Susan Scott's Blog, page 11

How to Build a Resilient Remote Team

At Fierce, we define “resilience” as the ability to navigate and bounce forward from traumatic situations and everyday stress.

It is often identified as a key factor in one’s individual success. But none of us works entirely alone, so how our teams persevere matters as much as how individually resilient we are.  And on top of that, an increasing number of us are a part of teams where some, if not all, of our team members are decentralized and/or remote.

I’ve worked much of my career with geographically dispersed teams, where team members are working remotely.  Sure, it presents some challenges: balancing time zones, asynchronous communication, not meeting face-to-face, cultural differences – and more.  Yet, one of the most successful teams I’ve ever been on was fully remote, with no two people in the same location.  So what made that team so successful?  Our team’s resiliency.

Team resilience is the capacity of a group of people to respond to change and disruption in a flexible and innovative manner. In the face of adversity, resilient teams maintain their work productivity while minimizing the emotional toll on their members. Like individuals, resilient teams are adaptable.

Resilient teams develop strong relationships with one another, building and maintaining high levels of trust. They work collaboratively, inclusively, with innovation to solve problems and address any obstacles they encounter.  Team members respond dynamically to challenges, such as misunderstandings, major problems with technology, and performance or time pressure. They reflect deeply on their experience and focus on learning from their mistakes.

According to the HBR, resilient teams have four things in common:They trust one another and feel safe.They believe they can effectively complete tasks together.They share a common mental model of teamwork.They are able to improvise.

Of course, all of this is true for virtual teams as well.

Yet resilient teams don’t just happen automatically. 

Resilient teams are just as important to businesses as resilient individuals. While individual resilience is built independently, team resiliency must be carefully cultivated by leadership.  Resilient teams need to be nurtured by managers who help each team member foster this ability.

As leaders, how do we build resilience?

Just like with individuals, a resilient team must reflect the 3C’s – Challenge, Control, and Commitment. Resilient teams approach their work (and any setbacks) as tackling challenges.  They focus on what they can control and where they can have an impact.  They must be aligned and fully committed to clear goals.

Challenge: is the belief that stress is a normal part of living. When we accept that change is part of life, we approach problems with curiosity and a willingness to learn. When we re-frame a stressor or an obstacle as a challenge and an opportunity to grow, rather than a paralyzing event, we feel energized and motivated by stress.Control: is the desire to continue to have an influence on the outcomes going on around you, no matter how difficult it becomes. So many things are outside of our control.  Instead of worrying about the things we cannot change, we focus our energy where we can have an impact, and therefore feel empowered and confident to progress forward.Commitment: refers to our resolution to commit to a course of action and follow it through to a conclusion, regardless of what obstacles may arise. In addition, it is important to remain involved with events and people around you when things get tough, rather than isolating yourself or shutting everyone out.

Regardless of where your team members are located, as a leader, you can follow these:

7 steps to build your team’s resilience:1. Create opportunities for interaction, beyond just work-related tasks.

Due to the lack of face-to-face interaction in virtual teams, it can be more difficult to assess the personal situation and the social context of the other team members. On a virtual team, it’s easy to feel isolated, and research continues to emphasize the importance of “belonging” and its impact on employee engagement. Since we don’t see our team members in the office on a regular basis, we may not always know what is going on in their day-to-day lives, so it is crucial to find ways to stay in touch regularly.

TIPS:

Allot time and create opportunities for your team to interact socially, either by video meetings, in chat, or even by phone.Encourage 1:1s with team members, to give them the space to talk about things outside of work that’s happening in their lives.EXAMPLES:

My previous employer had monthly social team meetings, nicknamed the “Cooler” (after the water cooler), where we talked about our lives outside of work. We often took turns answering fun questions or playing games. We even did a virtual escape room for our holiday celebration!

My brother’s company has a Slack channel dedicated to “Dad jokes.”  People chime in all the time, regardless of whether or not they’re even a dad, because who doesn’t love a good dad joke?

I once had a monthly walking phone meeting with a colleague in a different state.  We would walk our dogs “together” during the workday while sharing some of the more personal aspects of our lives. This allowed me to step away from my desk, get some exercise, and connect more deeply with my coworker.

2. Display compassion and emphasize personal well-being.

The most important thing to keep in mind as a manager is to be consistently checking in with, and taking the pulse of, how the team is feeling over any given week. It’s especially important to demonstrate that you genuinely care about your team as not just employees but people. Stress and burnout happen in even the most positive and engaged workers.

TIPS:

Check in with your team members frequently; make the time to find out what is going on in their lives outside of work and what is important to them.Encourage staff to take a vacation or mental health days and to prioritize their physical and mental health. This includes truly switching off during non-working hours (i.e., NOT being available 24/7). Be sure to model these behaviors for your team!If possible, offer or remind employees of benefits available that encourage them to take care of themselves, like a wellness stipend or paying for a meditation app.EXAMPLES:

When one of my family members got sick, one of my previous employers sent me a Door Dash gift certificate so I didn’t have to think about dinner for a couple of nights.  It was a relatively simple gesture, but it demonstrated such compassion and empathy for my situation; I felt cared about as a person, not just as an employee.

A few months into a new job, I reluctantly requested some time off, as my husband and I hadn’t been away together for years. Instead of being met with the resistance I was expecting, my manager said, “That sounds amazing! Good for you!” This allowed me the time I desperately needed to rejuvenate and give my best back to my team upon my return.

Another one of my previous employers gave every employee a $500 wellness stipend to spend on anything “wellness related,” which covered anything from a gym membership to sports equipment to massages, and even an Apple watch!

3. Promote psychological safety.

Make the team environment a safe place to take risks, share different perspectives, and ask questions. These all encourage a resilient mindset.

When unsuccessful experiences are viewed as learning opportunities—rather than mistakes or failures—it builds resilience.  Challenges, setbacks, and failures are a part of life, and your remote team will undoubtedly experience some. What matters, though, is how your team handles them and moves on.

TIPS:

Encourage your team to talk openly about the challenges and issues they face. Develop a team “norm” to seek out advice and assistance from others and work together to find a solution.Create a trusting, open culture that reframes failures as learning opportunities. Resilient teams find the positive in the negative. Instead of dwelling on what didn’t work, they learn from it to improve the next time around.EXAMPLE:

On a recent team I belonged to, our philosophy was that we all owned problems jointly, even if the mistake was made by one of us (which was usually the case). We all had each other’s backs and trusted one another to help craft solutions.

Rather than pointing fingers or placing blame, we believed we all owned the client relationship. As a result, we didn’t feel ostracized or shamed for making a mistake, and we openly and willingly shared our mistakes and learnings with the team about what went wrong, how to fix it, and how to avoid it in the future.  We worked collectively to prove our value to the customer.  This was a team that truly trusted one another and had each other’s back. 

4. Keep Employees Informed.

“Communication and transparency are rocket fuel for resilience. While the dissemination of information is important within any team, it’s vital to the success of a remote workforce. When people are scattered in different places, it’s harder to share information in casual ways (e.g., in the hallway or break room). And when updates are not timely, or it feels like information is being withheld, it can create a sense of distrust among the team.

