2019 has been a year of disruption on many fronts. Professionals of all kinds are no longer being buffeted by their leaders from the winds of change. Learning how to navigate disruption has become an imperative for all professionals.

I thought it would be fitting to reach back to a post from this past June on Navigating Disruption to help you think about the focus you want to take in continuing to cultivate these skills and mindsets in your work – here we go with a revisit of Teams365 #2003.
 
Here’s what I wrote in that blog post from June 2019 – Key Trends: Navigating Disruption
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Disruption is part of the landscape of many industries and workplaces today. Whether things are changing dramatically due to technology or geopolitical impacts, change is pervasive for many.

While we can’t change the pace of change, we can adjust our approaches to it.

What do we do to continue to be effective and positive in times of change?

Three practical things we can do are:

Cultivate curiosity – While many leaders would assert “easier said than done”, cultivating curiosity is important for today’s business landscape. Cultivating curiosity can be an important skill to develop in team members AND embed in the culture of an organization.

For more on cultivating curiosity, check out this earlier Teams365 blog post I wrote on Cultivating Curiosity Teams365 #1955 and what the research says Teams365 1961 – Encouraging Curiosity.

Be clear on the big picture goals – Adopting a 30,000 foot view on work, life and context can also be a valuable strategy for buffeting against the shocks of change. While the meta-view (big picture view) is not one that everyone adopts easily, seeing the big picture helps with the micro-shocks we can feel on a regular basis when things change. This is why it’s really important to continue communicating and meeting during times of change. Helping share the big picture so people don’t find themselves in the “Weeds”, cut off from what’s happening in the bigger picture is critical.

Become comfortable with knowing when things are “good enough” to let go, and that learning may always be needed. The embracement of “growth mindset” on the part of organizations in support of their staff is encouraging. When we come from what Carol Dweck has coined “growth mindset” it gives permission for experimentation, learning, and not quite being ready “yet”.

Disruption may mean that reverse mentoring (junior to more senior professionals) is just as important as traditional mentoring (senior to more junior professionals). It also provides us with an opportunity to pause and see how we are adjusting to change. Are we as “good at change” as we thought we were?

A reminder that last month I focused on Teamwork in Uncertainty:

Teams365 #1955- Teamwork in Uncertainty: Cultivating Curiosity. View it here.

Teams365 #1954 – Managing Uncertainty – Building Trust and Connection on Your Team Virtually. All workplaces can benefit from this topic – it is one of the #1 questions we receive here at Potentials Realized. Check out the post here.
 
Teams365 #1962:  Teamwork in Uncertainty: Empowering your Team with the Space to Experiment. Read it here.
 
Teams365 #1968: Teamwork in Uncertainty: Pivot . Read it here. 
 
Teams365 #1969: Teamwork in Uncertainty: Comfort with the Unknown: Read it here.

Enjoy!
​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.

The term VUCA has jumped out of the world of the army, into the everyday lexicon of business. I recently went back to some writing I was doing in 2017, and there it was in the first page of the manuscript!

What is VUCA and why is it important? VUCA stands for Volatility, Uncertainty, Complexity and Ambiguity.

Let’s break these terms down a bit:

Volatility – In volatility, things are changing, and usually changing rapidly. This might mean that market conditions are changing, regulations are changing, or dollar values are changing. What do you notice about volatility in your context?

Uncertainty takes many forms. From not knowing what’s around the corner, to not knowing what’s needed, uncertainty can paralyze teams. Becoming comfortable in operating without a lot of certainty is often takes a different mindset. It may also mean that we become “comfortable with the uncomfortable” and learn to make decisions based on the information which is available (and may not be comprehensive or may change).

Complexity is one of the biggest challenges to leaders and teams today. This may mean we need a variety of skills from across disciplines and/or a wider understanding of more things. Helping to simplify what we can, can offer an antidote to complexity.

Ambiguity occurs when things are not clear. This may be due to things changing regularly OR due to the complexity. What can you do to become more discerning, see the patterns which exist, or break things down into more discrete pieces?

