One powerful avenue for effecting change is through the establishment of industry bodies—organizations formed by leaders within a specific sector to advocate for common interests, set industry standards, and drive innovation. Let’s delve into the transformative potential of starting industry bodies and explore the myriad benefits they offer to both leaders and the industry as a whole.
At the heart of starting an industry body lies the opportunity to foster collaboration and collective action among stakeholders within the industry. By bringing together diverse perspectives, expertise, and resources, industry bodies can tackle complex challenges that no single organization or individual could address alone. Whether it’s advocating for regulatory changes, promoting industry best practices, or driving sustainability initiatives, industry bodies serve as catalysts for meaningful change.
Moreover, starting an industry body provides leaders with a platform to advocate for common interests and influence industry standards. By leveraging their collective voice and expertise, leaders can shape the direction of their industry, drive innovation, and ensure that industry practices align with emerging trends and technological advancements. Additionally, industry bodies serve as hubs for knowledge sharing, networking, and professional development, empowering members to stay informed and stay ahead in a rapidly changing landscape.
Taking a leadership role in an industry body offers numerous personal and professional benefits for individuals. By serving on boards, committees, or task forces within the organization, leaders can enhance their visibility, expand their influence, and establish themselves as thought leaders within their field. Involvement in industry bodies provides opportunities for leadership development, relationship building, and skill enhancement, ultimately strengthening leaders’ capabilities and positioning them for continued success.
When starting an industry body, it is essential to define the purpose and mission clearly. Articulating the purpose, mission, and vision guides all future activities and attracts like-minded individuals and organizations. Conducting market research helps understand the landscape, including potential members, stakeholders, competitors, and industry challenges. Developing a strategic plan outlines goals, target audience, key activities, and timelines, ensuring a structured approach to establishing and growing the body.
Forming a founding committee composed of diverse and committed individuals provides credibility, expertise, and initial resources. Establishing a legal entity offers a formal structure, allowing the organization to open bank accounts, sign contracts, and ensure compliance with regulations. Developing a membership structure with defined benefits helps attract and retain members, while planning and hosting initial events can raise awareness, engage potential members, and establish the body’s presence in the industry.
Building a strong online presence is crucial for reaching a broader audience, facilitating communication, and enhancing credibility. Establishing partnerships and collaborations can provide additional resources, expertise, and reach. Consistently delivering value to members through valuable resources such as industry reports, best practice guides, networking opportunities, training programs, and advocacy ensures retention and growth.
Funding and budgeting for initial setup costs and ongoing operations are essential for sustainability. Establishing a clear governance structure with defined roles and responsibilities, ensuring compliance with relevant laws and regulations, and developing a comprehensive communication strategy to keep members informed and engaged are critical components for success. Actively engaging members through events, volunteer opportunities, and feedback mechanisms, and regularly assessing member satisfaction and adapting offerings based on feedback, help maintain a vibrant and engaged membership.
Utilizing platforms like meetups and other networking avenues can foster networking and collaboration, creating a community of industry professionals. Hosting webinars and online workshops on relevant topics can attract a wider audience, including those who might not be able to attend in-person events. Collaborating with existing industry conferences and seminars to promote the industry body and recruit members further enhances visibility and influence.
In conclusion, starting industry bodies is a powerful way for leaders to drive change, influence industry standards, and shape the future of their field. By fostering collaboration, advocating for common interests, and driving innovation, industry bodies play a vital role in advancing the collective interests of the industry and propelling it towards a brighter, more sustainable future. Through their leadership in industry bodies, leaders can not only expand their influence but also contribute to positive change on a broader scale, leaving a lasting legacy for generations to come.
Industry events are fertile grounds for networking, learning, and professional growth.
Whether it’s a conference, trade show, or networking mixer, these gatherings provide valuable opportunities for leaders to expand their networks, stay updated on industry trends, and showcase their expertise. However, effectively leveraging industry events requires more than just showing up; it entails strategic planning, active engagement, and follow-up action.
Setting Clear Goals
Maximizing the value of industry events starts with setting clear goals. Leaders should identify specific objectives, such as making new connections, learning about emerging trends, or promoting their organization. Tailoring your approach based on these objectives ensures a focused and productive experience. Researching the event agenda, speakers, and attendees beforehand can provide valuable insights and help prioritize time and resources.
Active Engagement
Active engagement is key to making the most of networking opportunities at the event. This involves striking up conversations with fellow attendees, asking thoughtful questions, and actively listening to others’ perspectives. Leaders should aim to build genuine relationships rather than focusing solely on exchanging business cards, as authentic connections are more likely to yield long-term benefits.
