Keeping people practically safe is vital but it is people’s wellbeing
and attitude to risk that poses a threat to the organisation’s
performance as you return to the workplace. This simple guide is to help managers promote a confident return to the workplace. And, if you have already started that transition, then these ideas will help you generate greater commitment for individual
performance and contribution.
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
The success of a leader relies on the ability to unlock employee potential, find solutions, and meet organizational objectives.There are some practical tips to improve and leverage listening skills that will enhance your leadership capabilities.
Maxwell Method of Disc profile-cards-v2Esther998790
DISC Profile Card Summary
Disclaimer: Copyrights Reserved.
This is only for personal usage. We are not allowed to post this online or photocopy for other training/coaching usage without permission.
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
The success of a leader relies on the ability to unlock employee potential, find solutions, and meet organizational objectives.There are some practical tips to improve and leverage listening skills that will enhance your leadership capabilities.
Maxwell Method of Disc profile-cards-v2Esther998790
DISC Profile Card Summary
Disclaimer: Copyrights Reserved.
This is only for personal usage. We are not allowed to post this online or photocopy for other training/coaching usage without permission.
How can we as individuals support our teams in being more effective at solving problems? I explore this question using Sam Kaner’s book, Facilitator’s Guide to Participatory Decision-Making. The presentation is broken into 3 sections: how group decisions are made, recognizing team dynamics that inhibit good decision-making, and facilitative listening techniques to support team members throughout the decision-making process.
INFLUENCE: A Brain-based Approach for Stand-out LeadershipDan Beverly
Great leadership is nowhere better marked than by the ability to improve another person's thinking. In this series, get the brain-based approach to 3 key leadership traits, starting here with: INFLUENCE.
Anger solutions @ work putting as philosophy into practiceJulie Christiansen
How do we apply the principles of Anger Solutions into a busy workplace? How to encourage team spirit and peak performance in the 21st century workplace.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Constructive Feedback" and will show you how to give and receive helpful and effective feedback to and from others.
You'll learn to strengthen interpersonal relationships, manage stress and handle fast-changing workplace conditions. You'll develop more effective communication skills and be better equipped to perform as a persuasive communicator, problem-solver and focused leader.
Effective Coaching Part 2: Moving Into ActionCenterfor HCI
A coach plays a significant role in increasing employee's effectiveness and improves their management skills. For this, there is an effective coaching model - WIN BIG. It compromises six steps, three to build awareness, and three to move the coachee to action. This winning formula not only helps an individual to win but also helps others to succeed.
Situation- Behaviour-Impact tool of feedback. Feedback is important to go forward correcting. We'll commit only new mistakes. Feedback has to be simple and understood easily by those intended. If a colleague shows delay in implementing the suggested modifications we need to think about comprehension of the given feedback by that colleague. Analyse, understand that the person understands the given feedback well. SBI tool helps you here. Please find out how.
Improve Performance. Increase Responsibility and Accountability. Build Agile, Capable Teams. Realize the Greatness in People. Be More Inspired. - See more, including free resources and videos at: http://www.degreesofstrength.com
How you interact with your clients in the first couple of sessions with them sets the tone for entire coaching relationship. That's why building rapport with new clients is so important. Building rapport helps you get and keep clients. Without great rapport-building skills, you'll be held back from having a successful coaching practice.
Fortunately, most coaches naturally excel at building rapport. Most coaches are warm, caring, and give potential clients the sense that they are driven to help others and have the skills to help them reach their goals. But even the most charming, charismatic coaches can use some help to build stronger rapport, or to increase their ability to do so quickly, with certain kinds of clients.
