The foundation of a team

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Teams are successful when the people within them build relationships based on a solid foundation of trust. This goes for work teams, sports teams, and even families and friends. Without a foundation of trust, a team will not be able to continually produce good results, and last for the long-term. They may achieve good results once or twice, but dysfunction and insecurity will eventually erode connections.

How is this trust built? A good relationship between any two people consists of three aspects – respect, equity and empowerment. When evaluating our own relationships with team members ask yourself these questions:

Do I respect this person, and feel respected by them?

Respect is shown when we strive for understanding, when we choose to communicate both the good and the bad, when we work towards consensus and through our disagreements, and when we honour our commitments.

Do I value what they bring to the table, and feel valued by them?

Equity is when we feel both people in the relationship bring equal value to it – no one’s contributions outweigh the other person’s and thus power is shared. Equity can take the form of money, knowledge, connections, time and energy, and more.

Do I feel we have the capability of meeting our goals together?

Every team has goals – that is the point of coming together after all. Relationships have trust when we feel capable of taking action. This means we feel we can make an impact, take ownership, lean on partners, and take responsibility for results.

When you can answer “yes” to these questions, you know your building the trust needed to sustain lasting relationships in your team. Teams with respect, equity and empowerment create the enthusiasm necessary to face new challenges, innovate, and persevere in the face of hardships.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Have you been part of a team that lacked respect, equity and/or empowerment? How did it impact the team’s ability to reach its goals?

  2. How does a lack of respect, equity and/or empowerment impact the feelings team members have for one another?

  3. What can you do as a team to ensure you maintain respect, equity and empowerment between members?

Death by meeting

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Ask any office worker what they hate the most about their work and meetings will be near the top of their list. Too many meetings. Meetings that are too long. Meetings that are meandering and pointless. Meetings involving too many people.

 While most of us would agree that many of the meetings we attend are wasteful, we continue to book them. We are addicted to meetings. And really, meetings themselves are not the issue, it’s the way we run them that’s the problem. Meetings done right can be productive and efficient. They can add value to our work rather than taking away from it.

If you want to remove worthless meetings from your workday, answer these three questions before you book your next one.

1. Can this meeting be accomplished by a well-written email?

Too often we are part of meetings that do nothing but pass along information. If your meeting is simply about transferring information, updating or notifying people or assigning tasks, don’t waste time by organizing a meeting. Instead, take the time to write a thorough email covering off the details and send it. There’s nothing more frustrating than sitting through a meeting that could have been a two-minute email. Remember, a one-hour meeting isn’t just one hour, it’s one hour x the number of people involved.

2. Do you have a clear goal?

A meeting should accomplish something. People find so many meetings meaningless because all they accomplish is eating up time. Before scheduling a meeting, you should have a clear objective you want to achieve through the meeting. If you don’t have a goal to reach, take some time to consider why you are having the meeting in the first place.

3. Are the right people there?

When it comes to meetings, the more is not the merrier. Meetings should only involve the people necessary in achieving the intended goal of the meeting. Some companies have even gone the route of making all meetings voluntary. If you’ve created a detailed agenda and outlined your objectives, people can decide if it is necessary for them to be there and/or the best use of their time. This way people scheduling meetings must prove the value of their meetings if they want people to attend.

Meetings are never going away. They are a necessary evil. However, if you follow these three guidelines, we can start making them useful again.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. On a scale of 1-10, on average, how productive and useful are the meetings you attend?

  2. What do you feel makes meetings unproductive?

  3. When you attend well-run meetings, what makes them so?

When life gives you lemons

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Some of the most useful advice I gain about business comes not from the corporate world, but from sources far removed from it. I make it a point to read as many diverse voices as possible. I particularly like following artists. Lisa Congdon is an artist, illustrator and author out of Portland. She creates beautiful, inspiring pieces that I encourage you to check out.

The other day, she posted a piece on Instagram about “embracing the suck” – essentially having the ability to grow and learn when things aren’t going your way. Useful advice just on it’s own, but what caught hold and held on for me, was how she says she does it. She writes, “This requires curiosity over judgment. Learning over resentment and humor over taking ourselves and our work too seriously.”