TIPS:

Share newsworthy information and updates as you learn about them. Waiting until the “right time” can make staff feel disconnected, uninformed, and like they don’t matter to the company’s success.  Equip your team with current and frequent information, letting them know what is in their control and how they can contribute.You don’t need to have all the answers – in times of ambiguity, answers are often discovered in real time. However, when left to their imaginations, employees will typically make up stories that are worse than reality. Sometimes it’s okay to say you don’t have the answer – that’s being transparent.EXAMPLE:

My friend works for a high-tech company with employees spread across the globe. They recently experienced a major layoff. Due to employment laws in different countries, many people who were impacted hadn’t been informed at the same time as those in the U.S. 

As a manager with direct reports in some of these other countries, she acknowledged openly and honestly to her team that there was a layoff in process, and that there was a true possibility they could be impacted.

She was open and forthright, sharing directly with each one in a private 1:1 that she didn’t know any more than they did. It didn’t alleviate the worry or concern of her team members, but as a leader, she demonstrated full transparency of what she knew about the situation and assured her team she would continue to share more information when she could.

5. Talk less; listen more.

One of the most useful management skills for building resilience is listening. Too many leaders try to talk their employees out of what they’re feeling in challenging situations – reassuring them prematurely or convincing them why they shouldn’t be upset.  This approach can backfire, making team members feel misunderstood or resentful.

TIPS:

Take a deep breath and simply listen to your people in tough situations. When you do this, you’re demonstrating that you respect and care about them, which almost immediately makes them feel less overwhelmed and more hopeful. And quite often, being listened to helps calm people enough that they can start to see a way through the situation.Listening also gives you a lot of important information about what’s hard for them in the situation and how you might EXAMPLE:

If I could pick just one thing that leaders tell me they want to improve, it’s their ability to actively listen. We have a natural tendency to listen with the intent to respond, rather than truly understand what the other person is saying. Often there is more than what’s on the surface, and by truly listening, we can get to the root cause of issues or concerns.

In our Foundations course, one core objective of a Fierce conversation is to provoke our learning. How can I be different after this conversation?  What am I missing?  How is your reality different than my reality? Rather than waiting for your opportunity to speak, actively listen to what the other person is saying. Let them fully express their ideas and give them the space to go deeper. You’ll gain their respect and trust. And you just might learn something!

6. Model adaptability

Be Flexible. Resilience isn’t as much about grit as it is the ability to bounce forward after adversity, so leaders and their teams must be able to shift quickly.  Resilient teams adapt to external challenges, course-correcting when necessary, and working together to prepare for whatever comes next. Change is inevitable. How we face constant change and complexity will determine our success.

TIPS:

Set an example for team members by maintaining a sense of optimism in the face of challenges, and keep your team aligned and on track toward goals.Ensure that the team is able to resolve problems as they happen. Whether it’s dealing with a difficult colleague, miscommunication between two coworkers, or mistakes resulting from taking risks, resilient remote teams deal with their issues immediately and always keep the best interest of those involved, as well as the company, in mind. EXAMPLE:

No double the pandemic changed the way we all approached our work and personal lives. Until March of 2020, at Fierce, most of our trainings were delivered in person. We did offer some virtual sessions, but the vast majority of our courses were delivered face-to-face.

Talk about having to adapt! Our leaders quickly recognized that to stay in business, we would have to quickly adjust our approach and create a full suite of programs and materials that could be delivered virtually. Thankfully, we did just that!  

7. Help others reframe.

The core of resilience is a mindset, so anything you can do to help your team foster more solution-oriented thinking will be beneficial.  Helping others manage their self-talk by listening carefully to the negative things being said, summarizing to make sure you’ve understood them, and then asking them how they might think about the situation differently.

TIPS:

To reframe one’s mindset, try using these four steps:  Stop, Reflect, Recalibrate, and Choose:

Stop: means disrupting the negative thought cycle and creating a new path for energy to flow.Reflecting: is about recognizing there might be more to the story and we might have the story wrong or incomplete.Recalibration: is about tapping into your inner resources, reassessing, and then adjusting your approach.Resiliency: is about choosing the path that serves you best and where you have control of the situation. EXAMPLE:

I was let go from a company early in the pandemic.  It not only caught me completely off-guard, but it broke my heart. I loved my team, believed in the mission of the company, and most of all, I loved the work. It took some time, admittedly, but I had a good friend and mentor who helped me reframe my thinking. I had to stop telling myself that I was a failure and that my identity was way more than this job. I had to reflect on the situation, recognizing that it was a business decision; it wasn’t personal (our entire department was let go).

Did it feel personal? Sure. But was it? No. I then had to look at the situation and think about it as an unplanned opportunity, and this could mean some new doors would open for me. And they did!  I was able to choose my next steps – including focusing on my family for a few months before taking some time to jump into my next role.

Team resilience naturally builds from individual resilience.

Both are necessary and become particularly important when team members are dispersed. As a leader, take some time to reflect on the ways in which you support the individual resilience among your team members, as well as how your team collectively demonstrates its resilience.  What other tips might you incorporate to help build resilience in your workforce?  Leave your comments below.

The post How to Build a Resilient Remote Team appeared first on Fierce.

Empathic Leadership: What is it and Why is it Important in the Workplace?

“Empathy is at the heart of everything important that I have ever done. If you can’t put yourself in somebody else’s shoes, you can’t lead them.” -General Colin Powell

Empathy is our ability to understand and share the feelings of others. When applied to problem-solving, empathy helps you better understand the needs and perspectives of the people involved in the problem, which leads to more effective and sustainable solutions. It’s easy to see how empathy helps team members gain clarity and collaborate, but how does it impact leadership?

What is Empathic Leadership?

Empathic leadership is a leadership style that emphasizes the importance of understanding and connecting with the emotions, needs, and perspectives of team members. Leaders put themselves in their employees’ shoes and see things from their perspective, to build stronger relationships, trust, and ultimately, better results.

Empathic leaders value their employees’ input and feedback. They recognize and respond to the needs and unique contributions of their team members, providing support and encouragement when needed. They also take the time to understand their team members’ strengths, weaknesses, and work styles, and adapt their leadership approach accordingly.

Why is Empathic Leadership Important in the Workplace?

A study by Businessolver found that 93% of employees would stay at a company longer if their employer showed empathy. The Harvard Business Review found that empathic leaders have better team performance and overall success than those who lack empathy.

Improved Morale

One of the key benefits of empathic leadership is improved employee morale and satisfaction. In a climate of burnout and resignation, leaders who develop empathy skills build resilient teams that withstand the pressures of the modern workplace. When employees feel like their leaders understand and care about them, they are more likely to feel valued and supported, which can lead to greater job satisfaction and a more positive workplace culture.

Increased Productivity

Empathic leadership can also lead to increased productivity and efficiency. When employees feel their leaders understand their needs and concerns, they are more likely to feel motivated to work hard and be productive. Additionally, empathic leaders are more likely to provide the support and resources that their team members need to be successful, which can lead to increased efficiency.

Team Collaboration

Better communication and collaboration are also benefits of empathic leadership. When leaders are empathic, they are better able to communicate with their team members and understand their perspectives. This can lead to better teamwork and collaboration, as team members feel heard and understood.

