Teams365 Blog - POTENTIALS REALIZED

#teams365 #3031 Reconnecting Workspaces Myth Around Coaching and Mentoring

4/21/2022

Remote work obliterated some of the myths of leadership and development. One area it explored is that of coaching.

Many people feel that coaching is just about getting things done quickly. As I wrote in Reconnecting Workspaces, a myth in the remote space is that,
“Coaching is just about the results and action. In fact, coaching occurs over the dual axis of
Awareness and Action. It can be as important to enhance our awareness about our biases,
strengths, assumptions and beliefs, and mindsets, as it is around taking consistent action.” (Chapter 15, Reconnecting Workspaces, © Jennifer Britton, 2021.

As I shared in yesterday’s post, professional development, learning and change occur over time. It’s unlikely that things are going to change right away. It takes time to learn, and then apply, and learn from that, then change. What do you notice about your learning cycle, and how long it takes to put learning into action?

Enjoy the conversation and focus!

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 #2036 Weekly Round Up

7/28/2019

This week we’ve been focusing on a couple of different themes.

From Friday’s Flashback to Assumptions New Leaders Need to Reframe, to Monday’s Effective Virtual Conversations post on "What needs to be updated in terms of your technology?" Mid-week I explored the topic of creativity and provided you with some questions to consider on an individual level, as well as a team level.

Monday: #2030 - EVC Tip “What’s getting outdated and needs an update?”
Tuesday: #2031 - Creativity in the Workplace: Six Questions to Reflect On
Wednesday: #2032 - Fostering Creativity In your Team
Thursday: #2033 - Team Building Tip - “Where would it be useful to sprint?”
Friday: #2034 - Flashback Friday - New Leader Assumptions to Reframe
Saturday: #2035 - Weekly Journaling Prompt - "I want to savour..."

Enjoy this Sunday and looking forward to kicking off the new month with you soon!

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.

#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.

#FlashbackFriday: Leadership Myth - Vision is not important

6/16/2017

It's time for another Flashback Friday and today's focus in on the importance of vision. A couple of years ago I did a series on Leadership Myths, of which one post was the myth that vision is not important. Take a look at what I wrote, and a short audio post you can listen to, on vision:

Today's Leadership Myth brings us to V - Vision is not important. Throughout the last few years I have been pointing us to what team effectiveness research points to as the six factors of high performing teams. One of those six factors is having a shared vision by all team members.

Having a shared vision is important because it:

Provides an end point for everyone to aim towards. Even with different roles and perspectives having the shared end point is critical
Helps everyone row in the same direction, even if they are rowing in different ways
Allows for the opportunity to identify and notice where you are on the path of moving towards your vision.
Helps the team focus on possibilities. Research has shown that working around vision (personally or organizationally) supports people move into a mindset of possibilities neurologically helps people move into a more Positive Emotional Attractors (PEA) which makes them more open, more open to behavioral change, more altruistic and makes better decisions.

You can check out what I have said about vision in past posts here.

Working with your team to create a shared vision is key. Don't just think of your vision for the next year, but also 3 or 5 years down the road (depending on typical lifecycles of teams at your organization)

You can listen into a past recording I have done on vision and questions you may want to dialogue around here. (This link will take you to the Inner Biz Leader On-Demand course - a seven hour virtual retreat you can complete at your pace. IT covers many of the topics we look at here at the blog around your "inner leadership" including strengths, values, and vision. You can access a free audio on vision as you scroll down to the bottom of the page. Look for the lecture entitled "Your Vision - Audio. Enjoy!)

Have a great Friday,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

Connect with us to be the first to know more about launch events around my newest book - Effective Virtual Conversations - coming out mid- to-late July.

#Teams365 #715: Leadership Myth Z - What's the Value in Zooming In?

12/16/2015

A little over a month ago we started this latest a-z series on leadership myths. Today's blog post brings us to the final of our leadership myths Leadership Myth Z - What's the value of zooming in?

AS team leaders it is important that we learn to look at issues strategically, being aware of both the big picture and the micro-environment. There is a tendency for some new team leaders to find it difficult to "Stop doing the work" they always did as a team member and start spending time on the bigger picture.

