Potentials Realized
  • Home
  • For Teams
    • Corporate Retreats
    • Team Coaching
    • Team Building
  • Leadership Development
    • Leadership Development Programming
    • Mentoring and Mentor Training
    • Teams365 Leadership Lab (Annual Group Coaching for Leaders)
  • Training and Facilitation
    • Facilitation Services
    • Training Services - Leadership, Teamwork
    • Global Organizations and Teams
    • Youth Leadership Development >
      • Train-the-Trainer Services
  • Creating Engaging Virtual Learning
  • Coaching
    • Coaching Services: Individuals/Executives
    • Coaching Skills Training for Leaders
    • Group Coaching (For Team Leaders and Other Professionals)
    • Group and Team Coaching
    • Mentor Coaching & Mentor Coaching Groups
  • Group and Team Coaching Training (For Coaches)
  • Our Books
    • Effective Group Coaching
    • From One to Many: Best Practices for Team and Group Coaching
    • PlanDoTrack
    • Effective Virtual Conversations (2017)
    • Bonus Audios for those purchasing from our site
  • Five Behaviors of a Cohesive Team
  • Everything DiSC®
    • Everything DiSC® Workplace
    • Everything DiSC Work of Leaders
    • 363 For Leaders
  • Teams 365 Blog
  • Consulting
  • Speaking
  • Resources
    • Leadership Questions
  • About
  • Store - Signed Copies, Emanuals, Conversation Sparker(TM)
  • Privacy Policy
  • Annual Membership Programs - For Coaches
  • PlanDoTrack Workbook and Planner (Virtual and Remote Professionals)
  • Our Teams365 On-demand Courses (Productivity, Team Effectiveness)
  • Coaching Business Builder Workbook and Planner
  • Join the Conversation - Conversation Sparker Zone Community
  • Become a PlanDoTrack Facilitator
  • Become a Coaching Business Builder Facilitator
  • 15th Anniversary
  • PlanDoTrack
Connect with Us

Teams365 Blog

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.

Download Team Coaching Chapter

#TEAMS365 #2081 – Remote Work Myth: Out of Sight Does Not Mean Out of Mind

9/11/2019

0 Comments

 
Picture
Today’s blog post continues this month’s focus on remote work myths and pitfalls. Today’s myth is a common pitfall – “out of sight equals out of mind”. In fact, both research and practice have shown the need for more consistent and frequent communication to keep things moving on remote teams.

​This can be accomplished via a number of avenues including:
  • Creating opportunities for peers to connect on a regular basis. This might include more formal activities, or it might include more informal events like virtual potlucks or co-working sessions. In a remote team, focus should be made on providing regular peer connections.
  • Consistent meeting times for the team. It can be a very slippery slope when remote teams try to find a time when everyone is available. This may never happen! Get into the practice of establishing a set time so everyone can start adjusting their schedule to meet this. For those that are not there, have peer partners provide an update and/or check in.
  • Put attention on team development for the team. It’s often assumed that remote teams don’t need a focus, however, if we treat everyone as separate bubbles, it’s really hard for people to feel part of a bigger entity. Research in the last few years has found that only about 1 in 4 remote teams do put a focus on team development. Going back to the basics around team effectiveness, teamwork skills and building a team identity can go a long way. AND it can be done virtually as well!
  • Build a strong team identity. Team culture is key in remote team success. It helps with connection and alignment. Check out past posts I’ve written on team culture and team identity in the last few months.

Ensuring regular one-on-ones with staff. Be sure to check out past Teams365 blog posts for more on hosting 1-1 calls, and questions you might ask. 

What’s going to support your team from not feeling “out of sight and mind”.

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. ​
0 Comments

#TEAMS365 #2052 – Teamwork Foundations – Alignment

8/13/2019

0 Comments

 
Picture
This week’s Teamwork Foundation post gets you, as a team, to consider how you are as a team with respect to alignment. Teamwork today is dependent on alignment.

Alignment around purpose.

Alignment around values.

Alignment around goals.

When a team is not aligned, it’s likely we’ll see these types of behaviors:
  • Duplication
  • Gaps
  • Performance issues and lack of clarity around goals
  • Weaker team culture – no one is sure what they are working on or what’s important
In order to boost alignment, we want to:
  • Help team members see the bigger picture
  • Help teams prioritize so they can focus on what’s important
  • Build connection across the team
  • Understand who does what
  • Clarity and strengthen team culture

What is important to note around alignment within your team right now?