Deep Loyalty

Empathic leadership can also lead to higher levels of trust and loyalty. When leaders demonstrate empathy towards their employees, they are more likely to build trust and rapport with them. This can lead to greater loyalty from employees, as they feel valued and appreciated.

Customer Relationships

Finally, empathic leadership can improve client relationships. When employees feel valued and supported, they are more likely to provide excellent customer service and build strong relationships with clients. This can lead to increased customer loyalty and business success.

Examples of Empathic Leadership

In 2014, Satya Nadella took over as CEO of Microsoft and set out to transform the company’s culture. He emphasized the importance of empathy in leadership and encouraged employees to listen to customers and understand their needs. He also instituted training programs for employees to develop their empathy skills. Under his leadership, Microsoft has become more focused on teamwork and collaboration, with a renewed focus on innovation and customer satisfaction.

His approach to empathic leadership has borne impressive results. The company’s stock price has more than tripled since he became CEO. Under his leadership, the company launched a leading cloud computing platform, acquired LinkedIn, and launched the popular Microsoft Surface devices.

Paul Polman was CEO of Unilever from 2009-2019. Polman’s empathic leadership style was reflected in his willingness to listen to employees and stakeholders, consider their perspectives, and incorporate their feedback into decision-making. He placed a strong emphasis on building relationships with stakeholders and fostering a collaborative company culture. For example, he responded to concerns about the company’s use of palm oil by committing to sourcing only sustainable palm oil.  

Challenges of Empathic Leadership

Empathic leadership can be a valuable asset for any organization as it helps leaders to understand and connect with their employees on a deeper level. However, this style of leadership also comes with its own set of challenges that must be navigated to be effective. One of the main challenges of empathic leadership is balancing empathy with authority. Leaders who are too empathic may struggle with being firm and setting boundaries, which can lead to a lack of respect and discipline among employees. On the other hand, leaders who are too authoritarian may struggle to connect with their employees and may not be able to cultivate a positive work culture.

Another challenge of empathic leadership is managing personal emotions and biases. Empathic leaders are often highly attuned to the emotions of others, which can be both a strength and a weakness. If a leader allows their emotions and biases to influence their decision-making, they may not be able to lead with objectivity and fairness. It is important for empathic leaders to be self-aware and to recognize their own emotions and biases to make informed and fair decisions.

Dealing with difficult employees or situations can also be a challenge for empathic leaders. When an employee is struggling or behaving in a problematic way, an empathic leader may feel the urge to offer support and understanding rather than discipline or consequences. While empathy is important, it is also important for leaders to hold their employees accountable and address problematic behavior in a timely and effective manner. This can be a delicate balance for empathic leaders who want to maintain positive relationships with their employees while upholding expectations and standards.

How to Develop Empathic Leadership SkillsListening actively: Empathic leaders listen attentively to their team members and actively seek to understand their concerns and perspectives. They ask open-ended questions, reflect on what they’ve heard, and provide feedback that shows they’re engaged and present.Demonstrating vulnerability: Empathic leaders are willing to show vulnerability by sharing their own struggles and challenges. This helps to build trust and rapport with their team members, who feel more comfortable opening up in return.Providing support: Empathic leaders provide emotional support to their team members during difficult times. They offer encouragement, resources, and guidance to help their team members navigate challenges and overcome obstacles.Fostering a positive culture: Empathic leaders create a positive and inclusive work environment where everyone feels valued and respected. They promote collaboration, teamwork, and a sense of belonging, which helps to build trust and camaraderie among team members.Showing appreciation: Empathic leaders show appreciation for their team members’ contributions and accomplishments. They acknowledge the hard work and dedication of their team members and celebrate their successes together.Summary

Empathic leaders value their employees’ input and feedback, respond to the emotional needs of their team members, and take the time to understand their team members’ strengths, weaknesses, and work styles. However, empathic leadership also comes with its own set of challenges that must be navigated to be effective.

Learning frameworks for clear and honest discussion with team members especially when confrontation is required is the key to balancing empathy with the decision-making necessary to accomplish big goals.

The post Empathic Leadership: What is it and Why is it Important in the Workplace? appeared first on Fierce.

How to Increase Employee Performance in the Workplace

 

Do you ever feel like you could be doing more to improve your work performance or that of your team? 

Measuring performance is the easy part of leadership. The metrics are no secret. Sales metrics, financials, employee retention, satisfaction scores, etc. all are guideposts we use every day to determine if our organization and people are being productive. 

Yet, when those numbers begin to point downward, finding the right levers to improve employee performance becomes urgent. The good news is that there are strategies to use to increase your productivity and achieve your goals. In this article, we’ll explore some effective ways to improve employee performance in the workplace, from providing clear expectations and goals to recognizing and rewarding good performance.

We’ll also discuss the benefits of fostering a positive work environment, investing in training and development opportunities, and creating a strong coaching culture. So, whether you’re a business leader or an individual looking to improve your performance, keep reading to discover some valuable tips and tricks that Fierce has learned from over 20 years of working with the best organizations in the world.

7 Strategies for Increasing PerformanceProvide clear expectations and goals 

To ensure employee productivity and motivation, it is crucial to establish clear expectations and goals. This includes defining job responsibilities and performance standards, as well as setting specific, challenging, and achievable objectives.

Research has shown that goal setting improves employee performance, particularly when accompanied by feedback and support. One consistent strategy for setting difficult goals is to publicize the goals and create group ownership in the goal. However, external monitoring without feedback and face-to-face delivery may not have as strong of an impact.

On an individual level, having a strong sense of pull power is essential for achieving personal goals. This involves having a clear and compelling vision of the desired future and being willing to overcome obstacles and discomfort to reach it. By cultivating this level of motivation, teams, and individuals better navigate the challenges and setbacks that may arise during their pursuit of success.

Engage in regular feedback

As a business leader, you understand the importance of providing regular feedback to your employees. Feedback helps your team members identify areas for improvement and stay motivated to perform at their best.

But how do you know if your feedback culture is operating at its peak?

One clear indicator is the frequency and quality of your feedback conversations. Are you checking in with your team members daily, establishing open and honest communication, and focusing on the positive as well as the negative? By modeling these practices, you create a feedback culture that encourages engagement and growth.

At Fierce, we believe in the power of clear and constructive feedback to help individuals and teams thrive. By emphasizing the “what” instead of the “why” in your feedback conversations, you create a supportive environment where people feel seen and valued. When people know that others care about their experiences and feelings, they are more likely to embrace feedback as a tool for growth and development. So why not start building your feedback culture today?

Offer training and development opportunities 

Providing training and development opportunities to your employees is crucial for their growth and performance improvement. The benefits of such opportunities include improved job satisfaction, motivation, and engagement.

According to a study published in the Harvard Business Review, giving your employees autonomy and control over their work increases their motivation and engagement as well. As a business leader, investing in your employee’s growth and development is investing in the success of your company.

Many companies come to us seeking training for their leaders and team members. They often struggle with employees constantly coming to them with problems, a lack of confidence in decision-making, and a lack of defined development paths for employees. These issues can be resolved by building a strong coaching culture within your organization.

By equipping leaders with effective coaching skills, they build high-performance teams that make a real impact on business results. Effective coaching will always involve asking powerful questions that spark insight and creating space for self-reflection to help employees develop and embrace their self-generated solutions.