Effective Follow-Up
Following up after the event is crucial for maintaining momentum and solidifying relationships. Sending personalized follow-up emails, connecting on social media platforms, or scheduling follow-up meetings can help nurture new connections and turn initial interactions into meaningful relationships.
Participating and Sharing Expertise
Leaders can maximize the impact of industry events by actively participating in panel discussions, giving presentations, or hosting networking sessions. By sharing their expertise and insights with others, leaders can establish themselves as thought leaders in their field and enhance their professional visibility.
Best Practices for Industry Events
To ensure a successful and impactful presence at industry events, leaders should follow some best practices, such as assigning specific roles and responsibilities to team members which ensures all aspects of participation are covered and everyone knows their tasks. Designate roles such as lead presenter, technical support, marketing collateral handler, and networking liaison to streamline coordination and execution. Or assign different sessions to different people to ensure your all covering as much of the content as you can.
If you are presenting, then preparation and rehearsal are crucial for a polished presentation and smooth execution. Conduct rehearsals for presentations and product demos, and engage in role-playing for potential questions. Delivering a clear and engaging presentation captures attention and conveys your message effectively. Utilize visual aids, speak clearly, and maintain eye contact with your audience. Tailor your content to the audience's interests and allow time for questions to encourage interaction. Ensure everyone is familiar with the event agenda and logistics to handle any situation confidently.
Always maintain professional behavior, as it reflects positively on your organization and builds credibility. Dress appropriately, be punctual, and exhibit courteous behavior at all times. Adhering to the event's code of conduct reinforces a positive image of your organization. Building connections with attendees can lead to future opportunities and partnerships, so it is critical to take the time to build your network. Actively participate in sessions, ask insightful questions, and meet others during breaks. Be approachable and ready to engage in meaningful conversations to create lasting impressions.
Maximize the impact of your presence by leveraging the diverse skills within your team. Ensure each team member utilizes their expertise, whether it’s in technical knowledge, sales, or relationship-building. Support each other during interactions and presentations to create a cohesive team dynamic.
Collecting data and feedback during the event helps assess its value and plan for future participation. Take notes during sessions, collect business cards, and gather feedback from attendees. Documenting insights and potential leads ensures you make informed decisions and capitalize on opportunities.
Reviewing the event with your team helps identify successes and areas for improvement. Conduct a team debrief to discuss what went well, challenges faced, and key takeaways. Sharing this information with the broader team enhances collective learning and prepares everyone for future events.
Maintaining connections and acting on leads can turn event interactions into valuable opportunities. Send follow-up emails to contacts made, connect on LinkedIn, and schedule meetings to explore potential partnerships or collaborations. Consistent follow-up reinforces the relationships built during the event.
Conclusion
Industry events present invaluable opportunities for leaders to expand their networks, stay informed, and position themselves as industry experts. By approaching these events with strategic intent, active engagement, and follow-up action, leaders can unlock the full potential of networking and propel their careers and organizations to new heights.
Public speaking is often cited as one of the greatest fears among individuals, yet it is also one of the most powerful tools in a leader’s arsenal!
Effective public speaking allows leaders to articulate their vision, inspire action, and influence others. However, mastering the art of public speaking requires more than just polished delivery; it involves careful preparation, authentic connection with the audience, and the ability to convey ideas with clarity and conviction.
One key aspect of successful public speaking is thorough preparation. Leaders should invest time in researching their audience, crafting a compelling message, and rehearsing their delivery to ensure a polished performance. Connecting with the audience on an emotional level is essential for engaging their attention and inspiring action. This can be achieved through storytelling, humor, or sharing personal anecdotes that resonate with the audience’s experiences and values. Moreover, conveying ideas with clarity and conviction is paramount for effective communication. Leaders should use clear and concise language, avoid jargon or technical terms, and maintain confident body language to command attention and convey credibility.
Foundations of Vocal Control
If you remember an earlier blog where I talked about Leadership Presence consisting of Your Appearance, Your Being and Your Speaking. Well public speaking ability roles up into leadership present in that third aspect. Often, if we are not able to speak well publicly, it can preclude from opportunities, promotions and influence with others. The more senior you are as a leader, the more you have to lean into this skill and it is worth your time to invest in this area! Now there are some basics to understand in terms of your vocal control and they are:
- Rate of Speech - or the speed at which you speak. We all have a default and that can be really disengaging if you are talking in that same monotone throughout. SO vary your rate of speech; slow down for the important parts and speed up for all other components.