Best,
​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.
0 Comments

#TEAMS365 #2048 – Flashback Friday: Articulating Your Virtual Team Culture

8/9/2019

0 Comments

 
Picture
One of the themes this week has been about building team culture in your remote or virtual team. As part of this week’s FlashBack Friday, let’s look back to a post from this March.

Here’s what I wrote in March:
 
Yesterday’s Teams365 post #1905 focused on virtual team culture. Be sure to check it out if you haven't done so.

Today I wanted to explore three different ways you might support your team in identifying their own virtual team culture.

As a reminder, team culture usually points to three things - who we are, how do we do things and what is important to us.

Here’s a quick listing of different activities you might consider incorporating:

Who we are:
Virtual teams which excel know each other. They have strong relationships across the team, which allows them to call on others, and “have each others’ backs”. To strengthen your connection, consider these activities:

Have the team create a list of words/adjectives which describe who you are. Shape these into a word cloud which can be visible to the team.
Discuss the question “Who are we when we are at our best?”. Again, use the words to create a graphic about who you are.

At your next team meeting, have each person share one thing others may not know about them.

At your next team meeting, have each person share something that is unique to their location (this works especially well if you have a global team).

In your next meeting, share your screen which includes a variety of photos or icons. Have each person select the photo or icon which represents what they bring to the team.

How we do things:
Each team will have its own unique practices and ways of doing things. This will vary from team to team. Spending time discussing how you do things, and what the expectations are, creates clarity and builds trust, boosting both performance and results.

To explore this topic further consider:
Discussing “how we do things” (communicate, make decisions, work across differences, address conflict) can be a series of different discussions and activities. It might include a Rules of the Road which everyone has signed off on.

What makes you unique and distinct in terms of how you do things?

Another tool is to look at the IS/IS NOT table. This can include it is, it is not…
 
What is important to us:
Clarity around priorities and goals for the entire team helps with alignment, prioritization and decision making. Spending time on a regular basis discussing what is important to us may also involve:
​
A list visible to the entire team (ie. Think Intranet or other post on)
  • Top 5 Goals for the month
  • Top 5 Priorities for the week
  • Top 5 Priorities for the quarter
  • Enshrining your Team Agreements or Ways of Working into something that is visible. Some teams have enshrined this into a plaque, a screen saver or other.
For more on these topics, and a demonstration of what some of these can look like (photos), take a look at my January 2019 Virtual Team Builders call which I did as part of the Effective Virtual Conversations series. You can check it out here.

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.
0 Comments

#TEAMS365 #2045 – Remote Teamwork Fundamentals: Five Things to Keep in Mind

8/6/2019

0 Comments

 
Picture
Remote and virtual teamwork has been something I have supported for the bulk of my 30-year career. While not every team I led in my early days was remote, over the years my own remote leadership experience continued to open doors to new roles and opportunities. When I started my own business, Potentials Realized, in 2004, it only made sense to have a virtual business.
​
While remote and virtual teamwork is becoming more common today than it was, it’s still an area which a lot of leaders (and team members!) are not comfortable with. I explored many of the topics I am touching on here in my 2017 book – Effective Virtual Conversations – and I continue to write and support remote teams in these areas.

Here are five key areas you will want to pay attention to, in your work and conversations:
  1. Trust and Connection
  2. We don’t operate in a vacuum – relationships are important
  3. Understanding Context (everyone’s) and Big Picture
  4. Strong Team Culture
  5. Regular team practices
 
Let’s look at each one in turn:
#1 - Trust and Connection: Trust and connection are essential for exceptional virtual teamwork success. If we don’t have it, it’s likely that information does not flow, people don’t know each other or where to go, collaboration does not occur. Check out this past Teams #65 post to learn more.
#2 - We don’t operate in a vacuum – Relationships are important in the virtual space. Knowing our peers and who to reach out to, as well as having colleagues and connections across locations, is key. What learning could you do in the area of context or connection?
#3 - Understanding Context (everyone’s) and Big Picture – One of the challenges of virtual work is that we only see what’s on the screen. We usually don’t get a sense of the bigger context. What is the bigger picture we need to know about – priorities, gaps, roles, etc?
#4 - Strong Team Culture: Having a strong team culture helps us understand how we do things. It also helps us differentiate how we do things on this team, rather than other teams. Culture is manifested through sayings values, behaviors and practices. What’s important to clarify and/or communicate about your culture?
# 5- Regular Team Practices: Remote does not equal alone. Communication and regular team meetings are critical for performance, alignment and cohesion. What are the efficient ways you can keep each other informed?