This extended cheat sheet lists of the most essential tips I know to help coaches build rapport and do it quickly. It's by no means a complete list. And I'm focusing primarily on coaches who work over the phone, so I haven't included tips for face-to-face meetings. Most of those tips, like making eye contact, are universal to building rapport with anyone. Most of my students work with clients on the phone, which makes building rapport a little more challenging. But with the right skills, you can easily make up for the fact that you and your clients can't see each other.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
How can we as individuals support our teams in being more effective at solving problems? I explore this question using Sam Kaner’s book, Facilitator’s Guide to Participatory Decision-Making. The presentation is broken into 3 sections: how group decisions are made, recognizing team dynamics that inhibit good decision-making, and facilitative listening techniques to support team members throughout the decision-making process.
INFLUENCE: A Brain-based Approach for Stand-out LeadershipDan Beverly
Great leadership is nowhere better marked than by the ability to improve another person's thinking. In this series, get the brain-based approach to 3 key leadership traits, starting here with: INFLUENCE.
Anger solutions @ work putting as philosophy into practiceJulie Christiansen
How do we apply the principles of Anger Solutions into a busy workplace? How to encourage team spirit and peak performance in the 21st century workplace.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Constructive Feedback" and will show you how to give and receive helpful and effective feedback to and from others.
You'll learn to strengthen interpersonal relationships, manage stress and handle fast-changing workplace conditions. You'll develop more effective communication skills and be better equipped to perform as a persuasive communicator, problem-solver and focused leader.
Effective Coaching Part 2: Moving Into ActionCenterfor HCI
A coach plays a significant role in increasing employee's effectiveness and improves their management skills. For this, there is an effective coaching model - WIN BIG. It compromises six steps, three to build awareness, and three to move the coachee to action. This winning formula not only helps an individual to win but also helps others to succeed.
Situation- Behaviour-Impact tool of feedback. Feedback is important to go forward correcting. We'll commit only new mistakes. Feedback has to be simple and understood easily by those intended. If a colleague shows delay in implementing the suggested modifications we need to think about comprehension of the given feedback by that colleague. Analyse, understand that the person understands the given feedback well. SBI tool helps you here. Please find out how.
Improve Performance. Increase Responsibility and Accountability. Build Agile, Capable Teams. Realize the Greatness in People. Be More Inspired. - See more, including free resources and videos at: http://www.degreesofstrength.com
How you interact with your clients in the first couple of sessions with them sets the tone for entire coaching relationship. That's why building rapport with new clients is so important. Building rapport helps you get and keep clients. Without great rapport-building skills, you'll be held back from having a successful coaching practice.
Fortunately, most coaches naturally excel at building rapport. Most coaches are warm, caring, and give potential clients the sense that they are driven to help others and have the skills to help them reach their goals. But even the most charming, charismatic coaches can use some help to build stronger rapport, or to increase their ability to do so quickly, with certain kinds of clients.
This extended cheat sheet lists of the most essential tips I know to help coaches build rapport and do it quickly. It's by no means a complete list. And I'm focusing primarily on coaches who work over the phone, so I haven't included tips for face-to-face meetings. Most of those tips, like making eye contact, are universal to building rapport with anyone. Most of my students work with clients on the phone, which makes building rapport a little more challenging. But with the right skills, you can easily make up for the fact that you and your clients can't see each other.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
I delivered this presentation when I was studying Software Engineering at UTS(Autumn 2010). I was the Project Manager of a team of 20 Software Engineering students and we were developing a Robotic Waste Treament System.
Creativity Inc. is an autobiography by Ed Catmull, co-founder of Pixar. This book is very helpful for us when we wants to build something meaningful that will outlast us. Be it advance manufacturing or new innovation in technology. It explains, what it takes to build and sustain a culture of excellence, one that embraces originality in its truest form. I highly recommend this book. It has applicable ideas, but more than anything it will broaden our view of why success in itself isn’t all that interesting; sustaining it is.
Key Learnings
>Eight mechanisms for new perspectives
>Honesty and Candour
>Change and Randomness
>Fear and Failure
>Starting Points
How can you help new product managers hit the ground running? Here is product management advice we share at HubSpot when onboarding new product leaders to the team. Check out the blog post here: http://product.hubspot.com/blog/9-lessons-from-onboarding-new-product-managers
Effective Listening - A coaching approach to improving relationships between ...Alex Clapson
Dr. Steven Covey siad:
"Seek first to understand & then to be understood."