In supporting teams and leaders in organizations today, four things we can do in support of operating at our peak in a VUCA environment:

#1 – Create consistency around process. With so much change around a team, consistency is key to success. Consistency can take several forms on teams including consistent meetings, consistent check-ins, regular one-on-one coaching sessions, regular reporting. Revisit these on a regular basis as contexts may change – what frequency is needed?

As a team discuss what does consistency mean? What’s important to you?

#2 – Connect people with the bigger picture. While the details may change (and do!) the bigger picture – where we are going, what’s important to us, what we are aiming for – is likely to stay more stable. Vision and mission create an anchor. They also provide an important marker when things do change.

#3 – Keep it simple. A VUCA context can paralyse and overwhelm. Keeping things simple does not mean simplifying. It means emphasizing what is core. Consider questions like “What’s essential? vs. What’s a nice to have?” OR “What are the three bullet points to emphasize?”. Help team members discern any patterns within what might appear chaotic.

#4 – Connect people with others. Part of ongoing change means that we often don’t know what or who we need down the road. Connecting members of the team with others supports them in knowing who they can reach out to, or where they can go for support. Connections may include both internal and external stakeholders.
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For more on the topic of VUCA, check out these other Teams365 posts:

• Teams365 1770: VIDEO – Six Ingredients for Teams in Today’s VUCA World (2 min)
• Teams365 #1611: Teamwork in Complexity – Focus and Renewal 

Enjoy!
​Jennifer

Disruption is part of the landscape of many industries and workplaces today. Whether things are changing dramatically due to technology or  geopolitical impacts, change is pervasive for many.

While we can’t change the pace of change, we can adjust our approaches to it.

What do we do to continue to be effective and positive in times of change?

Three practical things we can do are:

Cultivate curiosity – While many leaders would assert “easier said than done”, cultivating curiosity is important for today’s business landscape. Cultivating curiosity can be an important skill to develop in team members AND embed in the culture of an organization.

For more on cultivating curiosity, check out this earlier Teams365 blog post I wrote on Cultivating Curiosity Teams365 #1955 and what the research says Teams365 1961 – Encouraging Curiosity.

Be clear on the big picture goals – Adopting a 30,000 foot view on work, life and context can also be a valuable strategy for buffeting against the shocks of change. While the meta-view (big picture view) is not one that everyone adopts easily, seeing the big picture helps with the micro-shocks we can feel on a regular basis when things change. This is why it’s really important to continue communicating and meeting during times of change. Helping share the big picture so people don’t find themselves in the “Weeds”, cut off from what’s happening in the bigger picture is critical.

Become comfortable with knowing when things are “good enough” to let go, and that learning may always be needed. The embracement of “growth mindset” on the part of organizations in support of their staff, it encouraging. When we come from what Carol Dweck has coined “growth mindset” it gives permission for experimentation, learning, and not quite being ready “yet”.

Disruption may mean that reverse mentoring (junior to more senior professionals) is just as important as traditional mentoring (senior to more junior professionals). It also provides us with an opportunity to pause and see how we are adjusting to change. Are we as “good at change” as we thought we were?

A reminder that last month I focused on Teamwork in Uncertainty (link to tag of Teamwork in Uncertainty). 

Teams365 #1955- Teamwork in Uncertainty: Cultivating Curiosity. View it here.

 Teams365 #1954 – Managing Uncertainty – Building Trust and Connection on Your Team Virtually. All workplaces can benefit from this topic – it is one of the #1 questions we receive here at Potentials Realized. Check out the post here.
 
Teams365 #1962:  Teamwork in Uncertainty: Empowering your Team with the Space to Experiment. Link to: (not a live link yet)
 
Teams365 #1968: Teamwork in Uncertainty: Pivot 
 
Teams365 #1969: Teamwork in Uncertainty: Comfort with the Unknown: link here

Enjoy the conversation,
Jennifer

You may also want to check out the following blog posts as well:

This month we explored the topic of Teamwork in Uncertainty. From looking at the statistics of readers, it seems like it was a very resonant topic for those who visited the Teams365 blog this month. If you haven’t taken a look at this month’s posts, please be sure to check out:

1968 – Tuesday May 21: Teamwork in Uncertainty – Pivot
1969 – Wednesday May 22: Teamwork in Uncertainty  - Comfort with the Unknown
1974 –– Tuesday May 28: Teamwork in Uncertainty – Strengths and Go-Tos
1975 – Wednesday May 29: Teamwork in Uncertainty – Synergies

As we step into the end of May, I thought it would be useful to reach back to one of the posts from last May on Prioritization.