As a virtual or remote team what’s important to note and focus on this quarter?

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.
0 Comments

#TEAMS365 #2027 – FlashbackFriday: Leadership Practice - Feedback

7/19/2019

0 Comments

 
Picture
​This week’s Flashback Friday takes us back to the 2017 series entitled “Leadership Practices”. Given that this time of year often involves planning, I wanted to take us back to our focus on feedback.

Here’s what I wrote in Teams365 #1296: 

Leadership Practice – Feedback

One of the areas many team leaders struggle with is providing feedback. Sometimes feedback has not been well modeled to us, or we may not operate in a feedback culture. Creating the context of regular feedback  - both positive and constructive – can be an important shift in changing the way people work and interact. When feedback is sparse we may inadvertently create a culture where team members move below the radar line, and people are afraid to take risks. When we create a culture where feedback is offered on a regular basis – both positively and constructively – we are often able to take more risks and try things out in an iterative fashion.

Several keys for providing feedback include:
​
Make feedback regular. In moving to a feedback culture we want to make sure that we are providing feedback to our team members in both positive and constructive ways. Poor performance, or performance that is not meeting the mark should not be a surprise at formal performance evaluation moments.

Leaders alone may not be the only ones providing feedback. Building the capacity within our team to provide peer feedback can support a shift to an overall feedback culture. In building the capacity within team members to provide feedback we want to make sure that we train people in providing feedback. It can be useful to start with comments like “ I see one of your strengths as…..” or “I appreciate it when you….”. Constructive feedback from the perspective of “one thing you might want to try is…..” or “one are you may want to focus on is….”.

Be sure that in providing feedback you are speaking to observable behaviors not personality issues. A major trap in feedback is that we attribute poor performance not to things we see, but to heresay or assumptions.  It is important to provide feedback on things we have seen ourselves.

Practice giving feedback in authentic ways. When feedback cultures are not established it can feel awkward to provide feedback and it may not be modeled in different voices. Providing team members with the opportunity to provide feedback using a framework mentioned in the last point, may start to build the muscle and confidence around feedback, along with a common framework with different voices.

As you think about feedback for the year, what do you notice?
​
Enjoy,
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.
0 Comments

#TEAMS365 #1985 - #FLASHBACKFRIDAY: Preparing For the Feedback Conversation

6/7/2019

0 Comments

 
Picture
​This week’s flashback Friday takes us to preparing for the feedback conversation. When feedback is unplanned or unscheduled things can go awry. Even taking a few minutes on a regular basis to review your team members performance, can be a useful habit to get into. Providing feedback on a regular basis is a best practice of leadership today.

Check out Teams365 1252 Preparing for the Feedback Conversation. This is useful for both the person giving and the person receiving the feedback.

Here’s what I wrote in Teams365 #1252:
Today's post takes us to the realm of feedback, an area I often find myself working with teams around. The performance conversation should not be a one-off conversation. In fact, it should be an on-going dialogue (two-way) between staff and their leader. 

​Taking time to prepare for the feedback conversation is an essential step in the process, and it is often one that is overlooked. It's important to take some time to think about the performance conversation, rather than just winging it.

​Some things to do when you are starting to prepare for any feedback conversation is:

​Make sure that you have solid items to talk about. What are the facts? What is hearsay? What have you seen yourself? If you realize that you don't have a lot to share, this is a flag to make some changes so that next time you do.

​What are the key goals which are important to discuss? Another challenge in the feedback conversation is that the team leader may be focusing on different things than the employee. What are the key goals which are important to discuss? Are these aligned?

How have you set the employee up for success in scheduling this meeting? Performance conversations should be a two-way process. What have you done to set the employee up for success? Have you asked them to consider any questions prior to meeting? Have you invited them to do a self-assessment? When was the last time the two of you sat down to explore performance issues? Nothing raised in an annual review should be a surprize.