Just like that, three steps that allow you to not only accept the valleys that life will inevitably send your way but turn it into something you don’t just survive, but can use to come out stronger and wiser on the other side.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. What’s your go-to ways of dealing with problems and issues at work and in life?

  2. When did a negative situation teach you something valuable that helped you later?

  3. What can you do to “embrace the suck” better?

Happiness is a by-product

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As a society, we’ve wholeheartedly embraced the search for happiness as something that will make our lives better. And yes, happiness does have some obvious perks at work too. Professors Andrew Oswald, Dr. Eugenio Proto and Dr. Daniel Sgroi from the Department of Economics at the University of Warwick found that happiness makes people 12-20% more productive. In his book, The Happiness Advantage, Shawn Achor says, being happy makes us more engaged, creative, motivated, energetic, resilient, and productive at work.

So, we should all just try to be happier right? The problem with this lies in how we define happiness. We’ve been trained to see happiness as an inside job. We must focus on making ourselves happy – read the right books, eat the right foods, do the right activities.

But happiness has little to do with what we do for ourselves and more to do with who’s beside us while we’re doing it. Happiness is simply a by-product of building relationships with others. The longest running study on happiness by Harvard researchers – over 80 years – found that close relationships are what keep people happy throughout their lives (not too mention healthier as well).

If we want people to benefit from the perks of happiness, we need to shift our focus from “what do I need to make myself happy?” to “how can I build stronger, closer relationships with people in my life?” When we spend our time and energy on the latter, happiness is a natural result.

What does this look like in our workplaces? It means cultivating environments that not only make room for people to connect as human beings but make it a priority as well.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Why do you think good relationships make people happier?

  2. What do you do personally and at work to build better relationships?

  3. What can you do as a team/organization to make room for people to build relationships with one another?

Communication is energy

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Communication is a default skill on job postings – applicant must have good communication skills. With the fact it’s on 99% of job applications, you’d think our workplaces would be filled with stellar communicators. However, go into any workplace and you’ll find one of the main issues that impact our cultures negatively is poor communication.

It’s not a surprise that communication is must-have for workplace skills because communication is the lifeblood of organizations. The quality of the communication happening between employees is the energy that will be present daily. Poor communication = negative energy. Good communication = positive energy.

But if communication skills are so vital to us, why do we have so many problems with it? We forget just how all-encompassing communication is in our lives. Communication is more than just being able to write a report or a professional sounding email. Communication is asking Dan about his weekend. Communication is working through a difference of opinion with Melissa that doesn’t create bad feelings. Communication is telling Sam how much you appreciated the attention to detail he put into the project.

Communication is having body language that is open. Communication is company messages that are transparent and inspiring. Communication is people who feel safe enough to speak up when there are problems or mistakes.

Communication is everything we put into building our relationships with one another and the experiences we have together. This is what makes it so powerful when we get it right, and destructive when we get it wrong.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. On a scale of 1-10, how would you rate your own communication skills? Why?

  2. How do you see communication creating positive energy in your workplace? How do you see it creating negative energy?

  3. What can you do as a team/organization to improve your communication and create more positive energy?

You are the experience

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We believe strongly that the quality of our lives is based on the quality of our relationships and experiences.

If you have healthy relationships with others and positive experiences than more likely than not you will have a fulfilling life. Think of all the good things that have happened to you and you will find that they fall into these two categories.

However, what we often forget is that each of us is an experience ourselves. And this impacts both the relationships we cultivate and the things we experience.

Your attitude affects the experiences that other people have when they are with you. If you have a positive attitude, it’s easier for other people to have a positive experience with you. If you have a negative attitude, it can be hard for people to be around you. Ultimately this impacts the relationships they have with you. If every experience they have with you is tainted because of your negative attitude, it’s difficult to form a good relationship because they won’t want to be around you.