One of the most disruptive things about disruption is the impact on our focus. Prioritization becomes a key skill set to cultivate.

Here’s what I wrote last May about leading in complexity -
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“Prioritization is a skill set we draw upon regularly in times of complexity. Prioritization allows all team members to regularly scan and manage their workload.

Key to prioritization is:

• Having the tools to prioritize
• Feeling empowered to make decisions and take responsibility for managing workload
• Understanding what is most important – to the different players of the team, as well as the different time frames you are working on (short term, medium term)

In past Teams365 posts I’ve explored a range of prioritization skills including the Urgent/Important Matrix (we often attribute to Covey), as well as a Decision Matrix where we weigh what’s important in making our decisions.
 
For more on the topic of prioritization, check out these additional resources:
This excellent article from MindTools.com - which has an incredible amount of other resources team members and leaders will also want to check out.

LiquidPlanner.com's article on How to Prioritize Work When Everything Is #1 - Read it here."

For those that are looking at prioritization through the lens of product design, you'll want to take  a look at this excellent article 20 Product Prioritization Techniques.

In my books PlanDoTrack and the Coaching Business Builder I share four prioritization tools I use regularly with my clients and teams including the Urgent/Important Matrix and Strategic Issues Mapping.

The issue of prioritization takes on increased importance when we are working as part of a matrix or remote team. In these instances, our priorities may be varied and not as visible to ourselves and others. What is important for you to note around prioritization?

Best
Jennifer

Jennifer Bri​tton – 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.

Welcome back to another Thursday Teams365 blog post. This week’s question to explore is “What’s another way of looking at that?”

In today’s world of doing more with less, and ongoing change, it can be invaluable to reframe and adjust perspectives around our biggest challenges, and opportunities.
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As you and your team consider what your biggest challenge is right now, ask the question – "What’s another way of looking at that?”. To get your ideas flowing around reframing consider these areas which might shift things:

• Resourcing
• Supports
• Collaboration
• What would you do if you knew you would not fail?
• What is the flip side of this issue?
• What would saying NO to ____ look like?
• If we added ____ what would happen?

​Exploring multiple perspectives around a challenge, or opportunity, often generates new ideas and insights.

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.

In keeping aligned with this month’s focus on Teamwork in Uncertainty, today’s blog post gets you thinking about how you can leverage synergy across your team.
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When situations are complex and uncertain, it may be difficult to bring all the skills required for success. Therefore, being able to focus in on leveraging the skills that are available to you as a group or team can help maximize your skill base as well as what is available to you.

As I wrote in yesterdays’ post, knowing our strengths is important on the individual and team levels.

In synergy, we are looking at how 1+1 equals more than 2.
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If you have completed some strengths-based work, some additional questions to explore as a team are:

1. What the core strengths we bring as a collective?
2. What can we harness as a team?
3. Where might we be over-developed?
4. What is missing?
5. Where are the gaps?
6. When we think about current projects what strengths would benefit them?
7. Who is best suited to support which project?
8. What else is important to note?

​In situations of uncertainty, it can be important to consider risk, and also contingencies. Given that contexts may be changing rapidly leading from strengths allows us to do things quicker and with less energy expended, freeing up focus and energy for other items.
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What’s is important to note around synergy?


Best wishes,
Jennifer

In our last Teamwork in Uncertainty post of the month we’re going to explore a favorite topic here at the Teams365 blog – Strengths. As I have shared in many other posts, strengths have a variety of benefits, from strengthening productivity to creating more engagement in the workplace.

In times of uncertainty the only thing we may be able to rely on are our strengths – our own and others. When we are tasked with new activities and tasks it can be useful to explore who on the team might have brought a similar experience. What are the strengths that can support you as a team?

As I share in PlanDoTrack, there are several key questions you will want to explore on the individual level. Check out the sections on strengths in Sections 1 and 4 of PlanDoTrack.