​Dedicate time and space for the performance conversation and preparation. Even though many of us feel we need to run from task to task, feedback and performance conversations should not be left as a low item priority. Make sure you are dedicating time and space for not only holding the performance conversation, but also preparing for it.
​
​What other tips do you have for preparing for the performance conversation?

Enjoy the 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.
0 Comments

#TEAMS365 #1984 - Team Building Tip #239:What's Taboo?

6/6/2019

2 Comments

 
Picture
This week’s Team Building Tip gets your team to consider the question – “What is taboo?”.
​
Once teams feel safe to put issues on the table, and that they will not face any retribution for speaking their mind, getting the team to identify what is TABOO or off-limits can be key to moving a team forward. It is important to look into the dusty corners, and shine the light on the things that don’t want to be seen or discussed. This is particularly important when the pace of business speeds up, and things become more urgent. It’s the things that are taboo that can grow in size or come out of nowhere, taking a team down.

What are the things that are TABOO for you and your team to:
  • Discuss
  • Do
  • Put into Practice
 
Is it time for a change?

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.
2 Comments

#TEAMS365 #1982 – Team Tune Up

6/4/2019

0 Comments

 
Picture
Given that we are stepping into mid-month, let’s take a look at where your team is at. Is it time for a team tune-up?

As we move into mid-year, some of the things we might want to keep in mind are:
  • What rhythm have we gotten into in terms of work and results?
  • What rhythm have we gotten into in terms of meetings?

AT your next team meeting, consider building in some time for a team check in or tune-up. Questions for each person to reflect on and possibly share:
  • What do I need from others in order to be successful?
  • Things others on the team should know about my work right now are…
  • My priorities for the next six months are…
  • My greatest success has been…
  • Our greatest success this year has been…
  • One thing that is really important for us to address is…
  • One thing I need from my leader is…
  • The feedback I want to offer to my leader is…
  • The feedback I want to offer to my teammates is..
  • The one connection I wish I had…
  • If I had a magic wand I would….

Depending on how frequently you meet, it might be possible to have you share 1-2 of these questions as an entire team for the next few meetings.

Wishing you the best,
​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.
0 Comments

#TEAMS365 #1971 – #FlashbackFriday: Mistakes Made By New & Experienced Virtual & Remote Team Leaders & Skills Needed In The Virtual Space

5/24/2019

0 Comments

 
Picture
​This month’s theme is about teamwork in complexity. One of the more complex areas can be the virtual and remote space. Let’s look at mistakes made by new and experienced virtual and remote team leaders.
​
I also thought it would be interesting to reach back to a skill-based post as well. Here’s what I wrote about virtual and remote leadership skills:

Today we reach the W in the A-Z of Virtual and Remote Team Leadership. As virtual and remote team leaders, having a wealth of skills and experiences to draw on can be invaluable.  Given the need to lead across distance and ever-changing contexts it can be useful to have a broad base of skills to draw up on. Many of us are Jacks or Jills of all trades. The ability to lead confidently in uncertainty and across issues we are often unfamiliar with is key. Our ability to empower our team members to take the lead and advise on issues is also critical.

​Questions to Consider:
  • ​When you think of your skill base as a team leader, what broad skills do you bring really help you lead effectively?
  • What new skills would you like to add to the table?
  • ​What experiences add to your mix?
  • ​What new leadership experiences would help you round out your style?
https://www.potentialsrealized.com/teams-365-blog/teams365-850-virtual-and-remote-team-leadership-w-is-for

I also wanted to remind you of some of the more common mistakes new and experienced virtual and remote team leaders make:

