. Be clear and specific about the behavior you want to develop. Whether it's improving communication skills, practicing regular goal setting, or adopting a consistent exercise routine, clarity is key to successfully building the habit.
2. Set Achievable Goals (70 words): Break down the habit-building process into achievable goals. Set small, realistic milestones that can be accomplished within a reasonable timeframe. By setting achievable goals, you create a sense of progress and motivation, building momentum towards the desired habit.
3. Create a Routine (70 words): Establish a consistent routine that supports the habit you want to build. Designate specific times or triggers that prompt the habit. For example, if you want to improve your writing skills, set aside a specific time each day for writing. Consistency is essential in habit formation.
4. Start Small and Gradually Increase (70 words): Begin with small, manageable steps. Starting small reduces the resistance to change and makes the habit more sustainable. As you become comfortable with the initial steps, gradually increase the difficulty or intensity. This progressive approach allows you to build momentum and increases the chances of long-term habit adoption.
5. Track and Monitor Progress (70 words): Monitor and track your progress to stay motivated and accountable. Use tools like habit tracking apps or journaling to record your efforts and successes. Seeing your progress visually can reinforce the habit and provide a sense of accomplishment, motivating you to continue.
6. Seek Support and Accountability (70 words): Engage with a supportive network or find an accountability partner to share your habit-building journey. Collaborating with others who have similar goals can provide encouragement, share insights, and hold you accountable. Regular check-ins and discussions can help you stay focused and motivated.
7. Celebrate Milestones (30 words): Celebrate milestones and achievements along the way. Recognize and reward yourself for the progress you make. Celebrations provide positive reinforcement and reinforce the habit, making it more enjoyable and sustainable.

Building habits in the workplace requires intentional effort and consistency. By following these steps, you can successfully develop positive habits that enhance productivity, personal growth, and job satisfaction.

Habits play a significant role in shaping our behaviors, productivity, and overall success in the workplace. In today's fast-paced and dynamic work environments, cultivating positive habits is more important than ever. In this blog post, we will explore why habits are crucial in today's workplace and how they can contribute to individual and organizational growth.
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1. Consistency and Efficiency (80 words): Habits create consistency and efficiency in our work routines. By developing habits around specific tasks or processes, we can streamline our workflow, reduce decision fatigue, and increase productivity. Consistent habits eliminate the need for constant decision-making, allowing us to focus our energy on higher-value activities, problem-solving, and innovation.
2. Improved Time Management (70 words): Effective time management is a vital skill in today's workplace. Habits help us manage time more efficiently by establishing routines and prioritizing tasks. With time management habits in place, we can allocate our time effectively, avoid procrastination, and meet deadlines consistently. By making time management a habit, we become more organized, reduce stress, and increase our overall productivity.
3. Skill Development and Growth (70 words): Habits are powerful tools for skill development and growth. By consistently practicing specific tasks or behaviors, we can improve our skills and knowledge over time. Whether it's learning a new software, honing communication skills, or staying updated with industry trends, habits help us incorporate intentional practice into our daily routines. The cumulative effect of habitual learning leads to continuous growth and professional development.
4. Enhanced Focus and Mental Well-being (70 words): Habits can improve our ability to stay focused and maintain mental well-being in today's fast-paced workplace. Habits such as meditation, exercise, or breaks for self-care help us manage stress, improve concentration, and foster a positive mindset. By incorporating healthy habits into our work routines, we can enhance our overall well-being, resilience, and job satisfaction.
5. Reinforcement of Organizational Values and Culture (70 words): Habits play a crucial role in reinforcing organizational values and culture. When individuals develop habits aligned with the company's values, they contribute to a positive and cohesive work environment. Consistently practicing behaviors that reflect the desired culture helps establish a shared mindset and reinforces the organization's core principles.

​In today's workplace, habits are essential for consistency, efficiency, time management, skill development, focus, and fostering a positive organizational culture. Cultivating positive habits empowers individuals and drives organizational success.

Motivation plays a crucial role in driving employee engagement, productivity, and satisfaction in the modern workplace. To inspire and empower employees, organizations need to understand and apply various motivational models. In this blog post, we will explore different motivational models suitable for today's dynamic workplace.
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1. Maslow's Hierarchy of Needs (70 words): Abraham Maslow's theory suggests that individuals have a hierarchy of needs that must be fulfilled in a particular order, starting with physiological needs and progressing through safety, social, esteem, and self-actualization needs. Organizations can motivate employees by ensuring their basic needs are met, fostering a sense of belonging and recognition, and offering opportunities for personal growth and fulfillment.
2. Expectancy Theory (70 words): Expectancy Theory, proposed by Victor Vroom, focuses on the relationship between effort, performance, and outcomes. Employees are motivated when they believe their efforts will lead to desired performance and that performance will result in desired outcomes or rewards. To motivate employees based on this model, organizations should provide clear performance expectations, meaningful rewards, and ensure that rewards are aligned with performance.
3. Self-Determination Theory (70 words): Self-Determination Theory, developed by Edward L. Deci and Richard M. Ryan, emphasizes the importance of intrinsic motivation and the fulfillment of psychological needs. This model suggests that employees are motivated when they have autonomy, feel competent, and experience relatedness in their work. Organizations can foster intrinsic motivation by providing opportunities for autonomy, skill development, and creating a supportive work environment that encourages collaboration and positive relationships.
4. Goal-Setting Theory (70 words): Goal-Setting Theory, proposed by Edwin A. Locke, emphasizes the significance of setting clear and challenging goals. According to this theory, specific and challenging goals can motivate employees to perform at a higher level. Organizations can utilize this model by involving employees in the goal-setting process, ensuring goals are aligned with individual strengths and interests, and providing regular feedback and support to facilitate goal attainment.
5. Equity Theory (70 words): Equity Theory, developed by J. Stacy Adams, focuses on employees' perceptions of fairness in the workplace. According to this theory, employees are motivated when they perceive fairness in the distribution of rewards and recognition. Organizations can apply this model by ensuring transparent and equitable practices in performance evaluations, promotions, and rewards, and by fostering a culture of fairness and open communication.