By investing in your employee’s growth and development and building a strong coaching culture within your organization, you improve their job satisfaction, motivation, and engagement while also driving business results.

Recognize and reward good employee performance 

We know that recognizing and rewarding your employees is crucial to improving their motivation and performance. Studies have shown that personalized and meaningful recognition has a significant impact on employee engagement.

Gallup’s Global Workforce Report found that 68% of employees would work harder if they felt their efforts were better recognized. Praise publicly and coach privately, acknowledging employees’ observable behavior and the positive outcomes that resulted from their efforts. And remember to ask for their perspective, allowing them to participate in high-stakes decisions, which not only improves decisions but also shows your appreciation for their dedication and commitment to the company.

At the end of the day, recognizing and rewarding your employees is more than just a box to check off on your to-do list. It’s about creating a high-functioning work environment that enriches relationships and boosts productivity. Don’t let the opportunity to show appreciation for your employees’ hard work slip away. With the right approach, recognizing and rewarding your employees can be a game-changer for your organization.

Create a positive work environment 

We all have the power to create a work environment that drives employee performance, productivity, and retention. One way to achieve this is by fostering a positive work environment that encourages teamwork, communication, and collaboration. Creating a positive work environment is characterized by supportive relationships, trust, and a shared sense of purpose also leads to improved performance.

Additionally, it is crucial to have a comprehensive diversity and inclusion strategy in place. By investing in organizational culture initiatives and creating an inclusive work culture, you attract and retain top talent, improve productivity and profits, and enhance your organization’s reputation. Remember, diversity and inclusivity must go hand in hand, and creating a truly inclusive culture makes your organization a great place to work and a destination for recruiters. 

Fierce believes in the power of thriving positive cultures, and our Teams Conversation model helps team members feel more comfortable participating in meetings and decision-making. By implementing these strategies and creating an inclusive work environment, you help your team members feel heard, valued, and supported, ultimately leading to better results and a more positive work experience for everyone.

Support work-life balance

Another way to achieve increased productivity is to emphasize the need for a better work-life balance. 

However, it’s important to remember that even with flexible work arrangements, building strong relationships with your team members is at the heart of balanced priorities. As we continue to navigate the challenges of the modern workplace, it’s crucial to prioritize conversations and practice empathy. Close your email inbox, and listen to what others have to say. As a leader, remember to check in with yourself too, by dedicating time to reflect, take care of yourself, and prioritize your health and well-being.

It’s easy for all of us to get caught up in noise and distractions. But as a leader, you have the power to create a culture of deep and meaningful conversations. By doing so, you strengthen your team, build better relationships with clients and vendors, and ultimately drive the success of your business. So let’s start the conversation and create a workplace that values connection and empathy.

Encourage employee engagement

Employee engagement is a critical factor in the success of any organization. Engaged employees are committed to their work, perform at a higher level, and are more likely to stay with the company. However, measuring engagement is a challenge, and it’s not always easy to spot hidden problems that undermine productivity. So, how do you increase employee engagement?

The first step is to ask questions. Encourage your employees to ask, “How might this be better?” or “How might we do this differently?” This simple act of questioning leads to new ideas and perspectives and helps employees feel more involved and invested in their work.

The second step is to involve your employees in different aspects of the business, such as interacting with clients, products, or assembly. This helps foster a customer-centric culture and encourages employees to think more broadly about their work. Finally, gather information from a broad array of experts and resources, not just relying on internal institutional knowledge.

Encouraging employee engagement through activities such as team building, social events, and volunteer opportunities also increases employee satisfaction and performance. By implementing these strategies, employers create a positive work environment that fosters high performance and productivity from their employees.

 

Summary

Improving employee performance in the workplace is crucial for the success of any organization. By providing clear expectations and goals, engaging in regular feedback, offering training and development opportunities, recognizing and rewarding good performance, creating a positive work environment, and building a strong coaching culture, business leaders can boost while driving business results.

Investing in employee growth and development not only benefits individual employees but also enhances the overall success of the organization. By following these strategies, businesses can create a culture of high employee performance and foster a positive work environment to attract and retain top talent.

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How to Call Timeout, Regroup and Communicate More Effectively

High Performing teams know how to call timeout and reset when momentum turns.

Good coaches call timeouts. Especially during playoff and tournament play when a high-performing team begins losing momentum. Everyone can feel it. Perceptive coaches stop play, call timeout, and regroup the team to reset and create a plan to shift the advantage back in their direction.

During a game, momentum can shift quickly based on a variety of factors, such as a series of successful plays by the opposing team a string of mistakes made by the coach’s team, or a change in strategy by the other team. When momentum shifts against a team, it can lead to a loss of confidence, increased stress and frustration, and a sense of helplessness among players.

By calling a timeout, the coach can stop the game and regroup with their team. During the timeout, the coach may use the opportunity to make adjustments to their team’s strategy, motivate players, or make substitutions. The timeout also allows players to catch their breath, refocus, and regroup mentally.

 

Yes, calling a timeout and resetting is an essential skill for high-performing teams

But how often in a work environment do we hold up the time-out and call for a reset?

Just like in athletics, timeouts provide an opportunity for teams to pause, reflect, and adjust their strategies to address challenges and obstacles that arise during their work. They allow team members to step back, re-assess the situation, and make informed decisions that can help them achieve their goals.

Timeouts also give team members a chance to regroup and communicate more effectively. When a team is facing a difficult problem or challenge, emotions can run high, and it can be hard to stay focused and productive. A well-timed timeout can help team members calm down, re-focus, and get back on track.

In addition to calling timeouts, high-performing teams also know how to reset. Resetting means taking a step back and re-evaluating the team’s goals, strategies, and processes. It’s an opportunity to reflect on what’s working and what’s not and make adjustments accordingly. Resetting can help teams stay aligned, improve their performance, and continue to work together effectively over the long term.

Overall, calling timeouts and resetting are essential skills for high-performing teams. They enable teams to stay focused, productive, and effective in the face of challenges and obstacles and ensure that they continue to work together cohesively and achieve their goals.

 

How to know when to call a timeout?

If you are an intuitive leader, you probably feel it. Things aren’t going well. Deadlines are being missed. Morale is beginning to bottom out, and you sense grumbling and complaining among team members. If you wait too long, it may become more apparent with true emotional conflict erupting among teammates.

Sometimes we don’t communicate enough with our teams and have opportunities for feedback. This makes us blind to what is happening under the service. Establishing regular feedback conversations allows you to monitor the pulse of your team’s performance and the attitudes that underlie their action.

How to Implement an Effective Team Time-Out

In the military, they perform something called an After Action Review (AAR). Typically these are used to evaluate the success or failure of a mission, analyze the performance of the troops and identify opportunities for improvement. While the context and objectives of military missions are quite different from those of business teams, the AAR process can still be applied in a meaningful way especially when you need a time-out.

 

Spend time in reflection

AARs encourage a culture of continuous improvement, where team members are encouraged to reflect on their performance and identify areas for improvement. This same mentality can be applied to business teams, where employees are encouraged to reflect on their work and identify ways to improve their processes, communication, and teamwork.

