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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 #3025 Flashback – Conflict and what’s more important – Results or Relationships?

4/15/2022

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It’s Friday which means that it’s time for another Flashback Frday. What’s important as you approach conflict – the result/outcome, or the relationship you are in? 

This week we head back to Teams365 #510 and the post from 2015. Here’s what I wrote: 

Our ability to work through differences and conflict is a key skill for leaders and team members. What we know from research is that complimentary skill sets often make a team strong. In saying this, it may mean that we have different styles which exist, which means that what we value and how we interrelate with the world is different.

What is your natural style in navigating conflict? Different conflict models may have different names for these but we may demonstrate one of many styles including:

Accommodate  - often when the relationship is important but the results are not we will accommodate to enable the other party to have their preferred outcome. In accommodation the other party wins, at our loss.

Compromise – compromise may be importnat when the outcome is important for both of us, as is the relationship. In compromise, I win some and you win some, but neither party really win.

Avoid – There are instances where it makes sense to avoid conflict and sweep things under the rug. The challenge and danger with this over time is that the issue can fester, and the small minuscule issue can grow into an elephant. Where is may be appropriate to avoid conflict is when the issue is not important and the relationship is not important. IN avoiding I lose and you lose.

Collaboration - Collaboration takes time and may be the preferred solution when relationships and results are both important. Not every situation warrants collaboration, and as Morten Hanson writes in his books, Don’t collaborate just for collaboration’s sake. While collaboration often takes more time, it can be the best outcome. In collaboration I win and you win.

Compete – We may choose to compete to achieve an important outcome when the results are key and the relationship is not as important. When competing we need to be aware of when it becomes too aggressive. In competition I win and you lose

As you consider these five different styles, what are examples of each one and how you and others would benefit from adopting that approach? When might the approach be beneficial?

 For those interested in learning about their own style or supporting team members in this area, one interesting online resource I found was Conflict 911.com/resources.
​
Enjoy the conversation,
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#teams365 #3024 Six Questions to Consider around Conflict

4/14/2022

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For the last three weeks we’ve been exploring the topic of conflict. What do you notice about conflict in the teams and organizations you have been working with?
​
Today’s focus is on the topic of questions around conflict.
​Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#TEAMS365 #3021: Author Reading – Reconnecting Workspaces

4/11/2022

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​Two years ago I did a series of readings from my book, Effective Virtual Conversations. It was well received. With that in mind, I thought I would start a new series of recordings from the Reconnecting Workspaces series, to bring to life practical ideas and implementable tips around hybrid and remote work.
As I share  on pages 5-7 of Reconnecting Workspaces we are in a time of unprecedented change in today’s workforce, requiring new skills and approaches, not only for leaders, but for all kinds of professionals. 
In this first reading I share a little bit about the background of the changes we are experiencing, as well as leave you with some questions for you to consider with your work.
​
Enjoy this first “day 1” reading of pages 5-7 of Reconnecting Workspaces: Pathways to Thrive in the Virtual, Remote and Hybrid World and consider picking up a copy of the book at Amazon.

Enjoy the conversation, and reflection!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#TEAMS365 #3020: Week in review: from hybrid workstyles quiz™ to conflict

4/10/2022

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This week we took a look at Chapter 14 of Reconnecting Workspaces and the important topic of Conflict.

In case you missed some of the blog posts for the week, here’s what we explored:
Saturday’s Weekly Journaling Prompt
Friday’s Flashback of 
Thursday’s Team Tool from Chapter 14 of Reconnecting Workspaces on Questions to Consider around Conflict
Wednesday’s exploration around the Deeper Dive into the Hybrid Work Styles – Remote Pathways podcast Episode 57
Tuesday’s focus on Hybrid Productivity Tip: 10 Activities To Consider in your Hybrid or Remote Work this Quarter
Monday’s Remote and Hybrid Myth around Conflict

Enjoy your reflections and have a great rest of your weekend,
Jennifer
​​Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#TEAMS365 #3018: flashback friday: navigating conflict #1194

4/8/2022

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Conflict in teams is an everyday occurrence and it can be like an Achilles heel – the thing that brings a team down.
Conflict in teams can emerge for many reasons including:

      - Competing demands
      - Unclear roles
      - Lack of clarity around where we are going – our vision, our goals

Regardless off the source of conflict, becoming more proficient and confident in navigating conflict is very important.