It's important that we don't get too distanced from everyday detail, nor too engrossed in it. We don't want to micro-manage, rather "micro-monitor". I it is important to be aware of details and zoom in on things like:

* Budget and how expenses are going, and during budget planning time, what you really need to excel the following year. Developing or understanding Budget justifications (understanding what budget line each entails) is a core skill for team leader.
* How projects are really moving along - including the more minute details. Spending time with team member outside of project status updates can be useful to hear of bottlenecks etc
* It is also important to zoom in on performance issues - to address these through one on one dialogue with team members sooner rather than later so it becomes a course correction of a few degrees rather than something more significant.

Where else is it important to "zoom in" in your work right now?

Jennifer Britton, MES, CPT, PCC
Potentials Realized
Team and Leadership Development | Coaching | Retreats
Authorized Everything DiSC partner and Five Behaviors of a Cohesive Team
Email: info(at) potentialsrealized (dot) com
(416)996-8326

#Teams365 #713: #Leadership Myths - X: WE don't have What We Need to Excel

12/14/2015

Today's Leadership Myth brings us to X on our journey to the close. Many teams think that they con't have what they need in order to excel, when in fact, helping your team achieve their best does not always require fancy programs, days away at offsets, or a huge investment. Over a short time, teams can start putting into place the structures and processes team effectiveness research points to as being foundational. Developing habits in these six areas help to integrate these team practices.

AS I've written about numerous times in the last two years, the Six Factors of High Performing Teams, create the foundation and initial culture for team excellence. These, along with strong skills including communication, teamwork and leadership, help to accelerate team performance.

A reminder that the six factors are:

. Shared purpose or mission (Your WHY)
What is your purpose? Your mission? Why you exist? Does everyone hold the same understanding? What does this mean practically for your work? What priorities does your purpose or mission naturally create?

2. Shared behavioral norms
How you do things? What is acceptable and unacceptable on the team? What behaviors and habits exist? Which ones are supportive of exceptional performance? Which ones aren't?

3. Shared commitment
What are team members committed to? What will you get done, no matter what? Is there anything that needs to be dropped off the list?

4. Shared performance goals
What are key goals for the team this year? What are key individual goals? How do your goals align? Overlap? What does success look like for each member? For the entire team? Does everyone have an understanding of the key goals of others on the team and how they feed into them?

5. Shared team practices
Teams that work together effectively share common practices such as a Monday morning huddle, a Thursday night out or some other regular event. What practices support your relationships?

6. Clear Roles
(How our roles overlap, align and connect? What changes, if any, are needed this year around your roles giving your priorities?

Spending some time as a team in dialogue around each of these areas, even using these questions to spark the dialogue.

Have a great start to your week/

Jennifer

Jennifer Britton, MES, CPT, PCC
Potentials Realized
Team and Leadership Development | Coaching | Retreats
Authorized Everything DiSC partner and Five Behaviors of a Cohesive Team
Email: info(at) potentialsrealized (dot) com
(416)996-8326

#Teams365 #708: Leadership Myth - We CAn't Create a Win/Win

12/9/2015

Today's Leadership Myth brings us to W - We can't create a win/win. While competition is still important in many business contexts today, collaboration continues to become even more important. In collaboration we want to create a win-win for each party, recognizing that there are benefits to doing so. Now, collaboration is not always the appropriate strategy but it may be so when:
1. The relationship is important
2. The outcome is important

Benefits to creating a win-win includes:
Strengthened relationships
Possibly a better outcome due to collaboration
Potentially more engagement and buy-in by both parties

As Stepen Covey wrote:

"A person or organization that approaches conflicts with a win-win attitude possesses three vital character traits:

Integrity: sticking with your true feelings, values, and commitments
Maturity: expressing your ideas and feelings with courage and consideration for the ideas and feelings of others
Abundance Mentality: believing there is plenty for everyone

What do you see as the benefits of a win-win for you?

Best
Jennifer
Jennifer Britton, MES, CPT, PCC
Potentials Realized
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2010)
Team and Leadership Development | Coaching | Retreats
Everything DiSC® Authorized Partner
Contact us and let us know how we can support you in helping your team reach its' full potential: (416)996-TEAM (8326)

TEams365 #707: Vision Is Not Important

12/8/2015

Today's Leadership Myth brings us to V - Vision is not important. Throughout the last few years I have been pointing us to what team effectiveness research points to as the six factors of high performing teams. One of those six factors is having a shared vision by all team members.

