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has invited me to 👉 initiate reform, lead change, centralise and do myself out of a role 👉 start-up teams divisions, new products - Intrapreneur if you may and now entrepreneur 👉 turn around underperforming teams in the early phases 👉 Lean into to discomfort and have those difficult conversations 👉 Build the team's

Combined, you’re a stronger team than what you would be with the same strengths and skills. Unlocking the collective wisdom of teams requires Leaders to be clear on the team's purpose as well as and that each team member can participate and contribute equally. Ultimately behind the teams that achieved more, were Leaders that created enabling conditions for collaboration leveraging the richness of different viewpoints, harnessing the team’s collective wisdom.

create change and performance uplift with PQfactor

But when I stepped into a newly created role leading transformation projects, the pace accelerated - Agility recognises that leaders navigate relentless acceleration - from shifting team dynamics to the

the background, only spoken about in values statements, referenced in engagement surveys, but rarely treated Your culture is being felt long before someone joins your team and it continues to shape their experience High turnover or difficulty attracting the “right” talent Low engagement or quiet disengagement Siloed teams or avoided) How decisions are communicated How people feel after interacting with their leaders and team In part two we talk about three practical ways leaders can start investing in their team's culture today

Not just from an individual perspective, but as Leaders how we can help our team cultivate this same

Nine weeks before the marathon I had a level 2 tear to my calf muscle and was told it would be near impossible

traditional goal achievement, it considers the well-being and engagement of employees and the dynamics of teams Prioritise Employee Well-being Investing in employee well-being is crucial for creating a thriving workplace Be relentless about Open Communication Open and transparent communication is vital to team trust, harmony

Are you wanting to do more to engage your teams? Are you struggling with communication or conflict?

What not to do Part 1 Employee engagement and culture survey tools are a great way to invite and collate up on feedback as a way to build trust and team rituals. tunnel vision Setting goals and utilising your culture tool as a mechanism to measure your progress is a great way to help you and your team stay on track and drive continuous improvement. Culture tools should encourage leaders, teams and organisations to think deeply about what the team

I was part of both dysfunctional and thriving teams and often team members were unchanged. So as many leaders do, I asked my teams the big sweeping question about how they’re feeling at work and In more recent times, as the world increasingly digitizes, we’ve asked teams to convert their responses Creating space for team members to have continuous deeper conversations, checking in, sharing new ideas and let us support your journey from good to great.

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 a great gratitude practice - Let your team know how important they are to the cause and how they contribute play center stage in the business And Trust, for me, is a hygiene factor, an essential first step in teaming