- Volume - the volume can range from quiet to really loud. Depending on if you are having a 1/1 or giving a talk to 1000 people, you should change your volume. Also if you are online on a zoom, then speak louder as the medium can have people disengage really quickly.
- Pitch - the melody, or high low of your tone as you speak. You have to learn to vary it, rather than stick in that monotone, use a higher pitch when you are talking about something exciting. Look out for ending sentences in that higher pitch question mark, as that can have you occur as if you don't know what you are talking about.
- Tonality - the emotion underneath your voice and your message. If you are speaking about something sad, then be sad, if you are speaking about something joyful, then be happy. Use your facial expressions to help you deliver the emotions behind your message.
- Pauses - Literally a pause. At Netflix we had the 15 seconds of silence distinction. This allows people to process your message and also think through a question, then find the courage to ask it. SO lean into pauses to engage your audience!!
By honing their public speaking skills and embracing opportunities to share their message with impact, leaders can amplify their influence, build credibility, and inspire positive change in their organizations and communities.
Storytelling Elements
Element 1: The Hook
Imagine attending a presentation where the speaker drones on with facts and figures, leaving you disengaged and uninspired. Now, contrast that with a leader who captivates you with a compelling story. Which one are you more likely to remember and be influenced by? Each story has some key elements to it.
- Anecdotal Hook: "When I first started my career, I made a communication blunder that nearly cost us a major project..."
- Question Hook: "Have you ever wondered why some teams thrive while others struggle to communicate?"
- Statistical Hook: "Did you know that 60% of projects fail due to poor communication? Let's explore how we can change that."
- Quotation Hook: "'The single biggest problem in communication is the illusion that it has taken place.' – George Bernard Shaw."
- Emotional Hook: "Imagine losing your dream job because of a simple communication error..."
- Descriptive Hook: "In a bustling office, where deadlines loom and stress levels soar, the way we communicate can make or break our success."
Element 2: Characters
Characters are all the people or entities the story is about, such as yourself, team members, users, customers, managers, and other leaders. Make them relatable and focus on highlighting their challenges and motivations.
Element 3: Setting
The context or environment where the story takes place. Provide enough detail to make the setting vivid—describe the view, noises, smells, market landscape, industry, and more. Keep it relevant to your audience.
Element 4: Conflict
The challenge, conflict, or problem that needs resolution, such as internal conflicts, technical difficulties, market gaps, or personal challenges. Make the conflict clear and engaging, and show why solving this problem mattered.
Element 5: Resolution
How the conflict is resolved! Describe how your product solves a customer pain point, the successful resolution of a conflict, or how you got through a personal challenge. Be specific about the solution and highlight the benefits and outcomes.
Element 6: The Takeaway
The lesson or message of the story, such as the value proposition of your product or the moral of a success story. Make the takeaway clear and actionable, and connect it to your audience's needs or goals.
Applying Storytelling
Storytelling can be applied in various contexts such as writing business cases, crafting the vision of the future, and presenting to stakeholders, investors, clients, and students. Identify your audience first and tailor your stories to their interests and level of understanding. Keep it simple, avoid jargon, and maintain a straightforward narrative. Be authentic and share genuine stories and experiences, and where possible, use visuals, images, charts, and videos.
Creating a good presentation involves both effective speaking behaviors and well-designed PowerPoint slides. Below is a more detailed view of the basics for each aspect.
Behaviors of the Speaker While Presenting
Confidence and Enthusiasm
- Speak with a clear and steady voice, maintain good posture, and avoid fidgeting.
- Show passion for the topic through your tone and facial expressions to engage your audience.
Body Language
- Make regular eye contact with the audience to create a connection and keep their attention.
- Use natural hand gestures to emphasize points and convey enthusiasm.
- Move around the stage or presentation area to maintain audience interest, but avoid pacing or unnecessary movement that can be distracting.
Vocal Delivery
- Speak loudly enough for everyone to hear but not too loud. Ensure your speech is clear and articulate.
- Vary your speaking pace to emphasize key points and keep the audience engaged. Avoid speaking too fast or too slow.
- Use pauses effectively to allow key points to sink in and give yourself a moment to think. Use intonation or focus on emphasizing certain words to pull out key points.
- Use dynamic energy to keep people engaged and the room uplifted. If you are feeling flat, then the session will be flat. Practice being 10 times more excited in front of a mirror reading your speech out loud.
