Category Archives: Influential Leader

Moving From Team Engagement to Team Experience

 

For many years organizations have been focusing on ways to increase employee and team member engagement. Study after study pinpoints steps to help our companies cultivate deeper team engagement. According to a recent Gallop poll, only 15% of employees globally are engaged. Perhaps, attempting to improve team engagement isn’t what we should be concentrating on, but rather exploring and developing strategies to elevate the team experience. After all, leaders have been turning over backwards to fuel their customer experience. Maybe it is finally time to move from team engagement to team experience.

Powerful ways to move from team engagement to team experience:

EVALUATE THE PHYSICAL DESIGN OF THE WORKPLACE

All workspaces are not created equal and that also means that what one team finds comfortable and safe another may not. There are so many new designs in organizations today from choosing a new desk daily to designated cubicles to conference rooms to working remotely. Leaders need to ask their team members if the current workspace configuration is conducive to work productivity, customer connections, relationship building and innovation.

  • How is the noise level? Is it impacting workflow?
  • Are team members spending time collaborating or is the physical space preventing that from happening?
  • Are there quiet places to hold meetings without disturbing others?
  • Are the restrooms clean and located in realistic places?
  • Is there an inviting community room to congregate for coffee and lunch?
  • Are healthy snacks available?

REVISIT CORE VALUES

It’s a helpful exercise for a company to take time and review the values that decisions and actions are based. When everyone knows what the values are and how that impacts their actions, a more enjoyable team experience will occur. Additionally, asking team members how they use the values to drive their behavior and actions with each other and customers can add to the work satisfaction too.

HONOR THE CULTURE OF THE TEAM

Knowing what rituals are important can empower team members to be more active participants and feel more part of the workplace. When people know what work routines are expected they are more likely to fit in and belong and that leads to more fulfilling team experiences. There should never be any secrets to how a day looks with the team including the norms of birthday celebrations and how to work from home. The more team members know about the team customs, the happier and more connected they will feel.

FORM ACCOUNTABILITY PARTNERSHIPS

There’s nothing better for our career growth than having a “buddy” who cheers us on when we are successful but also shares honest feedback when we need to make a change. When teams pair people up to hold each other accountable for projects, actions and decisions, a deep bonding will emerge. That meaningful connection is key to building a positive team experience.

  • Create a formal accountability partnership program where each team member is paired with another team member
  • Explain the importance of providing support and guidance for each accountability partner
  • Set goals and meetings to update each other
  • Be the best cheerleaders for one another

COMMIT TO AN ON-GOING DIALOGUE

To move from simple team engagement to impactful team experience there needs to be a continual discussion on what isn’t working and what is going well. Team members must feel safe to share their input and suggestions and be taken seriously. To build a sustainable team experience means showing respect and value for each team member.

How have you moved from team engagement to team experience? What additional strategies have elevated your team experience?

Would you like help creating a team experience? 

Five Actions Of A Trustworthy Leader

Whether we are a leader on a large global team or a leader in a small organization, our ability to be trusted will impact our performance and relationships. There’s no way around it. If we can’t be trusted we will never be able to reach our potential and become influential.

Have you ever worked on a project and the person feeding you information overlooked giving you all the data?

 Did you ever have a boss who set up a meeting with you and failed to show up?

 Was there ever a time when a team member threw you “under the bus” by blaming you for something they neglected to do?

 Has

Four Halloween Tricks For Leaders

It’s that time of year again when pumpkins turn into jack-o-lanterns, children transform into goblins and witches and leaders begin to panic that the end of the year is not far off. For many of us, once Halloween arrives, Thanksgiving, the holiday season and New Years are just around the corner. Rather than allow paralysis to set in, leaders from across the globe need to make preparations for year-end results.

[Tweet “Take note leaders. The end of the year is right around the corner.”]

In a client conversation this week, we spent time talking about how to build a stronger leadership strategy. We talked a great deal about the leadership gaps and… Continue reading | 4 Comments

Five Must-Do Strategies For Young Leaders

My leadership workshops are always filled with young leaders who may be new to an organization or new to an industry. They arrive excited to fill their leadership toolbox with skills or knowledge to help them grow in their careers and jobs. Being new to a career can be both filled with possibilities as well as fears of the unknown. Sometimes a young leader’s enthusiasm can be misinterpreted for a “need it now” attitude. But the truth is new leaders are eager to learn so they can make impactful contributions to their teams and companies.

So where is a young leader to begin? How can new leaders learn to be strong decision-makers and communicators

Five Practices To Strengthen Your Leadership Status

One thing I know for sure about leaders- if they believe they know everything about their field or career and there isn’t anything else that can help them grow, they are sunk. When leaders allow their experience and expertise to prevent them from learning new concepts or processes, they will begin a downward spiral in their organizations and careers.

[Tweet “Leaders are sunk if they aren’t willing to keep learning.”]

What I have also observed is that age and background has nothing to do with our desire to learn new skills or have new experiences. Some of the youngest leaders I work with are sometime more closed minded to new approaches than seasoned leaders… Continue reading | 6 Comments