Teams365 Blog - POTENTIALS REALIZED

#Teams365 #3047 Weekly Journaling Prompt – What are the conversations you need to have?

5/7/2022

What are the conversations which are going to support you to do your best work?

As Dan Sullivan shares in his book – Who Not How: Accelerating Teamwork, it’s our relationships which are sometimes as important, or even more so than others.

Spending time professionally to develop a series of relationships is key – peers, influencers, connectors (people who can connect you to other parts of the organization or to knowledge). Who else is important to get connected to in your work?

Who would like to connect with?

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.

#teams365 #3044 Hybrid Working Roots and Starting the Conversation

5/4/2022

Today’s Teams365 blog posts was written by Potentials Realized Team Lead, Kathy Vaughan.

The term “hybrid” finds its roots in the latin term ibrida referring to the offspring of two dissimilar animals (the offspring of two dissimilar animals, specifically the tame sow and the wild boar). It was not in use much until the mid-1800 where its was largely used in the agricultural realm.

As we enter Q2 2022, the verdict is that the hybrid work model is here to stay. In fact, the World Economic Forum states that it will be the default work strategy by 2024 as a response to changing nature of work, talent recruitment and retention, and the ongoing shifts in our world from economic to political. Default does not, however, mean defined. We are no longer talking about mating two species together. Today we use hybrid in a much different way - 3D at scale human interaction supported by technology. With regards to the model of work, it refers to a model of engaging people to carry out activities aligned to a purpose where they are both in person and remote.

3 barriers to successful hybrid work are 1) lack of workplace innovation, 2) insufficient oversight, and 3) cultural shifts.

Using personas to explore the different employee experiences (current and future) is one way to start the conversation with your team and organization. Persona-based work models allow you to gain information and insight about the needs, wants, aspirations, and challenges of different workers and then to build a response tailored to different categories. A 2020 Boston Consulting Group report stated using a person-based hybrid work strategy to design and roll out specific, tailored flexible options to each employee personal group had many positive impacts including 10% reduction in turnover, as well as increased productivity.

Potentials Realized has long used personas as a way to tell the story of remote workers and more recently Reconnecting Workspaces. The Digital Dozen, pioneered in Jennifer’s writing starting in 2019, was the first group of personas used across different programs to support understanding personas, connecting to participants lived experience, and finding a way forward to support leaders, managers and peers in the hybrid work space.

In 2022 we will be evolving our persona-based universe even further. We aim to support you and your teams to hold authentic conversations about connection, trust and accountability, autonomy and growth as we gain greater understanding of our own thoughts and preferences to the evolving hybrid experience and then looking to co-create workable solutions for those with whom we work.
Join us on Thursday May 12th at 12 noon ET to learn more as we take a deeper dive in call 6 of 7 of our 18th Anniversary Calls to explore the Hybrid Work Styles Quiz.

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.

TEAMS365 #2388 – Back to the Basics – Feedback

7/14/2020

This week we are heading “back to the basics” again. This week’s focus is feedback. Out of so many areas teams could focus on, feedback doesn’t always make it to the top of the list. We know from research (Gottman’s work and Barbara Frederickson’s work), that teams that excel are good at both giving constructive and positive feedback.

In the work I do, it’s important to help teams build muscles in both areas.

First, constructive feedback is critical, especially if we are in a virtual and remote team and can’t see each other regularly.

When we provide constructive feedback, which helps people explore WHAT they can do differently or better, we want to make sure our feedback is.

Specific - Don’t talk in generalities. Talk about specific examples and behaviors.

Relevant – Make sure it’s relevant to the work they are doing.

Timely – Feedback four months after the fact is not useful. Be sure to provide feedback as close to the time frame as possible.

Two way – Trust is a reciprocal relationship and feedback requires trust. Are you inviting those you are talking with to provide feedback back to you?

Feedback isn’t always an easy place or things to do and we need to make sure we do provide it regularly.

Consider what else is important about feedback. In Effective Virtual Conversations, I share the REVET model of feedback – you can find it in part 3 of the book.

While constructive feedback is needed, positive feedback is also important.

Some research has found that teams which excel give 5 x positive feedback to every constructive piece.

What are you doing to provide feedback opportunities?

What are you doing as a team to give both positive and constructive feedback?

Best,
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

TEAMS365 #2333 - Conflict in the Remote Space

5/20/2020

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

Get your Q2 planning on with the PlanDoTrack Workbook and Planner or Coaching Business Builder

Looking to enhance your virtual conversations? Webinars? Pick up a copy of Effective Virtual Conversations at Amazon, or join me for the Virtual Facilitation Essentials program

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

Check out upcoming virtual programs on our calendar

PDF copies of PlanDoTrack now available! Get yours here.

TEAMS365 #2289 – Effective Virtual Conversations Tip 139: “What does the virtual team need?” and “What’s beyond the Screen”?