 

Encourage honest feedback

AARs encourage troops to provide honest feedback on their performance and the performance of their team. In business, this same level of honesty can be applied to encourage team members to provide constructive feedback to each other, identify areas where they need support or improvement, and work collaboratively to solve problems.

 

Focus on the objective

AARs in the military focus on the mission objective and how the team performed in achieving that objective. Similarly, high-performing business teams should focus on the objectives of their projects, products, or services, and assess how well they are achieving them. By keeping the focus on the objective, the team can identify areas where they need to improve and set goals for the future.

 

Take action

AARs are not just a retrospective exercise, they are also designed to identify actionable insights that can be used to improve performance. Similarly, high-performing business teams can use AARs to identify actionable insights that can be used to improve their processes, communication, and teamwork.

 

Have fun

This probably isn’t part of the military’s AAR process, however taking time away from the office for a much-needed break is a good way to reset your team. They need time to enjoy being a team again. This could be planned team-building activities or merely a day doing something enjoyable together. A small break together can be enough to get momentum and energy back on the team.

 

Summary

Just like athletics, calling timeouts and resetting are crucial skills for high-performing teams in the workplace. They provide an opportunity for teams to pause, reflect, and adjust their strategies to overcome challenges and obstacles. Knowing when to call a timeout is essential, and regular feedback conversations can help leaders monitor their team’s performance and attitudes.

Take time for team reflection, embrace honest feedback, and don’t lose sight of the ultimate objectives. Take action, and don’t forget to have some fun. By incorporating these strategies, teams will stay focused, productive, and effective in achieving their goals.

The post How to Call Timeout, Regroup and Communicate More Effectively appeared first on Fierce.

Practice Empathy to Drive Innovation

Empathy drives out-of-the-box thinking, which leads to better results

Derrick Mains created a management operating system called AMP Business Systems. He believed he was a highly effective manager because of his lack of empathy. It gave him focus and clear decision-making, so he thought. Yet his lack of empathy almost cost him one of his best employees.

Mains had a superstar employee who was a role model for the rest of the team. Suddenly the star started missing targets. Mains made the decision to terminate.

Thankfully something prodded Mains to investigate further. Upon speaking with the employee, he discovered some deep personal problems that had caused the decline in performance. Mains realized his lack of empathy almost lost his best employee.

Reflecting on his experience, Mains said, “Here was my best performer, and I am sitting there — paperwork ready — planning to fire him, and I realize my lack of empathy is the real issue,”

A lack of empathy can have devastating results, but empathy in leadership can transform a team and lead to breakthroughs in collaboration and innovation.

 

How Empathy Drives Innovation

Empathy is our ability to understand and share the feelings of others. When applied to problem-solving, empathy helps you better understand the needs and perspectives of the people involved in the problem, which leads to more effective and sustainable solutions.

One example of a high-performing team that uses empathy to drive results and innovation is Pixar. At Pixar, practicing empathy is a key component of the company culture, and team members are encouraged to put themselves in each other’s shoes to understand their perspectives and needs better.

This empathetic approach has allowed Pixar to create some of the most successful and innovative animated films of all time, including Toy Story, Finding Nemo, and The Incredibles. By taking the time to understand each other’s needs and perspectives, team members are able to work together more effectively and come up with creative solutions to complex problems.

 

To achieve innovative empathy, the studio has developed a unique process of empathy that involves several key elements.Research: Pixar’s filmmakers immerse themselves in the world they are trying to create by conducting extensive research. This includes everything from reading books and articles to traveling to different locations to experience the environment firsthand.Observation: After their research, Pixar’s filmmakers observe people and their behavior in different situations. This helps them understand how people react to different stimuli and how they express emotions.Empathy exercises: Pixar’s filmmakers engage in empathy exercises where they put themselves in the shoes of their characters. This helps them understand what the characters are going through and how they might feel in different situations.Character development: Pixar spends a lot of time developing their characters, giving them distinct personalities, motivations, and backstories. This allows the audience to connect with the characters and care about what happens to them.Storytelling: Pixar’s films are known for their compelling storylines and emotional depth. The studio uses storytelling techniques such as plot twists, character arcs, and visual metaphors to create a rich and engaging narrative.

But it’s practicing empathy among their own teams that gave them the skill set to create successful products that are loved throughout the world.

 

Practice Empathy for Better Collaboration

Here are some steps you can take to apply empathy to problem-solving:

Listen actively: Take the time to listen to the concerns and needs of the people involved in the problem. Avoid interrupting or making assumptions, and ask open-ended questions to encourage them to share their thoughts and feelings.Put yourself in their shoes: Try to imagine how the situation would feel from their perspective. Consider their emotions, values, and priorities, and how these may influence their behavior or decision-making.Validate their feelings: Acknowledge the emotions and experiences of the people involved in the problem. Let them know that you understand and respect their point of view, even if you don’t necessarily agree with it.Collaborate on solutions: Use your understanding of their needs and perspectives to work collaboratively on finding a solution that meets everyone’s needs. Consider different options and weigh the pros and cons together.Evaluate the impact: After implementing a solution, check in with the people involved to see how it’s working for them. Be open to feedback and willing to make adjustments if necessary.

 

How Fierce Practices Empathy

At Fierce one of the ways we practice empathy in teams to reach new solutions is the “Beachball Exercise”.

We use the beachball conversation to help illustrate collaboration and empathy in decision-making. When you visualize a beach ball you notice it is made up of various colored sections. Each section on its own is ineffective and must be linked with the others in order to form a completely functional ball. Each team member functions as a slice of the beach ball and must contribute their perspective on issues in order to gain a complete understanding.  Going through this exercise forces each person to sit in the perspective of others and demonstrates the need and value of collaboration in an organization. 

One of our clients, Presbyterian Senior Living (PSL), saw the benefits of this exercise firsthand. By using the beachball conversation model, they were able to save over $321,000 in revenue. According to Brian Parks, an Executive Director at St. Andrew’s Village and Fierce Facilitator, “they weren’t capturing all the reimbursement they could because the team was not working well together.” However, once they adopted the beach ball mentality, they increased collaboration and saw an increase in revenue.

The beach ball mentality is a powerful tool that can be applied at all levels of an organization. It invites conversation and creates a common understanding around collaboration, which can lead to better problem-solving efforts, increased financial gain, and ultimately, a stronger organization.

 

Summary

Empathy is a crucial element in effective problem-solving and collaboration. In a world that often prioritizes efficiency over empathy, it’s important to remember that practicing empathy can lead to breakthroughs. Whether it’s Pixar’s empathetic approach to filmmaking or the Beachball Exercise for team collaboration, incorporating empathy into problem-solving and decision-making processes can lead to truly transformative results.

To build high-performing teams strive to practice empathy and watch as it opens up new doors for creativity, connection, and success.

The post Practice Empathy to Drive Innovation appeared first on Fierce.

Empathic Leadership: What is it and Why is it Important in the Workplace?

 

“Empathy is at the heart of everything important that I have ever done. If you can’t put yourself in somebody else’s shoes, you can’t lead them.” -General Colin Powell

Empathy is our ability to understand and share the feelings of others. When applied to problem-solving, empathy helps you better understand the needs and perspectives of the people involved in the problem, which leads to more effective and sustainable solutions. It’s easy to see how empathy helps team members gain clarity and collaborate, but how does it impact leadership?