Your attitude also impacts the quality of your own experiences. For example, you can be at the most beautiful, exciting place in the world, but if you have a poor attitude, it will be difficult to enjoy that experience. On the other hand, a positive attitude can make even a trip to the grocery store a memorable experience. And when you create positive experiences through your attitude, people will be drawn towards you and good relationships can be built with ease.

When you are evaluating the relationships and experiences you have at work – and in your life in general – don’t forget to examine your role. What experiences are people having when they are around you? What role does your attitude play in how you experience things? How does it impact your ability to build relationships? When you take control of the experience that is you, you will find life gets a lot sweeter.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. When was a time that your attitude may have impacted someone else’s experience – positive or negative?

  2. When was a time that your attitude created a great experience from what would normally be a mundane one? What about a bad experience from what should have been a great one?

  3. What impact do you think your day-to-day attitude has on facilitating strong relationships with others?

Take it personally

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Don’t take it personally. Has anyone every told you that? Have you ever said it to someone else? Does it actually help you not take something personally? I know it’s never worked for me. It’s just made me take it more personally.

We tend to say it about things that happen at work. I think we use it as a way of making sure people’s feelings don’t get hurt. But why wouldn’t we want people to take their work personally? When we take things personally, it means we care. When we tell people not to take it personally, we’re really telling them not to care. When we care about something, we bring our energy and passion to it. We fight for what we think is right. We’re willing to overcome struggles and work hard.

If someone says they don’t take it personally, it usually means they’re not emotionally invested in it. And is this what we want in our workplaces? When we acknowledge that people have feelings, we can do the hard work to gain not just their time and presence, but their enthusiasm, initiative, loyalty and creativity.

So, go ahead and take it personally.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Has anyone ever told you to not to take something personally? How does it make you feel?

  2. Have you ever told someone not to take something personally? Why? Do you think it helped them?

  3. How would you change your actions if you knew everything about your work (and everyone else’s work) was personal?

Permission granted

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At NASA, there’s a poster of a bee that says, “Aerodynamically the body of a bee is not meant to fly, the good thing is that the bee doesn't know".

The bee doesn’t care that the laws of physics say it can’t fly, that its little wings shouldn’t be able to keep its giant body in the air. It just goes about its business anyway.

How often do you take the perspective of the bee in your life? Both at home and work? Probably not often enough. We let our own, and others, thoughts, beliefs, fears and insecurities tell us what we can and can’t do.

Brené Brown, a research professor at the University of Houston and author of several books, talks about a concept of writing yourself a permission slip in her book, Braving the Wilderness.

She says that we tend to force ourselves into certain ways of being and doing and don’t allow ourselves to step out of what we are told is “normal”. When people want to do something out of the ordinary, she tells them to write themselves a permission slip. Just like how your parents used to give you permission to go on a school trip or sporting event, the permission slip frees you to do something new and different – something that you know will add to your work and life.

Sometimes we need a permission slip to be vulnerable with others, take a risk, deal with conflict, be creative or admit we don’t know.

Start giving yourself permission today and see what happens. You might just find life can be a little bit sweeter when you don’t stop to think about what you shouldn’t be able to do.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Think of a time you wanted to do something but didn’t. What held you back?

  2. If you could give yourself permission to do one thing, what would it be?

  3. How can you make it easier as a team for people to give themselves permission to do things?

Purpose isn't enough

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We all know the importance of purpose when it comes to employee engagement. When people believe in the mission and goals of the organization and understand where they contribute, then they will be motivated to help achieve them.

And this is true. A strong purpose that people internalize drives them to do, and give, more to organizations.

However, purpose alone won’t keep people engaged.

Engagement is like baking a cake. Your purpose is your baking powder, it’s what makes the cake rise. People will rise to the challenge when they have purpose.

However, you need two other essential ingredients.

First, you need flour. Flour is your base – without it, there’s no cake to rise at all. Flour is what enables engagement to happen. This is ensuring people’s skills are matched to their tasks and they have access to the resources they need, such as information, technology, tools and equipment, training, and financial support. Without these, even if employees believe deeply in your purpose, they will become frustrated and be at risk of becoming disengaged, burnt out, or they may simply give up and leave.