4/6/2020

Depending on where you are in the world, it’s likely that your team has been working remotely for a few weeks if you have had to Work From Home. With this is in mind, it can be difficult to know “What’s Beyond the Screen?”. We see everyone in little windows of their world and life, and sometimes only see a virtual background. As I write in my 2017 book, Effective Virtual Conversations, it’s key to explore what is beyond our little boxes.

Getting into the regular practice with remote work about “What does the team need?” is a proactive practice for teams to adopt.

“What does the team need?” may spark conversations around key elements of team effectiveness, which, as I have shared, usually include these six factors.

These six factors of high performing teams include having them develop:
1. Shared purpose or mission
2. Shared performance goals
3. Shared behavioral norms
4. Shared team practices
5. Shared commitment
6. Clear roles
(Source: https://www.potentialsrealized.com/teams-365-blog/teams-365-8-high-performing-team-factors)

What the team needs is a foundation of trust and connection. How is the team self-assessing on these levels? What do they need?

The team may also have a need to feel that they can put conflict on the table and have it be addressed. As Patrick Lencioni writes, ¨If we don’t trust one another; then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony. ¨ - Lencioni

Research continues to point the fact that teams which excel are complimentary in their skills, not the same. In order to harness the diversity of thought, approaches and perspectives which exist, it is critical to be able to have “spirited debate” to figure our how we need to augment and minimize our perspectives to shape an approach that works for us along both relationship and results lines.

Enjoy your team conversations!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders | Remote Pathways Podcast
Team and Leadership Development | Coaching | Everything DiSC
Phone (416)996-8326

Get your Q2 planning on with the PlanDoTrack Workbook and Planner or Coaching Business Builder
Looking to enhance your virtual conversations? Webinars? Pick up a copy of Effective Virtual Conversations at Amazon, or join me for the Virtual Facilitation Essentials program
Contact us to discuss how we can support you and your teams and organization with remote work.
Check out upcoming virtual programs on our calendar

TEAMS365 #2170 – Effective Virtual Conversations Tip 123: Remote Teams

12/9/2019

For many years, I have shared the research with teams that they excel when they focus on both relationships and results. The same holds true for remote teams as well.

This week’s Effective Virtual Conversations Tip gets you thinking about what you are doing to help remote teams explore both their results and relationships.

A focus on results can include:

Their goals
Their vision
Clarity around communication, tasks and focus
How we measure success
Leadership
Roles

Relationship focus may explore:

How much we know and trust each other
Understanding our connections
Understanding what our styles, and preferences are
How we work across differences, conflict and difficult issues

What are the things you need to focus on as a team?

In the remote space, taking time to build out the relationship focus is essential. We want to make sure that we are exploring who we are, what our strengths are, how we prefer to work, what helps and what hinders our work. No person is an island in any work context today. What opportunities are you creating to ensure that there is a focus on relationships in the team?

Could there be a component that you build into your next team meeting that focuses on having people share what they are working on and/or a little about their work. You might even consider undertaking some work around strengths or other areas.

What are the things you want to focus in around as a team right now?

Best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders | Remote Pathways Podcast
Team and Leadership Development | Coaching | Writing
Phone (416)996-8326

As we step into the end of the year, get your planning on with the PlanDoTrack Workbook and Planner or Coaching Business Builder
Looking to enhance your virtual conversations? Webinars? Pick up a copy of Effective Virtual Conversations at Amazon.

#TEAMS365 #2124 – Team Building Tip 259: Creating Safety

10/24/2019

Safety is an essential element for teams to thrive. Since the publication of her 2012 book, Teaming, I’ve been pointing people to the research of Amy Edmondson, as it relates to the trust, safety and connection teams require in order to operate. Her writing includes Teaming (2012), Extreme Teams and the Fearless Organization (2018).

You can view what she has to say on this topic in her TED talk on “How to Turn a Bunch of Strangers into a Team” here.

Having a discussion with the team about “What would create more safety?” for the team can be seen as a risky conversation by some. At the same time, it’s useful to surface questions like these in creating the open dialogue which is needed in high trust organizations. The feedback received, AND ideas created by the various members of the team, helps to create shared ownership for the team experience.

Enjoy your conversation this week, and if you are looking for more on the topic of building trust, connection and safety be sure to also check out the series of posts I’ve included here at the Teams365 blog post around TRUST.

Enjoy the conversation!
Jennifer

Jennifer Britton – Potentials Realized
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
For those looking for tips, tools and ideas about remote work and support for your remote teams, be sure to check out these tags and resources.

#TEAMS365 #2117 - Team Building Tip 258

10/17/2019

Each Thursday I provide a question for you as a team to explore and have a short conversation around. Typically, these are questions which may provoke new discussions you are not having or prompt a sharing of information that is not naturally available.

This week’s team building question might fall into the category of “provocative” for some teams.

