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76 items found for "high performing teams"
- leading and teaming = C.U.L.T.U.R.E
It results from how we lead and how we team. To change culture, consider changing how we lead and team. action can we take; - Get clear on expectations, together, united - Share your future dreams and set team performance exist in your culture. performance culture.
- When your team looks inward, help them build self-awareness
Not just from an individual perspective, but as Leaders how we can help our team cultivate this same
- Coaching, Performance and Mindful Leadership
Organisations struggle with performance uplift, let alone achieving a high-performance culture. Their most important assets, their people are the key to a high-performance culture which will benefit Executed well, executive coaching enables leaders to transform their leadership resulting in improved team outcomes, with coaching being far reaching, impacting not just the individual but also team performance performing teams
- The GLUE in teams
"Trust has two dimensions: competence and integrity. We can forgive mistakes of competence. Mistakes of integrity are harder to overcome." Simon Sinek. When this appeared in my feed, it started the wagon turning. Is there only 2 elements to trust. The research, like leadership and EQ, has different models of Trust floating around. Regardless of the words used in these models, I like to break TRUST into 5 elements; COMPETENCE is one, some models describe this as Able ( ABCD model of Trust). INTEGRITY, sometimes described as sincerity is absolutely a key element. Dependable or RELIABLE is the third CARE or Connection (lets wrap this up as empathy) is a fourth element The neuroscience of trust I see as the 5th element There are many experts on Trust, Paul Zak is absolutely one of the standouts, Judith Glaser's C-IQ model, Ken Blanchard to name a few. Regardless of what Trust is or isn't, it's developed and lost at different speeds for us. I am a trust giver, you get it up front until events occur for me to question that Trust. Sometimes referred to as Blind Trust. It takes a lot, but once it's lost, it's hard to ever regain my trust. Other's are less distrusting upfront, and it takes a while before you gain their Trust, but once you have it, it can remain for long periods of time. Some elements we forgive faster than others. Some elements, once lost, well you can now see why relationships in organisations are filled with friction when politics interferes with integrity. And the 5th, the neuroscience, is conscious awareness of how our words create worlds, and how we can adapt our leadership style to ensure the stage is set for Trust to be cultivated. C-IQ. Why is this critical to leadership? Whilst EQ is the skill that enables us to see ourselves and others clearly, TRUST is the glue that holds it together. As a leader, understanding the elements of TRUST will help us see when the waters get murky. We notice a disruption in a relationship, was TRUST impacted and how. We are playing a little bit of politics, how is this impacting our integrity. We dont keep promises, do our actions show we care. Knowledge raises awareness because we just activated the RAS. And awareness raises self reflection. Melina is a C-IQ practitioner. To find out more about how to bring C-IQ to your conversations email us melina@peopleq.com.au
- Unveiling the Power of Trust-Building Leadership. Can Leaders Really Prime for Trust?
As leaders, the ability to inspire trust among team members is paramount to a thriving and high-performing dialogue, active listening, and honest feedback to promote transparency and provide opportunities for team Delegate and Empower: When leaders allow the team to take ownership of their work and make decisions, This trust in their team members not only builds self-esteem it also fosters accountability. engagement, and success, and leaders who prioritize trust-building are rewarded with a loyal, motivated, and high-performing
- When no news is actually bad news!
Why psychological safety matters to high performance. You may have heard that Psychological Safety is the #1 predictor of team effectiveness and that high psychological safety in the workplace accelerates and supports high performance. Cultivating psychological safety is foundational to a high performing and thriving workplace culture. to support their high performance journey.
- If you want to retain and attract the best people, focus on workplace culture.
In contrast, an unhealthy workplace culture leads to high turnover, low morale, and decreased performance When leaders communicate openly with their teams, it fosters trust and creates an environment where employees Plus, a positive team dynamic creates a sense of belonging and camaraderie that boosts morale energy essential for any organization that wants to attract and retain the best people, boost productivity and performance team members can grow and thrive.
- The Power of Executive Coaching: Revolutionizing Leadership Development
executive coaching places a strong emphasis on self-awareness and emotional intelligence, foundational to high performing leaders. better navigate complex challenges, manage their emotions and build stronger relationships with their teams and performance improvement. leaders to identify areas that need focus such as communication, decision-making, conflict resolution, team
- Emerging Leaders: Rising up to the challenge of your first role is never quite what you expect.
It was a mix and surge of excitement, seeing the future and anxiety around suddenly having a team of On one hand I was ecstatic that I was promoted, all my hard work as a high performing individual had It was never enough to be a high performing individual contributor - she was passionate about teams and more specifically how to transform underperforming teams into extraordinarily successful teams. meeting or weekly team lunches, a time where you come together as a team to check in, connect, set goals
- Is Empowerment a road to accountability?
I recently delivered a workshop as part of an eight month leadership program on "empowering our teams When a team member or team feels dis-empowered, it results in self-doubt and a loss of confidence, turning a generally creative team member into a cautious, double checking overthinker. It can be faintly seen in the poor results of a team or organisation and a lack of innovation, ideation , individual confidence (and therefore ownership) also high, as is productivity.
- A Roadmap to Creating a Thriving Workplace: Fostering Engagement, Well-being, and Success
traditional goal achievement, it considers the well-being and engagement of employees and the dynamics of teams are role-models, opportunities to be challenged and stretched, constructive and regular feedback on performance Be relentless about Open Communication Open and transparent communication is vital to team trust, harmony Recognize and Reward Performance: Recognizing and rewarding employee performance is essential for fostering
- What do leaders bring into the coaching arena? And what's off the table?
It became clear that coaching focus begins with self, then extends to team and organizational performance were consumed with the leader’s desire and (lack of) ability to empathise and build more collaborative teams want leaders to take charge and bridge the divide between the effectiveness of the senior leadership team ’s performance. Everyone took accountability for workplace culture, whether it be in their teams or across the organisation