Listening is a key skill to developing individuals & teams to perform at their best. This short article offers a few helpful insights into achieving that goal.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
Giving Feedback When You’re Conflict Averse.pdfAlex Clapson
You can still cultivate positive relationships by encouraging &
cheering others on. But to ensure that your people are
performing at their best, you also have to know when it’s time to
give tough feedback. Stay true to yourself by delivering it in a
clear, respectful way. You may be surprised to find that on a
high-functioning team where feedback is shared honestly,
conflict is minimal.
Similar to Managers simple guide to returning to work (20)
An extract from our book "Your Genius Ideas Book: A dose of commercial creativity for busy L&D professionals" to help you contribute more, drive change and ensure your organisation thrives.
We all have to perform under pressure so next time, instead of succumbing to clammy hands and rapid heart rate use this simple ways to avoid choking and help you to perform.
We are hearing much about the importance of strong and stable leadership. But do you need the job title 'leader' to be a leader to those around you? These 12 ideas will help you step up and be the best of yourself, always.
Our extremely successful 2 day accelerated learning workshop - new dates just released 14th - 15th April at the offices of net a porter - a great opportunity to tool up and network with wonderful, like minded people in a stimulating environment.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
2. 2
Organisations took immediate and decisive action
in moving people to safety by working from home or
furloughing them. This built increased trust for many
between the organisation and their people. Commitment
grew and in many cases performance and productivity with
it; certainly not to be sneezed at.
In direct contrast, the return to the office could erode all this great
work if handled too casually. Organisations have done a great job at
informing how they are practically keeping people safe and how they
want people to be in the office. But keeping people safe is more than
the practicalities. It is about their wellbeing too and, if handled poorly,
it won’t mean simply an acceptable return to the previous standards,
it could signal a dramatic downturn in productivity that could cost
organisations dearly.
This simple guide is to help managers promote a confident return to
the workplace. And, if you have already started that transition, then
these ideas will help you generate greater commitment for individual
performance and contribution.
THECURRENTLANdSCAPE
Keepingpeoplepracticallysafeisvitalbut
itispeople’swellbeing
andattitudetorisk
that posesathreat
totheorganisation’s
performanceasyou
returntotheworkplace.
3. 3
There are four main types of response from people:
1.Thosewhoaregenuinelyconcernedabouttheirsafety
andwellbeing
2.Thosewhohavefoundworkingfromhomearevelation –
theyhave enjoyeditandhavebeenmoreproductive
3.Thosewhohaveenjoyedthefreedomofworkingfrom
homeandfranklyhavebeenswingingthelead.
4.Thosewhohavestruggledwithworkingfromhomeand
can’twaittogetback
If your organisation has a one size fits all return policy, you will fail to
minimise the risks at such a crucial time. It is essential you manage these
responses successfully.
It’s made significantly more complex by the fact that social distancing is
still in play. Think about it; hot desking is a tough ask for people who like to
adorn their desks with personal items. It’s OK if you are a road warrior who
heaves your laptop around on your back but what about those people who
have their chair at a particular angle or their screens at a specific height
to help them be more effective? Then you’ve also got your huggers, your
personal space invaders, your over-sharers, your tactile touchers – all of
whom will elicit a response from people who are more concerned about
protecting themselves.
Areyourmanagersreadytodealwiththis?
PEOPLE’SRESPONSES
4. 4
Ideastohelpmanagers
Start with the end in mind
As a manager, you want performance. Your people want to be understood.
Simply providing safety procedures will not get you the result you need. Starting
with the end in mind is all about your focus. You need to be clear in your mind
about the outcome that you seek. You want people to perform a great job and be
efficient about the way they go about it AND you want them to feel confident in
their return. The two go hand in hand.
