I invite you to understand your priorities, your values, as a leadership team and an organisation. It should result in a living and breathing playbook for your leadership team and the organisation. Let us create the space for your leadership team to define your values with clarity and certainty.

I was reading about the science behind the most successful teams, and it seems that a key ingredient team. Members have side conversations within the team. In other words, all team members talk to each other. 5. Members explore outside the team, and bring back information to share with other team members.

But this is off the radar for leadership teams when Trust is low. The indicators your leadership team is operating with low Trust? The distrust seeps through to all teams. Does having high Trust improve the outcome for leadership teams? Not automatically. Be clear on what the team needs to work on.

It's a set of skills we can build in ourselves, our teams, and in the organisations we lead. Then the team: resilience doesn't simply add up Here's a finding: individual resilience does not simply You can fill a team with resilient people and still have a fragile team. Team resilience has its own nuances as does organisational resilience. If building personal, team and organisational resilience is on your leadership agenda, we'd love to talk

PeopleQ Workshop facilitated by Melina Lipkiewicz and Suria Ward We see this often, team participation Do we regularly discuss this at our team huddles? Follow through on your team huddles and actions - close the loop before inviting more actions. team is working on as well. Be the role model - are you doing the same for your leadership team?

And implicit understanding that team success is prioritised over the individual, whilst valuing the Individual needs are considered within the broader context of the team's goals. dialogues, also consider creating the right relationship climate by; 🔢Getting on the same page with your team

This hat empowers team members to find the answers within, growing confidence, igniting autonomy, setting As one leader put it, it gives team members the confidence to see what they already know, to use what It encourages self-discovery and helps team members derive meaningful lessons from their experiences. Tip: When you notice a team member paining over a choice, offer them space to self-reflect. PeopleQ are executive coaches, skilled in 1-2-1 and team coaching.

the whole team operates. When everyone's stretched, three things can protect the teams empowerment. Clarity. Ensure the team is clear about priorities, what can drop, who owns what. The fastest way to disempower a stretched team is to over ride decisions. Teams take their emotional cue from their leader.

only improves your chances of getting each hire right, and hiring for culture, it also in the long term

Actively develop relationships with people across the business, not just within your direct teams or Doing this may build your authority in a specific area, without needing a formal title, whilst also building

Turning this into useful data for leaders and teams can be quite cumbersome as well as some of the data

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.