Having a shared vision is important because it:

Provides an end point for everyone to aim towards. Even with different roles and perspectives having the shared end point is critical
Helps everyone row in the same direction, even if they are rowing in different ways
Allows for the opportunity to identify and notice where you are on the path of moving towards your vision.
Helps the team focus on possibilities. Research has shown that working around vision (personally or organizationally) supports people move into a mindset of possibilities neurologically helps people move into a more Positive Emotional Attractors (PEA) which makes them more open, more open to behavioral change, more altruistic and makes better decisions.

You can check out what I have said about vision in past posts here.

Working with your team to create a shared vision is key. Don't just think of your vision for the next year, but also 3 or 5 years down the road (depending on typical lifecycles of teams at your organization)

You can listen into a past recording I have done on vision and questions you may want to dialogue around here. (This link will take you to the Inner Biz Leader On-Demand course - a seven hour virtual retreat you can complete at your pace. IT covers many of the topics we look at here at the blog around your "inner leadership" including strengths, values, and vision. You can access a free audio on vision as you scroll down to the bottom of the page. Look for the lecture entitled "Your Vision - Audio. Enjoy!)

AS you start to prepare for the new year you may want to revisit the questions I I posed at the start of the year about your vision for 2015. You can listen to it back here (Teams365 #369 - Your 2015 Goals)

Best wishes,
Jennifer

Jennifer Britton, MES, CPT, PCC
Potentials Realized
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2010)
Team and Leadership Development | Coaching | Retreats
Everything DiSC® Authorized Partner
Contact us and let us know how we can support you in helping your team reach its' full potential: (416)996-TEAM (8326)

December 07th, 2015

12/7/2015

Today we are at U of the Team Leadership Myths. one of h biggest myths I have heard over the years in working with new and experienced team leaders is that "my team needs are uniform". In fact, one of the most interesting, and challenging things about supporting a team is that each person is different, with unique needs, preferences and talents.

It is likely that your team has different work style preferences in the areas of:
Communication preferences - some may like face-to=face communication, others may prefer email and some may even prefer a text
Meeting preferences - just like communication you my find a variety of meeting preferences - shot and sweet, vs long and frequent
Support needs - Some team leaders may want to work s independently and autonomously as possible, while others may want more ongoing support and closer touch points.
Level of detail - We all are different in terms of our level of detail needs. Consider those team members who work best when provided a high level overview with broad-strokes information versus detailed, step by step information

If you are unsure, and team members are unsure, how they best can be supported, you may want to consider providing everyone with a DiSC style profile and report. It's done online and can provide some valuable insights into the diverse preferences of your team in tmers of communication, decision making. Profiles can also be provided s part of a training, retreat or coaching process. Contact me fo more information about needs for you, and your team.

Have a great start to the week,
Jennifer

Jennifer Britton, MES, CPT, PCC
Potentials Realized
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2010)
Team and Leadership Development | Coaching | Retreats
Everything DiSC® Authorized Partner
Contact us and let us know how we can support you in helping your team reach its' full potential: (416)996-TEAM (8326)

#Teams365 #701: It Takes Too Much Time

12/2/2015

Today's #Leadership Myth brings us to T - It takes time! In today's time- crunched world it's easy to say that the core functions take too much time - coaching, reporting, quick updates - and actually it's often these things that help us with being more proactive, able to be agile, and with our finger on the pulse of the team.

If we are looking to gain some time consider taming some of these distractors:
* Email - From Notable.ca's indication that professionals are spending 13 hours a week on email, to the Daily Mail stats that we are spending 50% of our time with email and other technology, email is a time consumer. Whether we look to color code our emails, encourage smarter use of subject lines, or encourage people to think twice about how email is used, this is a key area of lost productivity.
* Meetings - Attentiv.com has done a great job of breaking down meeting stats for the US. Note that almost 34 % of those surveyed found that it was unproductive. What can you do this week to make your meetings more effective?
* Managing Interruptions - It's not only the interruptions that hurt us, but also the time it takes to get back on course, estimated at about 23 minutes.

A plus side of some virtual work arrangements is that there are fewer interruptions from people dropping in etc.

If you were able to glean a little more time somewhere n the day - where would you find it have the greatest impact - in more one-on-ones, reporting, planning?

Have a great week,
Jennifer

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