Audience Engagement
- Encourage and answer questions from the audience to make the presentation interactive.
- Read the audience’s reactions and adjust your delivery accordingly. If they seem bored, pick up the pace or add an engaging story.
- Use techniques like polling, asking for a show of hands, or brief discussions to involve the audience.
Preparation and Practice
- Practice your presentation multiple times to become familiar with the content and flow.
- Ensure your presentation fits within the allocated time slot. Practice with a timer to manage this.
- Be well-versed in your topic so you can confidently answer questions and handle unexpected issues.
Good Practices for PowerPoint Presentations
Slide Design
- Keep slides simple and uncluttered. Use bullet points rather than large blocks of text.
- Incorporate relevant images, charts, and graphs to illustrate points and make slides visually appealing.
- Use a consistent theme, font, and color scheme throughout the presentation.
Content
- Focus on the key points of your presentation. Each slide should convey one main idea.
- Be concise. Use short phrases or bullet points instead of full sentences.
- Organize your slides logically with a clear beginning, middle, and end. Include an introduction, main content, and a conclusion.
Text and Font
- Use large, readable fonts (at least 24-point size) and avoid overly decorative fonts.
- Ensure there is high contrast between text and background (e.g., dark text on a light background).
- Use bold or different colors to emphasize important points but avoid overuse which can be distracting.
Use of Colors and Graphics
- Use a professional and visually pleasing color scheme. Avoid using too many different colors.
- Use high-quality images and graphics. Ensure they are relevant and add value to the content.
- Use animations sparingly and only when they add to the understanding of the content. Avoid over-the-top transitions.
Data Presentation
- Use charts and graphs to present data clearly and effectively. Label all axes and data points.
- Use infographics to present complex information in a visually appealing and easily understandable format.
- Ensure all data is clear and easy to read. Avoid cluttering slides with too much information.
Technical Aspects
- Ensure your presentation is compatible with the equipment you’ll be using. Test it on the actual device beforehand.
- Have a backup copy of your presentation on a USB drive or cloud storage.
- Check all equipment (projector, microphone, etc.) before the presentation starts to avoid technical difficulties.
Conclusion
By combining confident and engaging speaker behaviors with well-designed PowerPoint slides and storytelling, you can create a compelling and effective presentation for public speaking opportunities. Preparation and practice are key to ensuring that your delivery is smooth, your visuals support and enhance your message, and that your message is relevant for the audience and impactful.
Conflict, far from being a sign of dysfunction, is an inevitable aspect of human interaction, particularly within the context of team dynamics.
However, the key to harnessing the potential of conflict lies in effective conflict management and the ability to debate. When handled adeptly, conflicts can serve as catalysts for growth, innovation, and stronger relationships. Conversely, unresolved conflicts can simmer beneath the surface, eroding trust, stifling creativity, and impeding progress. Thus, mastering the art of conflict management is indispensable for leaders committed to fostering a healthy and productive work environment.
Understanding Conflict and Conflict Management
Conflict refers to any form of disagreement or discord arising between individuals or groups in a workplace setting. These conflicts can be caused by a variety of factors, including differences in opinion, personal differences, communication issues, resource allocation, role ambiguity, interpersonal relationships, language misunderstandings, data or information discrepancies, environmental factors, and structural issues.
Conflict management is the process of identifying and handling conflicts in a rational, balanced, and effective way. Effective conflict management involves understanding the root cause of the conflict, encouraging open and honest dialogue, actively listening to all parties involved, finding common ground, developing solutions collaboratively, implementing those solutions, and monitoring the situation to ensure resolutions are working. We might be talking about a work problem and tension arises around that discussion, often behind that discussion are other issues that surround the problem. Look to identify and unpack those first and the problem discussion should be effortless. These conflicts can be caused by a variety of factors, including:
- Differences in Opinion - Varied perspectives on how tasks should be completed or decisions should be made. Let the person whose job it is to do the work, do the work. Get out of the work and focus on the team, unblocking, strategy, vision, stakeholders. The owner of the work should always determine how it should be done. Don’t micromanage, instead listen to them and ask what they need in terms of support.
- Personal Differences - Clashes due to personality differences, values, beliefs, qualities or traits. If you see people leaving the room, arguments over wrong and right, defensiveness or aggression, or even avoidance of topics you might have a values or beliefs issue going on. So work to identify and name the value, e.g., political, cultural, religious, etc. Work to establish team norms that include non judgmental listening, patience and then use appreciative inquiry to listen to others perspectives and world views to foster acceptance of differences
- Communication Issues - Misunderstandings or lack of clear communication. Sharing context early and often is critical as this leads to better decision making and coherence of actions. Be transparent and share everything you might know about the topic at hand.