Today’s post explores common mistakes virtual and remote team leaders can make. In this post we are going to look at five different ones.
  1. Not enough 1-1's – As I have said many times, being out of sight is not the same as being out of mind. Not spending enough time in one-on-ones can be detrimental to the levels of trust team members feel, the connection they feel with others, which will have an impact on levels of engagement. What is an appropriate frequency of meeting time with team members? What does it look like – phone calls, video streaming, onsite visits, or bringing staff into the office regularly?
  2. Not learning on your feet – Part of being an effective virtual and remote team leader is your ability to be shifting, learning and adapting. Given that there is much less levels of control and greater span, the ability to learn on your feet and expecting this rather than feeling you will have all the answers, can make a big difference with team members.
  3. Not being clear with goals – Goals can be a little different with virtual and remote teams. Whether people are matrixed and reporting into different areas, or whether goals can become competitive, providing opportunities to be clear with goals is important.
  4. Not helping people connect with the bigger picture – Because virtual and remote team members are working with different levels of autonomy and independently, helping team members connect with the bigger picture is essential. This could include helping them understand more about corporate and departmental goals, giving them more access to strategic or corporate plans, and making goals and achievements more visible. Making goals more visible might include making the reporting structures more shared and visually appealing, or mapping out team goals on a weekly basis or other.
  5. Not providing team members with the necessary responsibility and authority – A final mistake virtual and remote team leaders can make is not providing the necessary responsibility and authority to their team members so they can make the decisions they need to autonomously.

https://www.potentialsrealized.com/teams-365-blog/teams365-1177-common-mistakes-made-by-virtual-and-remote-team-leaders

What can you do to avoid these common mistakes?

Pick up a copy of the entire A-Z series at the Potentials Realized Store here. It’s a downloadable ebook format for $19 US.

All the best,
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.
0 Comments

#TEAMS365 #1970 – Team Building Tip 237

5/23/2019

0 Comments

 
Picture
This week’s Team Building Tip gets you thinking “outside of the box”. Challenges and opportunities exist all the time. What are the solutions which could be activated around your most pressing business challenge?

One of the frameworks I like to share with teams I work with is the Six Thinking Hats from DeBono. Read more about this topic here.

With the Six Thinking Hats we are encouraged to look at issues from a variety of perspectives –
  • what’s possible,
  • what new ideas can we generate,
  • what are the benefits of the approaches,
  • what caution do we need to heed,
  • what are the facts and
  • what might get in the way.

If you are not familiar with De Bono’s Six Thinking Hats model, take a look at his work and writing.

Wishing you all the best,
​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.
0 Comments
<<Previous

    Author


    Jennifer Britton - Known for her writing and work in the areas of 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.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2019.  Jennifer Britton, All Rights Reserved.

    Sign Up for Email Updates
    For Email Newsletters you can trust.

    RSS Feed

    View my profile on LinkedIn

    PicK up a copy of PlanDoTrack - For Virtual and Remote Professionals

    Picture

    Become a PlanDoTrack Facilitator:
    ​STarts November 15 2019:

    Picture

    Avoid the "Death by Conference CAll" - EVC Book:

    Picture
    Visit our new site - www.EffectiveVirtualConversations.com.
    Picture

    Upcoming Programs

    Picture
    ​Upcoming Programs:
    Virtual Facilitation Essentials (5 weeks x 75 min calls) starts again  Mondays 1:15 - 2:30 pm  ET on October 28: 5 weeks of 75 minutes calls, by zoom) . Now approved for 8.5 CCEs with ICF!

    ​Learning Lab and Design Studio (for coaches, trainers and those working in team and group programs). Calls 2 Fridays a month at 8:45 am ET. More at LearningLabandDesignStudio.com
    ​
    Group Coaching Essentials - starts Mondays 9 - 1015 am Eastern/New York: October 21, 28, November 4, 11, 18 (by zoom)  8.75 CCEs. Click here for more info

    Teams365 Leadership Lab - Twice a month Friday calls (2nd and 4th week of month) for Team Leaders (Fridays 8:45 - 9:30 am Eastern/New York). . Learn more here.

    Mentor Coaching Groups - for ACC/PCC lFriday October 18 running to January 17, 2019 (Fridays 12 - 1pm Eastern) Click here for more info.

     Advanced Group and Team Coaching Practicum (10 CCEs) - starts again October 28 (Mondays 3 - 4:15 pm Eastern/New York). Click here for more info.

    On-Demand Video Based Courses (Start when you want at your own pace):

    Teams365 Teamwork Foundations - a 7 module program exploring 10 core teamwork skills, and essential ingredients for more effective teams. Enroll now.

    The Inner Biz Leader(TM) Virtual Business Planning Retreat - Seven  hours of structured self-paced activities to design your plan for the next year, while exploring your inner leadership foundations.

    Tips and Tools for Your Group and Team Programs - More than 2 dozen tips to support you in your work with workshops, webinars, teleclasses, retreats etc. More than 3.5 hours of lecture videos, worksheets and 28 accompanying activities.