If you prioritise one of these outcomes ahead of the other, you will not get
the result you need. They are both equally important. People feeling safe and
confident leads to the performance outcome for the organisation. So it stands
to reason that you will put time and effort in helping people feel safe, rather than
relying on the organisation’s information to do that for you.
focusingyourtimeandenergyonhelpingfeel
confidentandsafeleadstohigherleveleof
performance
5. 5
Have a conversation
Having a conversation is crucial if you really
want people to feel confident about their return.
If you don’t actively facilitate this exploration
then they will do it for themselves and you won’t
hear about it. Or even worse, you will run the risk
of a litany of complaints.
Some organisations choose to use surveys like
survey monkey or you might have your own
internal pulse surveys - all of which are a useful conduit to better understanding
how people are feeling. It’s what you do with this that is important. In times like
this, human to human contact will serve you well. You are also likely to uncover
useful information that might not otherwise have come to light.
Peoplereallydon’texpectyoutohaveallthe
answersforthembuttheyneedtoknowyouareon
theirsideandthatyouunderstand.
Some tips:
• Be clear on the purpose of the conversation at the opening “I wanted to have a chat with
you about our return to the office/workplace”
• Lead into a safe question “Have you been able to watch/read the information that has been
sent out about our return?”
• Then explore opinions “What do you think of the proposals?”
• Now you have them chatting you can start to move onto their feelings “how has working
from home really been for you? How do you feel about returning?
• Then you can move onto some more challenging questions as you are moving into a
safer space “What challenges do you see for yourself in the return?” This might lead onto
uncovering some things you might not have thought about e.g. challenges around family
life.
• Show empathy and build on their thoughts during the conversation rather than just question
and answer e.g. “I can see that might be tough for you/ I didn’t know you had all that to deal
with etc.
• Be honest and share some of your concerns too - this helps to build your relationship and
their trust in you as a manager.
• At the end of the conversation, summarise what you heard and agree sensible action that
you can take. Summarise some of the key points from an organisational perspective about
keeping safe.
• End the conversation with some positives about how you think/feel the team will benefit
from the return and maybe explore some of the exciting things you hope to implement in
the future.
6. 6
Be collaborative
Get the team together virtually. I’m sure you all have team sessions already which
is brilliant. But make one of these especially about exploring the return to the
workplace. Once you have had individual conversations pull the team together and
feedback to them the joint thoughts and feelings of the team.
Followthissimplestructure
1. Set the context of this conversation clearly beforehand e.g. “To explore how we,
as a team, can support each other to be safe and confident in our return.”
2. Feedback on the comments you have had from members (anonymously) and
explain that there is an understandable difference in how ready people feel
about returning. Tell them that the aim of this call is to agree actions to support
each other so we are strong together.
3. Pose the challenges that you have heard from the team and ask if there any
others. See if there is any common grouping between the challenges e.g. there
may be some around keeping a distance. If this is the case then cluster these all
together
4. Prioritise with the group the challenges in terms of risk - which ones have the
greatest risk to our performance/ wellbeing? (whatever you think will mean
most to your team) You can have these on a whiteboard or slide and ask them
to dot vote on the challenges quickly and then discuss. To dot vote, tell each
person how many votes they have and ask them to distribute them amongst
the challenges - if you give 3 votes, for example, they can use all 3 on one if
they think it is really important or they can distribute their 3 votes amongst 3
different challenges.
5. Discuss the voting and explore why they think these are the most important
issues.
6. Then comes idea generation. Depending on the size of your team or the number
of challenges you want to tackle, you might like to break them up into solution
groups to explore a particular cluster then feedback to the main group for
agreement.
7. Agreement - as a team agree the actions you want to commit to and agree the
issues that need further thought.
8. End on a positive.
7. 7
Deal with performance
Let’s be honest about this. Not everyone has had the organisation in mind
during lockdown and some would have really enjoyed being without the
scrutiny of the workplace. Hopefully you have been able to keep on top of any
performance issues already but if you haven’t, you can’t afford to shirk it.