- Resource Allocation - Competition over limited resources such as time, money, or materials. This will always be an issue in any organisation. Learn to practice ruthless prioritization in line with the vision and strategic goals. Anything that does not deliver on these, should be cut out immediately.
- Role Ambiguity - Unclear job roles or responsibilities leading to confusion and frustration. Territorial wars do occur especially in highly complex, ambiguous work, so do a task analysis with the individual's and team involved and have the conversation around value and best fit, then train to support any transition that needs to happen.
- Interpersonal Relationships - Strained relationships between colleagues, managers, or teams based on past experiences, interests or just personal differences. You might see people avoiding certain people, meaningful glances when someone is talking, tension in the room not related to the topic. Take the time to notice when these turn up and with what individuals and groups. Find ways for the people holding the tension between them, to move to acceptance and understanding, if not mutual respect. Sometimes people hold a position and are unwilling to budget or listen to other people’s positions, so work to illuminate peoples positions underlying their interests and then negotiate based on relationships and qualifying criteria.
- Language - cross talking, definitions, interpretations, stories and assumptions. Same words mean different things to different people. Take the time to Clarify, clarify, clarify; get aligned around the meaning of critical things and as a result you will all be listening out for the same things. Create glossaries for acronyms and common words and phrases.
- Data or Information - lack of information, misinformation, different information, too much information or collection issues can create huge differences of opinion, so you always want to make sure to listen to the others opinions and ask questions about how they got to that conclusion and what data they were looking at. Differences about relevance, interpretation, collection and criteria all exist. Make sure to dig deep and clarify to get aligned on these things ahead of time, so that you are looking at the same data in the same way. Be explicit about these things from the get go and name the differences.
- Environment - it could be noisy, it could be depressing, there might be poor facilities and access to tools, AV equipment, etc, which can make working quite difficult and get in the way of harmonious partnerships
- Structures - Things like organizational, timezone, remote, systemic or geographical structures can get in the way of communication between colleagues, managers or team. There is often a power imbalance as a result of these structural conflicts and people look to others, for permission to speak. Speech and actions infers that someone has more power over someone else. Work to name these structural issues and have discussions on how to influence them, break them down, or partner to move beyond them.
Active Listening and Empathy
Central to effective conflict management is the practice of active listening. By genuinely hearing and understanding the perspectives of all parties involved, leaders can uncover the underlying causes of conflict and pave the way for constructive dialogue and resolution. Active listening entails not only hearing what is being said but also empathizing with the emotions and viewpoints underlying the words. In addition to active listening, cultivating empathy and understanding among team members is crucial for diffusing tensions and building trust. When individuals can acknowledge and appreciate each other’s perspectives, they are more likely to find common ground and collaborate towards mutually beneficial solutions.
Creating an Open Dialogue Environment
Leaders must create an environment where open dialogue and constructive feedback are not only encouraged but actively supported. Establishing ground rules for respectful communication, providing conflict resolution training, and offering mediation services are effective ways to facilitate healthy conflict resolution within teams. Additionally, leaders should model constructive conflict resolution behaviors and demonstrate vulnerability by acknowledging their own mistakes and shortcomings.
Conflict Models
A conflict model helps people understand why individuals behave the way they do in conflict situations and identify patterns in human behavior. One widely taught model is the Thomas-Kilmann Conflict Mode Instrument (TKI), which assesses an individual’s behavior in conflict situations based on two dimensions: assertiveness (the extent to which a person tries to satisfy their own concerns) and cooperativeness (the extent to which a person tries to satisfy the concerns of others). The five conflict-handling styles identified by the TKI are:
- Competing: Assertive and uncooperative, aiming to win.
- Collaborating: Both assertive and cooperative, aiming for a win-win.
- Compromising: Midway between assertiveness and cooperativeness, seeking a mutually acceptable solution.
- Avoiding: Unassertive and uncooperative, withdrawing from or ignoring the conflict.
- Accommodating: Unassertive but cooperative, prioritizing the other party’s needs over one’s own.
Understanding these styles helps individuals and teams identify their primary and secondary conflict modes, fostering more effective conflict management strategies.
