Category Archives: Core Values

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? 

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

Six Ways To Lead On A Multi-Generational Team

There is rarely a time that generational challenges don’t emerge in my leadership workshops or coaching sessions. The comments and concerns range from:

“Why can’t they have the same work ethic as we do?”

“Why are they so fixated on their phones and technology?”

“Why can’t they be more open to new ideas and different strategies?”

“Why can’t they see the value in a flexible workplace?”

“Why is work/life balance so scary to them?”

I am sure you have heard these same perspectives in your organization and may be wondering why we all can’t come together. Some even believe that if we just focus on the individuals that the generational… Continue reading | 6 Comments

Five Ways Leaders Survive A Culture Misfit

If you have been looking for a job in the past few years, the term “culture fit” probably came up in your search. Whether it was expressed by an interviewer or discussed by an individual at a particular firm, it seems that everyone is finally grasping the importance of matching people to cultures of organizations.

What’s the big deal about “culture fit”? When leaders land in workplaces that are consistent with their values and vision, they are more likely to contribute in meaningful ways. Being part of a community where we feel we belong and is representative of what we stand for will usually lead to greater success and longevity.

[Tweet “When leaders… Continue reading | 6 Comments

Six Ways Leaders Can Develop Grit

I recently worked with a leader who had strong technical skills but kept getting stuck on one specific procedure that he performed daily. He possessed all the background needed to master his challenging tasks but repeatedly became overwhelmed when he reached a certain point. He threw his hands up when we spoke:

“I just can’t figure out how to get over this hurdle. I need to learn this step but I have a block. Why can’t someone else just do it?”

As I listened to his frustrations I kept thinking about all his knowledge and abilities. They were all there. What was preventing him from being successful? What was holding him back? He lacked… Continue reading | 8 Comments