What is Empathic Leadership?

Empathic leadership is a leadership style that emphasizes the importance of understanding and connecting with the emotions, needs, and perspectives of team members. Leaders put themselves in their employees’ shoes and see things from their perspective, to build stronger relationships, trust, and ultimately, better results.

Empathic leaders value their employees’ input and feedback. They recognize and respond to the needs and unique contributions of their team members, providing support and encouragement when needed. They also take the time to understand their team members’ strengths, weaknesses, and work styles, and adapt their leadership approach accordingly.

Why is Empathic Leadership Important in the Workplace?

A study by Businessolver found that 93% of employees would stay at a company longer if their employer showed empathy. The Harvard Business Review found that empathic leaders have better team performance and overall success than those who lack empathy.

Improved Morale

One of the key benefits of empathic leadership is improved employee morale and satisfaction. In a climate of burnout and resignation, leaders who develop empathy skills build resilient teams that withstand the pressures of the modern workplace. When employees feel like their leaders understand and care about them, they are more likely to feel valued and supported, which can lead to greater job satisfaction and a more positive workplace culture.

Increased Productivity

Empathic leadership can also lead to increased productivity and efficiency. When employees feel their leaders understand their needs and concerns, they are more likely to feel motivated to work hard and be productive. Additionally, empathic leaders are more likely to provide the support and resources that their team members need to be successful, which can lead to increased efficiency.

Team Collaboration

Better communication and collaboration are also benefits of empathic leadership. When leaders are empathic, they are better able to communicate with their team members and understand their perspectives. This can lead to better teamwork and collaboration, as team members feel heard and understood.

Deep Loyalty

Empathic leadership can also lead to higher levels of trust and loyalty. When leaders demonstrate empathy towards their employees, they are more likely to build trust and rapport with them. This can lead to greater loyalty from employees, as they feel valued and appreciated.

Customer Relationships

Finally, empathic leadership can improve client relationships. When employees feel valued and supported, they are more likely to provide excellent customer service and build strong relationships with clients. This can lead to increased customer loyalty and business success.

Examples of Empathic Leadership

In 2014, Satya Nadella took over as CEO of Microsoft and set out to transform the company’s culture. He emphasized the importance of empathy in leadership and encouraged employees to listen to customers and understand their needs. He also instituted training programs for employees to develop their empathy skills. Under his leadership, Microsoft has become more focused on teamwork and collaboration, with a renewed focus on innovation and customer satisfaction.

His approach to empathic leadership has borne impressive results. The company’s stock price has more than tripled since he became CEO. Under his leadership, the company launched a leading cloud computing platform, acquired LinkedIn, and launched the popular Microsoft Surface devices. 

Paul Polman was CEO of Unilever from 2009-2019. Polman’s empathic leadership style was reflected in his willingness to listen to employees and stakeholders, consider their perspectives, and incorporate their feedback into decision-making. He placed a strong emphasis on building relationships with stakeholders and fostering a collaborative company culture. For example, he responded to concerns about the company’s use of palm oil by committing to sourcing only sustainable palm oil.  

Challenges of Empathic Leadership

Empathic leadership can be a valuable asset for any organization as it helps leaders to understand and connect with their employees on a deeper level. However, this style of leadership also comes with its own set of challenges that must be navigated to be effective. One of the main challenges of empathic leadership is balancing empathy with authority. Leaders who are too empathic may struggle with being firm and setting boundaries, which can lead to a lack of respect and discipline among employees. On the other hand, leaders who are too authoritarian may struggle to connect with their employees and may not be able to cultivate a positive work culture.

Another challenge of empathic leadership is managing personal emotions and biases. Empathic leaders are often highly attuned to the emotions of others, which can be both a strength and a weakness. If a leader allows their emotions and biases to influence their decision-making, they may not be able to lead with objectivity and fairness. It is important for empathic leaders to be self-aware and to recognize their own emotions and biases to make informed and fair decisions.

Dealing with difficult employees or situations can also be a challenge for empathic leaders. When an employee is struggling or behaving in a problematic way, an empathic leader may feel the urge to offer support and understanding rather than discipline or consequences. While empathy is important, it is also important for leaders to hold their employees accountable and to address problematic behavior in a timely and effective manner. This can be a delicate balance for empathic leaders who want to maintain positive relationships with their employees while upholding expectations and standards.

How to Develop Empathic Leadership SkillsListening actively: Empathic leaders listen attentively to their team members and actively seek to understand their concerns and perspectives. They ask open-ended questions, reflect on what they’ve heard, and provide feedback that shows they’re engaged and present.Demonstrating vulnerability: Empathic leaders are willing to show vulnerability by sharing their own struggles and challenges. This helps to build trust and rapport with their team members, who feel more comfortable opening up in return.Providing support: Empathic leaders provide emotional support to their team members during difficult times. They offer encouragement, resources, and guidance to help their team members navigate challenges and overcome obstacles.Fostering a positive culture: Empathic leaders create a positive and inclusive work environment where everyone feels valued and respected. They promote collaboration, teamwork, and a sense of belonging, which helps to build trust and camaraderie among team members.Showing appreciation: Empathic leaders show appreciation for their team members’ contributions and accomplishments. They acknowledge the hard work and dedication of their team members and celebrate their successes together.Summary

Empathic leaders value their employees’ input and feedback, respond to the emotional needs of their team members, and take the time to understand their team members’ strengths, weaknesses, and work styles. However, empathic leadership also comes with its own set of challenges that must be navigated to be effective.

Learning frameworks for clear and honest discussion with team members especially when confrontation is required is the key to balancing empathy with the decision-making necessary to accomplish big goals.

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The Resilience Mindset

 

Hi everyone. It’s Ellen and I am one of the master facilitators with Fierce. I am also the Director of Learning Transformation and I’ve spent the last few months studying resilience. One of the concepts that I have come to love is recognizing…

What does it look like to have a resilient mindset?

I want to share that with you. It’s the three C’s of a resilient mindset. The first one is challenge, the second one is control, and the third is commitment.

Challenge is the belief that stress, everyday hardships; those moments are part of life. When we frame something that creates stress for us, that stressor is a challenge and an opportunity to grow instead of something that we need to dread or simply avoid or endure. We open up the possibility of learning from it and transforming our perception of that situation.

People with this attitude, welcome new situations, especially those situations that put them out of their comfort zone. They see them as opportunities rather than paralyzing events. They accept that change is a natural part of life, and they approach problems with that open mindset.

The second C is control, that’s the desire to continue to influence results no matter how tough things get.
Life is uncertain and large parts of life are beyond our control. The people with the control mindset of resilience, they’re able to recognize where they do have control and where they don’t and focus on where can I influence those results. They believe that focusing on influencing results, it’s going to continue to evolve and change and open up new opportunities.

The third C is commitment, which refers to our determination to commit to a resolution, regardless of what obstacles we have to face. It’s that belief that it is important to remain involved with events and people in that scenario, no matter how stressful it is, because we want to see it through, we want to get better results.

Resilient people possess a strong sense of commitment, and they have a compelling reason to get up in the morning. They have a purpose, and they also maintain deep and meaningful relationships with others. Knowing that when I hit a roadblock, when I’m in a tough spot in my life, I can tap into these people for encouragement, for support, for inspiration, so that I’m not giving up, but I’m moving forward or bouncing forward when I do fall into moments of hardship.

