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It's entrusting our team with the autonomy needed to act and grow. Empowered teams are confident, capable, and accountable, creating a ripple effect on the teams capacity Overcoming this requires a mindset shift to see delegation as a pathway to building the team's capacity Coach and provide mentors  to your team member. Empowerment is a continuous journey and dynamic due to the changing nature of our teams.

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

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

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

And the 5th, the neuroscience, is conscious awareness of how our words create worlds, and how we can

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.

guide you and at the heart of these conversations, ensure you have good intentions for the person, the team Link your feedback to intention – to connect, cultivate cohesion, energise, motivate, share vision, create alignment or have a bit of fun, create reassurance, clarity or accountability. So anchor to hope and be a role model for your team.

It is a result of how we lead and how we team. To change culture, we need to change how we lead and how we team. Set team aspirations and goals – create shared meaning Take the time to recognise good work, regularly - it's also a great gratitude practice Let your team know how important they are to the cause and how An essential first step in influencing organisational culture through teaming and leading.

Episode 1 - An introduction to this new Leadership series with Suria and Mel