Second, you need sugar for your cake. This is an energizing environment for engagement to happen in, one that focuses on the physical, emotional and social well-being of employees. Without sugar, no one wants to eat the cake. Without a culture where people feel cared for, and excited to be part of, people will quickly become disengaged from the purpose.

Make sure that when you are baking up the right culture for your team and organization that you have all the necessary ingredients to let them have their cake and eat it too.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Have you ever worked somewhere where you believed in the purpose but didn’t feel enabled with the right skills, resources and tools? How did it impact your work?

  2. Have you ever worked somewhere where you believed in the purpose but didn’t feel energized by the environment because of negativity? How did it impact your work?

  3. What can you do more of as a team/organization to make sure people are engaged, enabled and energized?

The recognition fix

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Recognition is a funny thing. It’s something that we all need to feel good about ourselves, our work, and our lives, but we’re wholly dependent on other people for it. And no one gets enough of it.

So, we want it for ourselves, but we don’t give it to others. This isn’t a conscious thing. We just haven’t built cultures that support the level of recognition that people need. We think a pat on the back now and then, an Employee of the Month award, or a yearly good review is enough. But it isn’t. The high we get from recognition that drives us to keep doing good work and to feel like we are valued is something we need at least weekly. We’ll take it daily if we can get it – that’s why social media likes are so addicting. When was the last time you were recognized this often? When was the last time you recognized people on your team with this frequency?

Genuine recognition is something we need a whole lot more of in our workplaces. It may seem weird and uncomfortable at first, but the more regularly we recognize people, not just for the work they are doing, but just for who they are, the more engaged everyone will be.

Go out and recognize someone today.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. How does it make you feel to be recognized and appreciated at work?

  2. When was the last time you recognized someone on your team?

  3. How can you start building a culture that supports higher levels of recognition in your team/company?

The human story

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John Steinbeck once said, “Try to understand people. If you understand each other you will be kind to each other. Knowing a person well never leads to hate and almost always leads to love.”

If you’re not familiar with it, check out Humans of New York online – through their website, Facebook or Instagram. I swear it will become a bright spot in your day. It’s the brainchild of Brandon Stanton who started taking photographs of people in New York and asking them questions about their lives.

He found that everyone has a story inside them. He now travels the world taking people’s pictures and asking them about their lives. And it doesn’t matter if the person is in the US, Pakistan, Mexico or Ukraine, the stories show the deep connections we share in our humanity – love, loss, humor, joy, heartbreak, and even the mundane.

We share more connections with one another than we think. The more time we take to share with each other, the more attachment and trust we grow. Teams build strong levels of loyalty and commitment when they are emotionally invested in one another. This means getting to know each other on a personal level.

Simply eating lunch together, going for a walk break, sharing small tidbits about your weekend before starting a meeting, or volunteering or attending events together are great ways to build strong connections.

Are you cultivating these types of relationships at your workplace?

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. How do strong relationships make your job easier at work?

  2. How often do you invest time in nurturing relationships with team members?

  3. What can you do as a team/organization to build stronger relationships by encouraging personal connections?

Selling change

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It’s easy to think that people don’t go along with change because they don’t like it or don’t clearly understand the benefits. We can spend a lot of time trying to rationalize with people that change will be good for them.

And it will be a waste of time.

If you have the person’s best interests in mind, they can usually clearly see that the change will be good for them. They can even be quite eager to make the change. The inaction doesn’t lie in not understanding it, it simply comes from fearing it.

We fear change for a lot of reasons – it’s a leap into the unknown, it’s uncomfortable, it forces us to grow and tackle issues we may not have faced before. What if we fail? And sometimes just as scary, what if we succeed?

If you want people to change, your job isn’t merely laying out the benefits of the change, its assuaging the fears that come along with it.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Think of a time that you knew change was good for you, but you didn’t want to do it and explain why.

  2. How has someone helped you through change by removing the fear?

  3. What can you do more of as a team/organization to remove the fears that come with change?

What are you hiding?