Some of the more common frameworks include:

• Utilizing Gallup’s StrengthsFinder 2.0 - Purchase a copy of the book for each team member and have them bring their reports to an upcoming team meeting.
• Incorporating the VIA Character Survey – This comes from the Positive Psychology realm and provides another doorway into exploring strengths. The nice thing about this assessment is that it is free.

As with any assessment, it’s important to reinforce a few things:

• This may provide a snapshot in time and can be dependent on a variety of factors.
• Take what is valuable from the information. Assessments are intended to provide insights, not a box.
• Exploring strengths and styles helps us understand ourselves better. Under times of stress and pressure, some of these styles and strengths become magnified. When magnified, some of our strengths become a liability. For example., if one of my strengths is getting results, this is good. However, in times of pressure I may become dogmatic in getting results, pushing harder than needed and burning myself, and others, out. Success in today’s workplace requires a focus on both RESULTS and RELATIONSHIPS.
• Look at both the individual view of things and the collective view. The power of bringing most assessments (not all, but many) into the team context is to provide a snapshot across the team, helping them see the collective. It also provides an opportunity for everyone to have a collective framework for exploration and dialogue.

Questions to consider:

• What are the discussions you want to have around strengths?
• What’s important about exploring this topic individually and collectively?
• What do you notice about the collective strengths of the team?
• Where are there gaps? What might you do about this?
• What will be valuable for you as a team to explore around strengths?

Are you looking to do more work with your team around strengths? Contact me to discuss our team day sessions for teams around strengths. 

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.

This month I’ve explored the topic of Teamwork and Leadership in Uncertainty here at the Teams365 blog. As we go to wrap up our last weekend of the month, here are some posts you will want to make sure you check out if you have not done so already:

Teams365 #1955- Teamwork in Uncertainty: Cultivating Curiosity. View it here.

 Teams365 #1954 – Managing Uncertainty – Building Trust and Connection on Your Team Virtually. All workplaces can benefit from this topic – it is one of the #1 questions we receive here at Potentials Realized. Check out the post here.
 
Teams365 #1962:  Teamwork in Uncertainty: Empowering your Team with the Space to Experiment. Link to: (not a live link yet)
 
Teams365 #1968: Teamwork in Uncertainty: Pivot 
 
Teams365 #1969: Teamwork in Uncertainty: Comfort with the Unknown: Link into post
 
For those interested in taking a reflective pause, check out the Saturday Weekly Journaling Prompts. 
 
Last Sunday showcased the latest Video Montage for the PlanDoTrack series, which will be of interest to professionals of all kinds – leaders, teams, and . There are now almost 20 of them in existence and you may want to show one as part of an upcoming team meeting to spark some dialogue. Check out those short videos here.
 
We’re just a few days away from the month of June and almost mid-way through the year. What have you noticed about how your 2019 goals are coming?

I’ll be hosting this months PlanDoTrack Month End Planning Review on Friday May 31st from 3 - 4 pm ET/New York. If you are looking for a structured reflection and planning process for the month ahead, I hope that you’ll join me. Cost $39 US. Click here to register.

Bring your planner and a pen!  We’ll be connecting on zoom for the 1 hour program.
 
Enjoy your weekend!
Jennifer

​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.
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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

​Today’s blog post gets us thinking about values. Values serve as anchors or a compass, leading the way or anchoring us when we need to make decisions, prioritize and focus.
​
In an uncertain context, being clear about our behaviors as a team is critical. As we go to explore our values, we may first want to consider what our values are individually. To do this, we might explore the following questions:

• What is important to me?
• What are the things I will take a stand for?
• What’s absolutely essential to have in my work/life?
• What makes me angry/happy/at ease?

 
All of these questions will usually point to a value which is important.
​
Underneath the words of a value are the behaviors. What do the values look like in action? If I were to take my phone into the workplace and record behaviors, what would I see?

As a team, and especially a remote team, having a focus on values can help during periods of uncertainty. Even though the context may change, hopefully our values are not changing in the arena.

As a team, this week consider what your top 3 operating values are this year. What are you committed to, no matter what? Behaviorally, what do these values look like in action?

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 an digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.