Turning Conflict into Opportunity
By addressing conflicts constructively and promoting a culture of respect and understanding, leaders can transform tension into opportunities for growth and innovation within their teams. Conflict, when managed effectively, can serve as a catalyst for deeper understanding, stronger relationships, and enhanced team cohesion, ultimately driving organizational success.
Yet, creating such teams is an active process that demands deliberate steps in team development. Successful team building involves establishing an environment where team members experience psychological safety, are encouraged to make decisions, feel valued, and are aligned with the organization's vision and goals.
Open Communication
At the core of effective team building lies open and transparent communication. Teams thrive in environments characterized by a culture of transparency, honesty, respect, and attentive listening. Leaders play a critical role in nurturing this environment by promoting open dialogue and role modeling this, demonstrating authenticity, continually sharing context, engaging in respectful debates, welcoming diverse perspectives, and ensuring that every voice is heard. Knowing that good decisions are only made once all perspectives have been considered. Also fostering a culture where feedback is given and received positively,
Strong Leadership
Effective leadership provides direction, supports team members, and fosters an environment of trust and accountability. Leaders should facilitate and model good communication behaviour and work to resolve conflicts through good conflict management, opening up the door for healthy debate, and encourage team members to contribute their best and share their opinions. They unblock blockers, build teams based on strengths, focus on the bigger picture, and develop other leaders within the team.
Psychological Safety and Trust
Interestingly, Google's Project Oxygen and Project Aristotle research had identified fostering psychological safety as the top practice of great leaders, so it is critical for leaders to do; focus on establishing the two aspects of psychological safety which is vulnerability based trust and operational trust within the team. Vulnerability-based trust, enabling individuals to speak their truths without fear of backlash, while operational trust, involves agreements on how team members should treat each other. This foundation is crucial for fostering an empowering culture and driving team cohesion and effectiveness.
Debate and Effective Conflict Management
Leaders must actively encourage debates among team members. High-performing teams engage in lively, ongoing debates. Effective decision-making requires considering diverse perspectives, engaging in constructive debates, and seeking to understand alternative viewpoints. By fostering healthy debates, leaders can enhance decision-making and develop robust plans. Differences of opinion are valued as opportunities to innovate, and conflicts are addressed immediately and constructively.
Vision, Goals, and Planning
Great leaders possess a clear vision that they collaboratively develop with their teams. Conducting team workshops to define the vision, strategic goals, and plans allows for team alignment and buy-in. Prioritizing tasks based on strategic objectives ensures that all efforts contribute to the overarching vision. Establishing explicit goals and roles fosters a cohesive team, and regular planning sessions facilitate adjustments based on changing circumstances. Feedback mechanisms promote accountability, drive growth, and celebrate achievements.
Team Bonding
Creating opportunities for team bonding is vital for cultivating relationships and nurturing a sense of belonging, especially in this modern remote working era. Team-building activities, whether problem-solving challenges or just some shared meals, are invaluable for fostering trust and building strong connections. Face-to-face bonding experiences at least once a month can significantly enhance team cohesion.
Diverse Skills and Strengths
High-performing teams comprise members with diverse skills, backgrounds, and perspectives, enhancing creativity and problem-solving. Viewing the team as a system, analyze the team's strengths and identify gaps, then hire for those missing strengths. Clarifying team roles and leveraging individual strengths for collective success leads to mutual trust and respect. Team members will work more collaboratively, sharing responsibilities and supporting one another.
Commitment and Clarity
In high-performing teams, decisions are made with input from all members, leading to clarity and commitment. Diversity of perspectives leads to better decision-making, fosters alignment, and ensures commitment to the team’s goals and strategies. Everyone wants to be heard and have a seat at the table, which opens the door to commitment. Dig in with the 5W’s unpacking their beliefs, data, assumptions and interpretations that led to various perspective's.
Accountability and Results
In high-performing teams, accountability is embraced. Team members hold each other to high standards and address performance issues directly and constructively. They focus on collective results, prioritizing team success over individual achievements.
Continuous Improvement
High-performing teams are committed to continuous learning and improvement, participating in regular reflection and evaluation to identify areas for development and innovation. Facilitating team retrospectives helps identify what is working, what isn’t, and how to improve, striving for excellence and opening the door to growth and career progression.
In summary, creating high-performing teams involves having a vision, building teams based on strengths, sharing context and being transparent, fostering healthy debate, and leaning into feedback on the job. Underneath it all, a deliberate focus on creating psychological safety opens team members’ willingness to express opinions, ideas, and take risks.