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Many people attest that emotions don’t belong in the workplace. But, like it or not, they’re are going to sneak their way into our organizations. Emotions are what separates us from the coffee maker in the break room and the computer on your desk, they make us human and we don’t get to decide whether they tag along or not in the morning.

Interestingly, some emotions we accept quite readily in our organizations. Anger, pride, frustration, jealousy, and happiness are emotions we usually have no problem with, even if we may not always like them. However, we try to ignore others like anxiety, sadness, fear, shame, and even love. Why is this? Why do we tolerate some emotions, but not others?

Often the ones we deny are the ones that make us the most vulnerable. These are our weak spots. We hide them because we don’t trust that others will understand and help us work through them. We fear that the will use them against us. But by not being open about them, we lose the opportunity to grow and connect with others. We stay stunted in both our relationships and potential.

The more we learn to accept the role emotions have in our workplaces and encourage people to share and understand them, the more trust we will build and the more effective we will be.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Are there times when you feel like you must hide what you’re feeling at work? How does this impact you?

  2. Are there times when you’ve had difficulty dealing with someone else’s emotions? Why?

  3. How can you create a culture where people are able to share and accept emotions in a way that positively influences your team/organization?

Back to basics

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Relationships. Relationships are at the core of everything you do. Want better teamwork – build better relationships. Want a more successful business – focus on relationships. Want a happier family – nurture your relationships. Want to be healthier – cultivate relationships. Want a fulfilling life – yep, you know what the answer is.

Relationships are literally everything to us. If we put our time and effort into creating strong ones, they will give us what we need. And it doesn’t have to be complicated, it just requires us to slow down and take a close look at how we are treating the people in our lives.

While we are all different, what we want, and need are still similar. Here are three tips for improving your relationships that you can do for any person in your life.

  1. Make them feel seen.

  2. Make them feel understood.

  3. Make them feel appreciated.

At the end of the day, we all just want people to see and accept us for who we are, to take the time to understand where we are coming from and validate our opinions (even if they don’t agree with them), and to feel like we have value and worth.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. How do your relationships improve the work you are able to do?

  2. How do your relationships impact your life outside of work?

  3. What is one thing you can do today to improve a relationship in your life?

Everything matters

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Communication. It’s something we could talk about endlessly. No pun intended. We know that communication is the key to healthy relationships – at work and home. But good communication can seem elusive. And maybe that’s because we are always communicating, and when it comes to communication, all of it matters. Every little interaction we have with people either adds to the strength of the relationship or takes away from it. And that can seem overwhelming when all you want to do is ask if they finished that report you need for the afternoon.

So, what’s one to do? Here’s a simple mantra you can keep tucked away at the back of your mind when communicating with people – ask yourself, what’s my responsibility to this relationship? Your answer will help remind you to communicate accordingly.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. How do you see daily interactions impacting your relationships?

  2. What responsibility do you have to the people you work with?

  3. How can you change your regular communication to build stronger relationships?

What's the temperature of your team?

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We track many things in our companies. It’s helpful to be able to assign numbers to what’s important to us so we can work on improving them. What’s tracked becomes tangible, making it easier to understand where changes need to occur.

But some of the things that have the biggest impact on our work are the ones that are rarely tracked and accounted for – if we feel valued, if we feel respected, if we feel like our voice counts, if we have good relationships with others. When we feel good about these things, we are free to do our best work.

Most companies don’t actively monitor these areas. If they did, I could guarantee that they would see a correlation with productivity, profits, and the atmosphere and culture of their workplaces.

In just a few minutes a month, you can easily start tracking how your teams are feeling with this simple five question survey. Have team members fill it out anonymously at the beginning or end of every month. Based on the results, you can adjust how the team is working together and everyone can start taking an active role in creating a strong, healthy team.