    Archives

    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014

    Categories

    All
    19 For 2019 Productivity
    2018 Kickstart
    20 Focus Areas For Virtual And Remote Team Development
    6 Leadership Questions
    Accountability
    Articles
    Audio
    Books
    Business Development
    Capacity Development
    Cartoons
    Celebrations
    Change
    Changes
    Check It Off Tip
    Check-it-off-tip
    Checklist
    Coaching
    Coaching Skills
    Collaboration
    Communication
    Complexity
    Conflict
    Conflict Mgt
    Conversation Sparker
    Creativity
    Culture
    Decision Making
    Decisions
    Delegation
    Difficult Conversations
    Disruption
    Effective Virtual Conversations
    Effective Virtual Conversation Tip
    Ei
    Emotional Intelligence
    Employee Engagement
    Essential Leadership Read
    Everything DiSC
    Facilitation Skills
    Feedback
    First 90 Days
    Flashback Friday
    Focus
    Foundations Of Goals
    Foundations Of Teamwork
    Global Leadership
    Goal
    Goals
    Gratitude
    Group Coaching
    Group Development
    Groups
    Habit
    Habits
    High Performing Teams
    Ho
    Innovation
    Inspiration
    Jennifer Britton
    Jennifer Britton
    Jo The New Team Leader
    Journaling
    Leaders
    Leadership
    Leadership A Z
    Leadership A - Z
    Leadership A-z
    Leadership Myth
    Leadership Myths
    Leadership Practices
    Leadership Tip
    Leadership Toolkit
    Learning
    #letstalkvirtual
    Matrix Management
    Meetings
    Mentoring
    Mindset
    Month End Questions
    Monthend Questions
    Month End Review
    Monthly Review
    Motivating Team Quotes
    Motivation
    Motivational Monday
    Networking
    Neuroscience
    New Team Leader Foundations
    New Year Planning
    Oneonones
    One On Ones
    One Thing Quote
    Organizational Culture
    Partnering
    Peer Learning
    Performance
    Personal Productivity
    PlanDoTrack
    Planning
    Presentation Skills
    Priorities
    Problem Solving
    Productivity
    Project Management
    Quarter
    Questions
    Quotation
    Quotes
    Recognition
    Relationship Management
    Remote Teams
    Remote Work
    Retreats
    Roles
    Silos
    Strengths
    Styles
    Sunday Audio
    System
    Team Buiding
    Team Building
    Team Building Activity
    Team Building Tip
    Team Building Tips
    Team Building Video
    Team Building Videos
    Team Buildling Tips
    Team Coaching
    Team Culture
    Team Development
    Team Development Activities A Z
    Team Development Activities A-Z
    Team Leader Breakfast Cafe
    Team Leadership
    Team Leadership Skill
    Team Leader Skill
    Teams
    Teams365-team-leadership-foundations
    Team Sparker Cards
    Team Tool
    Teamwork
    Team Work
    Teamwork-quote
    Teamwork Skills
    Telecommuting
    Thank You
    Time Management
    Time-management
    Tools
    Toxicteams
    Trust
    Uncertainty
    Upcoming-programs
    Values
    Video
    Virtual And Remote Team Activity
    Virtual And Remote Teams
    Virtualfacilitation
    Virtual Facilitation
    Virtual Facilitation Tip
    Virtualmeetings
    Virtual Meetings
    Virtual Remote Team Leadership Az
    Virtual-remote-team-leadership-az
    Virtual-remote-team-leadership-a-z
    Virtual Team Leadership
    Virtual Teams
    Vision
    Visuals
    Vuca
    Webinars
    Work Life
    Yearend
    Year-end

    RSS Feed


Team Coaching
Team and Corporate Retreats
Training and Facilitation Services
Coaching Skills Training for Leaders
Group Coaching

PlanDoTrack - For Virtual and Remote Professionals
Our Books
Resources
Group Coaching Training for Coaches
Mentor Coaching Group (ICF Credentials)

​Privacy Policy
Teams365 Leadership Lab
Leadership Development
Consulting Services
Speaking
Everything DiSC® Profiles
About
Copyright 2004-2019. Potentials Realized. Contact us directly at (416) 996 -TEAM (8326)