I wanted to share those 3 C’s with you, hoping that that might give you some inspiration. When you find yourself in a tough situation, how are you responding to it? Are you someone who jumps right in and looks to influence results and connect with your community and see it as a growth opportunity? Or are you someone who just begins to shut down? If that’s the case, how do you become a more resilient leader?

Thanks for watching, and check out our resilience workshop.

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The Power of Self-Awareness to Maximize the Team You Lead

Self-awareness is an underrated leadership skill but critical to master if you want to uplift those you lead.

This week’s high-performance tip highlights the power of self-awareness to maximize the team you lead. 

Leadership is a complex and multifaceted skill that requires a range of different abilities to succeed. However, one of the most important traits that successful leaders possess is emotional intelligence. Emotional intelligence (EI) is the ability to recognize and manage emotions. It is a critical skill for leaders, as it enables them to connect with their team, build trust, and create a positive working environment. 

The Role of Emotional Intelligence in Leadership

Emotional intelligence is a key factor in effective leadership because it allows leaders to understand and connect with their team members on a deeper level. When leaders are emotionally intelligent, they are better able to communicate with their team, build trust, and create a positive work environment.

One of the core components of emotional intelligence is self-awareness. Self-awareness is the ability to recognize and understand one’s own emotions, strengths, weaknesses, and values. When leaders have high levels of self-awareness, they are able to recognize their own emotions and how they may be affecting their behavior and decision-making. This allows them to regulate their emotions and respond in a way that is appropriate and effective.

Self-awareness also enables leaders to understand their own strengths and weaknesses. This allows them to delegate tasks effectively and build a team that complements their own skills and abilities. By understanding their own values, leaders are also able to create a vision and culture for their team that aligns with their own beliefs and goals.

Maximizing Team Performance through Self-Awareness

When leaders build emotional intelligence through self-awareness, they are better equipped to create a positive work environment and maximize team performance. Here are some ways that emotional intelligence enhances team performance:

Improved communication: When leaders are emotionally intelligent, they are better able to communicate with their team members. They recognize when team members are struggling and provide support and guidance when needed. They also provide feedback in a way that is constructive and helpful.

Increased trust: Emotional intelligence enables leaders to build trust with their team members. When leaders are aware of their own emotions and behaviors, they are better able to understand and empathize with their team members. This helps build a sense of trust and loyalty among team members.

Better conflict resolution: Conflict is inevitable in any workplace. However, when leaders are emotionally intelligent, they are better equipped to manage conflict effectively. They recognize when conflicts arise and address them in a way that is constructive and respectful.

Increased motivation: When leaders create a positive work environment through emotional intelligence, team members are more motivated to perform well. They feel valued and supported, which leads to increased morale and the ability to take risks and innovate.

Building Emotional Intelligence through Self-Awareness

The problem with self-awareness is that we aren’t, but we think we are.  Study after study analyzing self-awareness demonstrates this ironic truth. On average, 90% of people believe they are self-aware, but when placed into psychological assessments the numbers plunge to 10%. 

Building emotional intelligence through self-awareness is a process that requires time and effort. Here are some strategies that leaders can use to build their emotional intelligence:

Practice mindfulness: Mindfulness is the practice of being present and aware of your thoughts and feelings. By practicing mindfulness, leaders become more aware of their own emotions and how they may be affecting their behavior.

Reflect on past experiences: Reflecting on past experiences help leaders identify patterns in their behavior and emotions. This helps them recognize their strengths and weaknesses and develop strategies for managing their emotions.

Seek feedback: Seeking feedback from others allows leaders to gain a better understanding of how their behavior is perceived by others. This helps them identify areas for improvement and develop strategies for managing their emotions and behavior.

Engage in self-reflection: Self-reflection is the process of examining one’s own thoughts and emotions. By engaging in self-reflection, leaders become more aware of their own emotions and develop strategies for managing them.

Summary

Self-awareness is not only a critical component of emotional intelligence but a key factor in effective leadership. Leaders who have high levels of self-awareness recognize their own emotions, understand their strengths and weaknesses, and create a positive work environment that maximizes team performance. Strategies such as practicing mindfulness, reflecting on past experiences, seeking feedback, and engaging in self-reflection can help leaders build emotional intelligence through self-awareness. By doing so, they can improve communication, increase trust, resolve conflict, and increase motivation among team members.

The post The Power of Self-Awareness to Maximize the Team You Lead appeared first on Fierce.

Practice Empathy to Drive Innovation

Empathy drives out-of-the-box thinking, which leads to better results

Derrick Mains created a management operating system called AMP Business Systems. He believed he was a highly effective manager because of his lack of empathy. It gave him focus and clear decision-making, so he thought. Yet his lack of empathy almost cost him one of his best employees.

Mains had a superstar employee who was a role model for the rest of the team. Suddenly the star started missing targets. Mains made the decision to terminate.

Thankfully something prodded Mains to investigate further. Upon speaking with the employee, he discovered some deep personal problems that had caused the decline in performance. Mains realized his lack of empathy almost lost his best employee.

Reflecting on his experience, Mains said, “Here was my best performer, and I am sitting there — paperwork ready — planning to fire him, and I realize my lack of empathy is the real issue,”

A lack of empathy can have devastating results, but empathy in leadership can transform a team and lead to breakthroughs in collaboration and innovation.

How Empathy Drives Innovation

Empathy is our ability to understand and share the feelings of others. When applied to problem-solving, empathy helps you better understand the needs and perspectives of the people involved in the problem, which leads to more effective and sustainable solutions.

One example of a high-performing team that uses empathy to drive results and innovation is Pixar. At Pixar, empathy is a key component of the company culture, and team members are encouraged to put themselves in each other’s shoes to better understand their perspectives and needs.

This empathetic approach has allowed Pixar to create some of the most successful and innovative animated films of all time, including Toy Story, Finding Nemo, and The Incredibles. By taking the time to understand each other’s needs and perspectives, team members are able to work together more effectively and come up with creative solutions to complex problems.

To achieve innovative empathy, the studio has developed a unique process of empathy that involves several key elements.

Research

Pixar’s filmmakers immerse themselves in the world they are trying to create by conducting extensive research. This includes everything from reading books and articles to traveling to different locations to experience the environment firsthand.

Observation

Once they have done their research, Pixar’s filmmakers observe people and their behavior in different situations. This helps them understand how people react to different stimuli and how they express emotions.

Empathy exercises

Pixar’s filmmakers engage in empathy exercises where they put themselves in the shoes of their characters. This helps them understand what the characters are going through and how they might feel in different situations.

Character development

Pixar spends a lot of time developing its characters, giving them distinct personalities, motivations, and backstories. This allows the audience to connect with the characters and care about what happens to them.

Storytelling

Pixar’s films are known for their compelling storylines and emotional depth. The studio uses storytelling techniques such as plot twists, character arcs, and visual metaphors to create a rich and engaging narrative.

But it’s practicing empathy among their own teams that gave them the skill set to create successful products that are loved throughout the world.