1. I feel connected to my team.

1 • 2 • 3 • 4  • 5  • 6  • 7  • 8  • 9  • 10

2. I receive recognition for the work I do in a way that makes me feel appreciated.

1 • 2 • 3 • 4  • 5  • 6  • 7  • 8  • 9  • 10

3. I feel respected by the people I work with.

1 • 2 • 3 • 4  • 5  • 6  • 7  • 8  • 9  • 10

4. I feel my ideas and input are wanted and sought out.

1 • 2 • 3 • 4  • 5  • 6  • 7  • 8  • 9  • 10

5. I feel I can trust my team to support me.

1 • 2 • 3 • 4  • 5  • 6  • 7  • 8  • 9  • 10

Overall Rating:           /50

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1.  What do you currently do to track the health of your team?

  2. How could having actual numbers impact how you work to build a stronger team?

  3. What are other possible ways to monitor the feelings of the team?

Practicing the pause

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What can you do in five seconds? What if you could build stronger relationships, gain knowledge, avoid mistakes, and improve your emotional intelligence? In just five seconds. And you don’t have to actually do anything.

That’s the power of the pause – learning how to wait a beat before reacting. When speaking with others, the pause allows us to avoid agreeing to things before we’ve thought them through, it stops us from reacting emotionally during conflict, and it allows us to think of alternative ideas.

The pause (along with a few head nods) encourages others to share additional information, reconsider their own thoughts and opinions, and view us as better listeners.

The pause usually doesn’t come naturally to most people. It’s something that you need to consciously think to do. But if you keep it up, it will become a valuable habit.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. How often do you pause before responding during conversations?

  2. How beneficial could the pause be in your communication?

  3. What makes the pause difficult to do?

Rewiring Leadership

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Leadership is often seen as a power position. But the best leaders, though, are the ones that don’t exercise power over their people, but rather strive to serve them.

At some point in time, our view of leadership got distorted from service to power. When people become leaders, we give them a new title, a raise and a corner office. We think these things are the givens of becoming a leader.

However, the perks of leadership are only seen as relevant to the team if the leader has shown they are willing to serve the team – that they are willing to sacrifice, take accountability, continually give, and take on the heart ache of leading others. When this is done for the betterment of the team, people have no problem providing the rewards of leadership. But they must be earned first.  

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. What characteristics do you think define a good leader?

  2. What characteristics do you think define a bad leader?

  3. How should your organization decide who becomes a leader?

Gratitude requires work

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Gratitude is an important quality to develop in life. We should all learn to be thankful, show appreciation and be kind. However, sometimes gratitude is seen as a passive action. When things get hard – when life sucks – you should just be grateful for what you have.

Gratitude isn’t only about turning a blind eye to what you don’t like and accepting what you have. Gratitude is just as much about counting your opportunities to make change, as well as your blessings.

It’s about appreciating the fact you have a voice you can speak up with. And using it.

It’s about being thankful for your ability to make a different choice. And choosing to.

It’s about being grateful for having the chance to own your decisions. And doing it.

Gratitude allows us to see the good that we currently have in our lives, as well as the good we can achieve.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. What are you grateful for in your life?

  2. How do you use gratitude to improve your life?

  3. What can you do as a team/organization to use gratitude to improve our culture and performance?

Making the sacrifice

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We’ve long held that the definition of a great team is people who go out of their way to make one another look good. While talking about this with a client the other day, they added what we think is a brilliant point. They said a team is a group of people who are happy and willing to sacrifice for one another.

Sacrifice – that’s everything isn’t it? It’s easy to say we want the best for one another and will help each other get it, but what happens when it comes at our own disadvantage? Do we step up to the plate then? A strong team knows that every sacrifice of the individual leads to the success of the group, and that, when necessary, the team will sacrifice for them as well.

This ability to sacrifice comes from high levels of trust between members and a clear purpose for the team. People understand what they are trying to achieve and that they will reach it by helping one another be their best.

So, whether it’s through time, effort, comfort, resources, creativity or a 100 other ways, our willingness to sacrifice for one another shows our dedication and commitment to our team.

A Team Human Conversation

Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick start your conversation.

  1. Describe a time when someone on your team sacrificed for you. How did it make you feel?

  2. Describe a time when you sacrificed for someone on your team. Why were you willing to do it?

  3. What can you do as a team or organization to make sacrificing something people are willing to do for one another?