Take care to notice the counterproductive behaviors that harm your team’s collaboration, engagement and productivity. Let’s examine a few characters that hide in many teams. If you allow them to operate without constraints, your culture will suffer.
When team members don’t trust each other, we tend to see a variety of dysfunctional conduct. Trust is of vital importance for leaders. Equally critical is the trust between colleagues. Following is a short list of signs
We know that greater trust leads to greater engagement, which in turn is directly linked to performance. Therefore when looking to improve an organization and its results, we need to develop the leader-team trust relationship.
Many office spaces are stuffed with junk of days gone past and suffer from dated, boring decor. This makes them all but inspiring and can be downright depressing. Not exactly a place for collaboration and creativity to soar.
If your culture could send signals, what would they reveal you about your core organizational values and collaboration in the workplace?
To set your project up for success, let the team define their ‘Team Standards’ and come up with a declaration everyone agrees to.
How many of your projects have encountered roadblocks? To create lasting improvements, it’s vital to focus on the process as well as the human aspects of the issue.
Undiscussables: the real issues that everyone knows not to discuss openly, at least not with certain people and definitely not with anyone, if rocking the boat is not their style.
Today our blog focuses on Culture, the impact of its absence and solutions you can employ to continuously improve your organization. Are you open to change?
Low trust is typically accompanied by an array of problematic conduct. In organizations where trust is high, the corresponding interactions of teams and project deliveries show marked improvement.