In navigating conflict, you will want to consider these questions:

What is more important here - the end result or the relationship? This will influence everything from our stance and approach to conflict. For example, if the end result is really , really important in the short term I may adopt a stance of competition where I do everything I can to “win” at the other’s expense. If the relationship is more important because I need to work with this person, or team, on a regular basis, then I may choose to collaborate. In collaborating, I may let the other party win or spend more time.

What do I know about how I approach conflict? We each have our own unique approach to conflict which also shapes how we view conflict. Many team members may have been socialized that conflict is not a bad thing. In fact, part of the team development process is the storming stage where a team needs to figure out who they are, what is important and how they want to operate. That stage is naturally conflict ridden.
It can be important during the storming stage for team members to be aware of their natural approach. Are they more conflict avoidant – i.e. preferring to sweep it under the rug, or are they more head on with conflict – i.e. raising issues and placing them on the table to immediate exploration.

What is the common ground we share? A third essential area to consider when thinking about conflict in teams is What is the common ground we share. Helping people find that expanse where they do align is critical for conflict resolution. It may only be a small sliver, but helping people see the area in which they align is core.

Supporting teams through conflict.
There are some specific things we can do when supporting teams through the choppy waters of conflict. Consider these next time you are working with a team:
Normalize it. A natural part of the formation of groups and teams is conflict, and the recognition of differences. Helping teams understand that they are not alone can be useful in taking off some of the pressure of the thinking that “they are all alone”.

Give time for the team to work through it. It takes time and space to have these conversations. Prioritize this as something which does need time.
Consider the resources which will support you as a team around this. Having a common framework and skills you can all use in navigating conflict supports the process of resolution. If people don’t know how to have the conversation around conflict it can be challenging. Consider investing resources in some skill development for the team, and/or bringing someone in who can help you with this.

Focus on supporting enhanced self-awareness in the team – In today’s teaming environment we all benefit from enhanced self-awareness. Awareness around how we naturally approach work, our styles, as well as our approach to conflict. Many times teams may be experiencing conflict due to differences in work styles. If you have some team members who are driving for results, and working to get things done quickly, whereas others want to make sure things are done correctly, conflict is likely. Helping team members understand their natural style can be of great benefit, and may reframe differences to simply differences, rather than something which is wrong or a problem.

Consider the end result. Sometimes it is very easy to get mired in our own perspectives, and what needs to happen. Helping team members reconnect with the end result is critical for success. Connecting with the bigger picture, also helps team members find those slivers, or 2%’s, where they do align.

What is important for your team to notice about conflict? What's the issue they need to work through?

Enjoy the conversations,
Jennifer
​Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#TEAAMS365 #3017: Team tool: questions for working through conflict

4/7/2022

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Becoming curious about other people’s perspective, context, and framework is an essential part of empathy and remote work. 

There are many different approaches to working virtually, and it is likely that you will be in partnership with others many times during your work. It is critical that you take time to notice what’s important about your end goals and the relationships you are involved in.

At the start, you will want to use some of the following questions to help you frame out your approach to conflict rather than jumping into a particular model or process.

In Chapter 14 of Reconnecting Workspaces, I include a number of questions to consider around conflict. This is found in the Team Tool of the chapter. You’ll find more than a dozen questions there, and here are a few to start with:
1. In the bigger picture, what is important?
2. What is more important – the relationship or the results?
3. What is really important about the relationship with this person?
4. What is really important about the outcome of this goal?
5. What can you concede to?
6. What are your main perspectives around this issue?
7. What does each perspective have to offer in terms of insights and value?

Check out page 269 of Reconnecting Workspaces for more questions you might surface. You can pick up a copy of the book on Amazon. Follow this link - https://www.amazon.com/Reconnecting-Workspaces-Pathways-Thrive-Virtual/dp/0993791557

Enjoy the conversation,
Jennifer
​Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#Teams365 #3014 - Hybrid and Remote Work Myth: Conflict is Bad

4/4/2022

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A myth of remote and hybrid work is that conflict is bad. In fact, conflict is often a signal that the team is gelling. Teams get stuck when they do not have common frameworks and shared tools to have a conversation.