You will need everyone to be pulling out all the stops with any return to the
workplace. Some organisation’s are struggling and unless everyone shows up
and is committed to action then frankly they won’t have a job anyway.
Having people working from home, has, for some managers, been a significant
cause of stress. There has been less opportunity to be ‘on it’ and they have had
to trust their team. Yet for others, this freedom has been a revalation and one
they have enjoyed. They have seen their team’s perfomance accelerate in line
with this freedom. So, as part of the return it is important to really consider how
you can best support your team to excel. Start conversations around new goals
and outcomes your organisation needs.
Askquestionslike:
• What was your key success last week?
• What are you most proud of from last week?
• What challenges did you face last week? (and how did you overcome them?
• What did you learn last week?
• What do you aim to achieve/ learn this week?
• What support do you need from me?
The more you challenge your team along these lines the more they are focused
on the value they offer rather than the pieces of paper they push around or
numbers of emails they answer. You are setting high expectations that the
majority of the team will rise to. If they don’t they will be easily spotted and you
can address any gaps more easily.
8. 8
Honour others
For some people lockdown has been hugely stressful. They might have been
the quiet heroes keeping the company going, they might have volunteered
to help others in need, they might have suffered loss themselves during this
period. And what about those within the organisation that may have lost their
jobs during lockdown?
Wearewholepeoplewhenwecometoworkand
honouringtheexperiencesisasensitivewayto
bringpeopletogetherandacknowledgewhathas
beenhappening.
It is important to talk about all of these experiences and help people know
that it is OK for them to feel the loss and where possible encourage them to
keep in touch with former colleagues.
Encourage people to share their stories, create a social platform or
ecosystem where people can keep in touch and reduce the sense of
isolation.
9. 09
Role Model
You are your team’s biggest role model. Positive role models influence other’s
actions, motivate them to uncover their potential and overcome challenges.
Being a role model informally pushes people to be the best they can be.
Make sure you represent the best of yourself at all times. Being a role model
sets the tone for your team.
Some things to think about:
FocusDemonstrate hard work towards goals and the organisation’s
success. Be persistent and pitch in where you need to help overcome
challenges and get momentum behind actions. Show you don’t mind what
the job is, you will get it done. This helps eradicate the ‘entitlement’ mentality
that some people show at work.
TrustTrust is earned. Show your team that you can be trusted by always
being fair, honest, and consistent. Don’t engage in gossip, and don’t tolerate
it within your staff. Your team need to know you have their backs, and you
should take every opportunity you can to prove it. This is an ideal time to
demonstrate that you’ve got this and if you do it will pay dividends in the long
run.
AccountabilityRole models take responsibility for their actions
and inspire others to do the same. If you make a mistake, admit it and let
the team know how you plan to correct the situation. Never blame others or
make excuses.
RespectRecognise individual and team achievements. Celebrate
success. Respect is paramount in every situation, and is especially important
during situations when you have to correct behaviour.
PositivemindsetBusiness is unpredictable. As a manager, you need
to be prepared to deal with high stress situations. Your team will be watching
closely as you handle challenges. If you overreact or get easily overwhelmed,
your staff will be inclined to do the same. Model the positive behaviour you
expect from your staff.
LivethevaluesHelp people reconnect with the culture and values
through your actions. Make sure all your actions align to the values and
encourage your team to do the same. This will help alleviate any feelings of
dislocation that people might have and help them reconnect to the purpose
of the organisation.
10. 10
The pandemic has challenged organisations large and small in their methods
of communication and resilience. It has shown the importance of agility and
it is up to everyone to play their part and respond to secure a brighter future.
This simple 6 step formula for dealing with recovery is designed to help you
and your team feel more in control and positive about the future. No-one
knows what is round the corner but if you build these steps into your recovery
plan you will be better equipped, together, to deal with that uncertainty and
your reputation as a can - do team will hold you all in good stead for any
future disruption.
Goodluck!
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ComplexitiesSoYourPeopleGetMoreDoneandResultsSkyrocket.findout
moreatwww.inspireyourgenius.com