The question is “What is not being spoken about?”.

We know from research that teams which excel are teams which are able to surface difficult issues for exploration, without fear of retribution. This is not easy and requires high levels of TRUST and connection with other group members.

When we don’t surface issues, or address issues which need to be raised, it’s likely that they will grow in magnitude and possibly FESTER, creating more toxicity for the team. Rather than being an issue which could be addressed quickly it may become an issue that gets charged with emotional and resentment.

When we are surrounded by an elephant in the room it can be refreshing to finally name it, even if we can’t address it right away.

As a team this week, how might it be useful to surface the issues which are not being spoken about? What do you want to do to capture these and address them in the medium- to long-term? When we open what might be perceived as a Pandora’s Box it can be useful to have shared clarity around what will happen with these issues. Are you looking to spark conversation and problem solving or provide a “release valve” on issues which need to be surfaced but may not change? Consider how you want to set this question up as a team.

Enjoy your conversations!
Jennifer

Jennifer Britton – Potentials Realized
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
For those looking for tips, tools and ideas about remote work and support for your remote teams, be sure to check out these tags and resources.

#TEAMS365 #2110 – Team Building Tip 257: The Devil's Advocate

10/10/2019

This week’s Team Building Tip gets you to think about the question “What would the devil’s advocate say?”.

The Devil's Advocate view on a team may be in complete opposition to everyone else. It may also be the unpopular voice in the room.

At the same time, the devil’s advocate voice can point to an area which needs to be addressed or changed. This perspective can be very important when change is ongoing.

Rather than vilifying the voice of the devil’s advocate, it could be useful to invite their perspective around issues of importance. This may tease out alternative viewpoints, unforeseen risks, assumptions the team is making, or unpopular views.

How can the voice of the "Devil's Advocate" be useful to you as a team right now?

Many teams feel that they may remote the voice to the dissenter if he or she leaves the team, but note that it's likely that that voice will re-emerge if changes are not made at the deeper level of the team's system (it's culture, roles, how they do things, norms etc).

What is important to note on your team right now about key issues and the Devil’s Advocate view?

Best wishes,
Jennifer

Jennifer Britton – Potentials Realized
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
For those looking for tips, tools and ideas about remote work and support for your remote teams, be sure to check out these tags and resources.

#TEAMS365 #2034 - Flashback Friday - New Leader Assumptions to Reframe

7/26/2019

July and August is a popular month for new leaders to assume their posts. With this in mind, I thought it would be useful to take a look back to a great post geared for new team leaders entitled “Five Leadership Assumptions for New Leaders to Reframe”.

Here’s what I wrote back in this 2016 post:

As a new leader there are a number of assumptions you can make which can lead to a lot of problems and/or headaches for you and your team. Here they are in random order.

Assumption #1 - Everyone needs and wants the same type of support.
In fact, every team member will have their own strengths, styles and personalities. Take time at the start to learn who each person is and how they want to be supported. Areas such as how they want to be communicated with can vary tremendously from team member to team member.

If we don’t bust this assumption chances are many of your team members will not connect with you. Trying to support everyone in the same fashion can also lead to lower levels of engagement and trust.

Assumption #2 - I need to do everything myself.
As a leader delegation is key. It’s important that we empower the team to do their work. Micro-monitoring is more important than micro-managing. While delegation is often considered an art form, mastering this skill early on can mean the difference between flow and overwhelm. For more tips on delegation, view this recent Linked In Pulse post I shared a few weeks ago on Delegation.

Assumption #3 - I always need to say yes .
From boundaries with your time, to learning to say NO (diplomatically to your boss and team) creating boundaries is a key skill for team leaders. As someone who leads from the middle - supporting those above and below you - being able to say no tactfully is an important skill to master as are the skills of negotiation. If it's impossible to say NO you may need to say "I can do this, but it will mean I can't do that. What do recommend as the primary focus?".

Assumption #4 - This is going to be easy.
As a leader we need to often make the hard calls and difficult decisions. Some naively step into leadership thinking that it will be a bigger pay cheque and similar work. Not quite. While things won't always be easy, the learning curve does slow down. Your first leadership role may present you wit the steepest learning curve. For those that enjoy challenge, successive leadership roles will usually provide additional challenge in different ways.

Rather than feeling like leadership is going to be hard, what's another perspective you can step into around that?

Assumption #5 - You are going to be just like the other person who filled the role.
Leaders can benefit from busting this assumption early on. As a new leader you'll be bringing referent skills, experiences and a different personality to the table. Make your work life easier by not putting on additional pressure trying to be just like the "other leader". Reminding your team and your boss and stakeholders about your unique strengths can create a win-win for all involved.

What other assumptions do you notice you are holding around leadership? What needs to be reframed?

You can read the original post here.

Enjoy your weekend,
Jennifer

Jennifer Britton – Potentials Realized
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.