\Conflict is an inevitable part of teamwork. Whether it is due to:
  • Different work styles (check out our Hybrid Work Styles Quiz to learn more about your style)
  • Competing priorities
  • Lack of resources
  • What else?
 
Chapter 14 of my latest book, Reconnecting Workspaces, focuses on conflict.
 
In today’s world of work – in person, hybrid or remote – it is important to consider is how we learn to navigate conflict with each other. What can we do to build our strengths and our confidence in working through conflict?
 
Take a look at the posts I shared last week as well as the upcoming posts for this week around conflict.
 
What’s one of your favorite resources to support the conflict conversation?

From Fierce Conversations to Difficult Conversations, there are many different conflict frameworks out there. Let us know what your favorites are!

Enjoy your conversations
Jennifer

​Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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TEAMS365 #2453 – Team Building Tip #263

9/17/2020

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This week’s Team Building Question is “what’s getting in the way?”. Success in today’s business context is about ongoing evaluation of what’s working and what’s not. What worked this time last year may not be the thing that works right now.

As you consider the question “What’s getting in the way?” consider what this might be as it relates to process, teamwork, communication, meetings, projects etc.

Taking a hard look regularly at what works, and what doesn’t will help you as a team keep moving and adapting.

As an old mentor of mine once said “In times of disruption, there can be no sacred cows”. This was a mantra I led by for many years, being involved in post-disaster rehabilitation and regrowth along with many other key programming areas including educational reform and environmental initiatives.

What’s getting in the way of your success right now?
What are the roadblocks you are facing?


What can help you get over (or around those roadblocks)?

What resources do you need – people? Technology? Change of process? New information? Different skills or expertise?
​
What’s needed to make a change?

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
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TEAMS365 #2427 – Weekly Journaling Prompt 113

8/22/2020

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Welcome back to another Weekly Journaling Prompt. This week the prompt for you to journal around is “Resilience Means”.

What has resilience meant for you?

What has it meant for you in recent months?

What has helped you be more resilient?

What have you learned along the way?

My hope is that you will take some time today to reflect on the topic of resilience and consider how it can inform your future actions.

Enjoy the pause!
​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
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TEAMS365 #2333 - Conflict in the Remote Space

5/20/2020

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​The most recent episode of the Remote Pathways podcast focuses on Conflict in the Remote Space. This is probably one of the most challenging topics for teams today as often it’s easier to pretend that conflict is not happening – avert our gaze, push it under the rug, or even hope that it will just go away – than address it.

In Episode 12 we are joined by Conflict Specialist Gayle Oudeh who is also the author of Conflict is for the Birds. She brings a wonderful metaphor to us in her writing of the different types of approaches to conflict.

Gayle also joined us for the May 7th Remote Pathways Community Call which I am embedding below.
 
If you weren't able to make the call live, catch up on the recording!
It's now available on YouTube
.

Gayle is the author of Conflict is for the Birds: Understanding Your Conflict Management Styles.
 
As you’ll see in our call Gayle’s writing explores the varying ways we may approach conflict through the metaphor of birds. Listen into the call as she shares more about the different types of birds. What types are you?
 
Conflict is an inevitable part of change, innovation and disruption – three things which are characterizing business right now.
 
Our approaches to conflict are shaped by our socialization, experience and also knowledge of ourselves.
 
How do you approach conflict?
  • What do you notice about how others on the team approach conflict?
  • What’s important to take note of as a team right now?
  • What are the conversations you want to have?
 
Be sure to check out episode 12 of the Remote Pathways podcast as Gayle shares even more about conflict in the remote space.  You can find it at your favorite podcast player or here.
 
Enjoy!
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders | Remote Pathways Podcast
Team and Leadership Development | Coaching | Everything DiSC
Phone (416)996-8326

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Contact us to discuss how we can support you and your teams and organization with remote work.

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    Author


    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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