Practice Empathy for Better Collaboration

Here are some steps you can take to apply empathy to problem-solving:

Listen actively: Take the time to listen to the concerns and needs of the people involved in the problem. Avoid interrupting or making assumptions, and ask open-ended questions to encourage them to share their thoughts and feelings.

Put yourself in their shoes: Try to imagine how the situation would feel from their perspective. Consider their emotions, values, and priorities, and how these may influence their behavior or decision-making.

Validate their feelings: Acknowledge the emotions and experiences of the people involved in the problem. Let them know that you understand and respect their point of view, even if you don’t necessarily agree with it.

Collaborate on solutions: Use your understanding of their needs and perspectives to work collaboratively on finding a solution that meets everyone’s needs. Consider different options and weigh the pros and cons together.

Evaluate the impact: After implementing a solution, check in with the people involved to see how it’s working for them. Be open to feedback and willing to make adjustments if necessary.

How Fierce Practices Empathy

At Fierce one of the ways we practice empathy in teams to reach new solutions is the “Beachball Exercise”.

We use the beachball conversation to help illustrate collaboration and empathy in decision-making. When you visualize a beach ball you notice it is made up of various colored sections. Each section on its own is ineffective and must be linked with the others in order to form a completely functional ball. Each team member functions as a slice of the beach ball and must contribute their perspective on issues in order to gain a complete understanding.  Going through this exercise forces each person to sit in the perspective of others and demonstrates the need and value of collaboration in an organization. 

One of our clients, Presbyterian Senior Living (PSL), saw the benefits of this exercise firsthand. By using the beachball conversation model, they were able to save over $321,000 in revenue. According to Brian Parks, an Executive Director at St. Andrew’s Village and Fierce Facilitator, “they weren’t capturing all the reimbursement they could because the team was not working well together.” However, once they adopted the beach ball mentality, they increased collaboration and saw an increase in revenue.

The beach ball mentality is a powerful tool that can be applied at all levels of an organization. It invites conversation and creates a common understanding around collaboration, which can lead to better problem-solving efforts, increased financial gain, and ultimately, a stronger organization.

Summary

Empathy is a crucial element in effective problem-solving and collaboration. In a world that often prioritizes efficiency over empathy, it’s important to remember that practicing empathy can lead to breakthroughs. Whether it’s Pixar’s empathetic approach to filmmaking or the Beachball Exercise for team collaboration, incorporating empathy into problem-solving and decision-making processes can lead to truly transformative results. To build high-performing teams strive to cultivate empathy and watch as it opens up new doors for creativity, connection, and success.

The post Practice Empathy to Drive Innovation appeared first on Fierce.

How to Call Timeout, Regroup and Communicate More Effectively

High Performing teams know how to call timeout and reset when momentum turns.

Good coaches call timeouts. Especially during playoff and tournament play when a high-performing team begins losing momentum. Everyone can feel it. Perceptive coaches stop play, call timeout, and regroup the team to reset and create a plan to shift the advantage back in their direction.

During a game, momentum can shift quickly based on a variety of factors, such as a series of successful plays by the opposing team a string of mistakes made by the coach’s team, or a change in strategy by the other team. When momentum shifts against a team, it can lead to a loss of confidence, increased stress and frustration, and a sense of helplessness among players.

By calling a timeout, the coach can stop the game and regroup with their team. During the timeout, the coach may use the opportunity to make adjustments to their team’s strategy, motivate players, or make substitutions. The timeout also allows players to catch their breath, refocus, and regroup mentally.

Yes, calling a timeout and resetting is an essential skill for high-performing teams 

But how often in a work environment do we hold up the time-out and call for a reset?

Just like in athletics, timeouts provide an opportunity for teams to pause, reflect, and adjust their strategies to address challenges and obstacles that arise during their work. They allow team members to step back, re-assess the situation, and make informed decisions that can help them achieve their goals.

Timeouts also give team members a chance to regroup and communicate more effectively. When a team is facing a difficult problem or challenge, emotions can run high, and it can be hard to stay focused and productive. A well-timed timeout can help team members calm down, re-focus, and get back on track.

In addition to calling timeouts, high-performing teams also know how to reset. Resetting means taking a step back and re-evaluating the team’s goals, strategies, and processes. It’s an opportunity to reflect on what’s working and what’s not and make adjustments accordingly. Resetting can help teams stay aligned, improve their performance, and continue to work together effectively over the long term.

Overall, calling timeouts and resetting are essential skills for high-performing teams. They enable teams to stay focused, productive, and effective in the face of challenges and obstacles and ensure that they continue to work together cohesively and achieve their goals.

How to know when to call a timeout?

If you are an intuitive leader, you probably feel it. Things aren’t going well. Deadlines are being missed. Morale is beginning to bottom out, and you sense grumbling and complaining among team members. If you wait too long, it may become more apparent with true emotional conflict erupting among teammates. 

Sometimes we don’t communicate enough with our teams and have opportunities for feedback. This makes us blind to what is happening under the service. Establishing regular feedback conversations allows you to monitor the pulse of your team’s performance and the attitudes that underlie their action.  

How to Implement an Effective Team Time-Out

In the military, they perform something called an After Action Review (AAR). Typically these are used to evaluate the success or failure of a mission, analyze the performance of the troops and identify opportunities for improvement. While the context and objectives of military missions are quite different from those of business teams, the AAR process can still be applied in a meaningful way especially when you need a time-out.

Spend time in reflection

AARs encourage a culture of continuous improvement, where team members are encouraged to reflect on their performance and identify areas for improvement. This same mentality can be applied to business teams, where employees are encouraged to reflect on their work and identify ways to improve their processes, communication, and teamwork.

Encourage honest feedback

AARs encourage troops to provide honest feedback on their performance and the performance of their team. In business, this same level of honesty can be applied to encourage team members to provide constructive feedback to each other, identify areas where they need support or improvement, and work collaboratively to solve problems.

Focus on the objective

AARs in the military focus on the mission objective and how the team performed in achieving that objective. Similarly, high-performing business teams should focus on the objectives of their projects, products, or services, and assess how well they are achieving them. By keeping the focus on the objective, the team can identify areas where they need to improve and set goals for the future.

Take action

AARs are not just a retrospective exercise, they are also designed to identify actionable insights that can be used to improve performance. Similarly, high-performing business teams can use AARs to identify actionable insights that can be used to improve their processes, communication, and teamwork.

Have fun

This probably isn’t part of the military’s AAR process, however taking time away from the office for a much-needed break is a good way to reset your team. They need time to enjoy being a team again. This could be planned team-building activities or merely a day doing something enjoyable together. A small break together can be enough to get momentum and energy back on the team.

Summary

Just like athletics, calling timeouts and resetting are crucial skills for high-performing teams in the workplace. They provide an opportunity for teams to pause, reflect, and adjust their strategies to overcome challenges and obstacles. Knowing when to call a timeout is essential, and regular feedback conversations can help leaders monitor their team’s performance and attitudes. 

Take time for team reflection, embrace honest feedback, and don’t lose sight of the ultimate objectives. Take action, and don’t forget to have some fun. By incorporating these strategies, teams will stay focused, productive, and effective in achieving their goals.

The post How to Call Timeout, Regroup and Communicate More Effectively appeared first on Fierce.