n today's workplace, understanding and applying various motivational models is crucial for driving employee engagement and performance. By leveraging models such as Maslow's Hierarchy of Needs, Expectancy Theory, Self-Determination Theory, Goal-Setting Theory, and Equity Theory, organizations can create an environment that inspires and empowers employees to reach their full potential.

Last week we spent some time exploring the topic of mentoring and peer mentoring, a topic I spend a lot of time supporting organizations around. One of the most common requests we get is “what books would you recommend for our mentoring conversations”. 

Books have the power to inspire, educate, and provoke thought. Incorporating relevant books into mentoring conversations can enrich discussions, provide valuable insights, and encourage personal and professional growth. In this blog post, we present a curated list of 10 books that you might want to bring into your mentoring conversations to foster meaningful learning experiences.
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1. "The Coaching Habit" by Michael Bungay Stanier: This book provides practical advice for effective coaching conversations. It offers powerful questioning techniques and strategies that mentors can employ to facilitate deep reflection and self-discovery in mentees.
2. "Mindset: The New Psychology of Success" by Carol S. Dweck: Dweck explores the concept of fixed versus growth mindsets and the impact they have on achievement. This book can help mentors encourage mentees to embrace a growth mindset, embrace challenges, and persevere through setbacks.
3. "The Power of Habit" by Charles Duhigg: Understanding the science of habit formation is key to personal and professional development. Duhigg explores the power of habits, how they shape our lives, and how we can change them. This book can help mentors and mentees identify and transform unproductive habits.
4. "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink: Pink delves into the factors that truly motivate individuals. This book provides insights into intrinsic motivation, autonomy, mastery, and purpose, which can help mentors understand how to foster motivation and engagement in their mentees.
5. "Emotional Intelligence 2.0" by Travis Bradberry and Jean Greaves: Emotional intelligence (EQ) is vital for effective leadership and relationship-building. This book offers strategies and tools to enhance EQ, enabling mentors to guide mentees in developing self-awareness, empathy, and effective interpersonal skills.
6. "Crucial Conversations: Tools for Talking When Stakes Are High" by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler: Difficult conversations are an inevitable part of professional and personal life. This book provides guidance on navigating crucial conversations with skill and sensitivity. Mentors can use its techniques to help mentees handle challenging dialogues effectively.
7. "Lean In: Women, Work, and the Will to Lead" by Sheryl Sandberg: This book addresses gender equality in the workplace and offers insights into navigating challenges and biases. It can be a valuable resource for mentors supporting mentees in their career advancement, regardless of gender.
8. "Start with Why: How Great Leaders Inspire Everyone to Take Action" by Simon Sinek: Understanding the "why" behind actions and goals is essential for motivation and success. Sinek's book explores the power of purpose and inspires mentors and mentees to discover their own "why" and align their actions accordingly.
9. "Originals: How Non-Conformists Move the World" by Adam Grant: Grant explores the characteristics and behaviors of original thinkers and innovators. This book can stimulate mentees to challenge the status quo, embrace creativity, and develop the courage to bring their unique ideas to life.
10. "Designing Your Life: How to Build a Well-Lived, Joyful Life" by Bill Burnett and Dave Evans: This book applies design principles to crafting a fulfilling and meaningful life. Mentors can use its exercises and insights to guide mentees in exploring their passions, values, and creating a well-designed life aligned with their aspirations.

​Integrating relevant books into mentoring conversations can enhance the learning experience, foster self-reflection, and provide valuable guidance. By exploring topics like coaching, mindset, habits, motivation, emotional intelligence, leadership, and personal fulfillment, mentors and mentees can unlock wisdom and enrich their developmental journeys.

Saturday  – Weekly Journaling Prompt
Friday  – Flashback #TEAMS365 #1807  - PRODUCTIVITY HACK 3 – KNOW WHERE YOU ARE GETTING YOUR RESULTS 80/20
Thursday - Mastering Time Management: Tools, Models, and Frameworks for Effective Time Management
Wednesday - Unlocking Growth: Activities to Enhance Peer Mentoring Conversations
Tuesday - The Importance of Mentoring: Nurturing Growth and Success
Monday - ​Effective Peer Mentoring Conversations: Questions to Foster Growth and Development

This week we explored both time management and mentoring. I thought it would be interesting to explore the Weekly Journaling Prompt of “What do I want to get more streamlined in?”. This week here at the Teams365 blog we explored personal productivity as a topic. This can bring up a lot of different emotions for each person. Instead of asking what needs to be more streamlined, an alternative may be to inquire about what could be more streamlined.
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Enjoy the reflection!