Tag Archives: teamwork

Building a Psychologically Safe Team

GUEST POST from David Burkus

One of the most consistent findings in organizational behavior over the last decade has been just how significantly team performance is affected by psychological safety. A psychologically safe team is one where team members feel comfortable being themselves, expressing their ideas and opinions, and taking risks without fear of being punished or ostracized. Teams with high psychological safety learn faster, communicate better, and hence collaborate more effectively.

At its core, psychological safety is marked by a sense of mutual trust and respect. And these are two different things. Trust is how much teammates feel they can share their authentic selves with others. Respect is how much teammates feel the team will accept that self. If I trust you, then I will share honestly with you. If you respect me, then you will value what I’ve shared.

In this article, we’ll cover four ways to create a more psychologically safe team—with the first two focusing on trust and the second two on respect.

Be Vulnerable First

The first way to build a psychologically safe team is to be vulnerable first. This is a powerful way to build trust because trust on a team grows reciprocally. When someone makes themselves vulnerable, they signal to the team that they’re trusting the team. And teammates feel trusted and respond in a trustworthy manner (most of the time). This cycle repeats itself over time and trust grows alongside it. As a leader, that means it falls upon you to demonstrate trust first by being vulnerable first. You don’t need to share embarrassing secrets or your deepest fears, but a simple “I don’t know” when discussing a problem or a simple sharing of a few weaknesses can be an important moment in the development of trust on your team. Don’t make people earn your trust. Trust them and let them respond with trustworthiness.

Accept (but learn from) Failures

The second way to build a psychologically safe team is to accept (but learn from) the team’s failures. Failures on a team can’t be avoided—and they can’t be ignored. You’ll have to deal with repeated failures or performance issues, but often unexpected failures get overlooked (or worse). Projects sometimes run over budget, clients change their mind, global pandemics threaten the supply chain and force everyone to work at home in their pajamas. When failures happen, the human reaction is to deflect or excuse away failures. So, when teams face failures, they often fight over who is to blame. But psychologically safe teams recognize failure is a learning opportunity and see honest conversations about what happened and what can be changed in the future to prevent failures. As a leader, take your team through an after-action review when failures happen and celebrate any moments of honesty or responsibility you see. Doing so sends the message that failure is feedback—not something to be deflected.

Model Active Listening

The third way to build a psychologically safe team is to model active listening. This helps teammates feel respected, the other side of psychological safety. Leaders don’t have to accept every idea their team shares to build respect, but they do have to ensue every teammate feels listened to. And modelling active listening not only ensures you’re listening to the team—it also teaches the team by example how to listen better to each other. Make sure you’re actively focused on the person speaking, not looking at a phone or laptop. Nod your head and utter small “hmms” and “ahhs” to show you’re responding and processing what you hear. Follow up with questions based on what you heard that signal listening and encourage them to expound on their ideas. And before you offer your thoughts, summarize what you heard them say to confirm that you understand. Doing so will ensure the other person feels listened to—because you were actually listening.

Treat Conflict As Collaboration

The fourth way to build a psychologically safe team is to treat conflict as collaboration. It’s difficult to model active listening when the person speaking is sharing an idea or action in conflict with something you’ve previously said. It’s hard to actively listen when in conflict because you’re wanting to jump in and defend your original idea. But for building respect, it’s crucial to remember that task-focused conflict is a form of collaboration. People who disagree with their teammates aren’t (usually) saying their teammates are dumb, they’re saying they see the situation differently and care enough to share. Resist the urge to shoot down the conflicting idea, and use the questioning time during active listening to ask questions about the assumptions made or information that leads this person to a different conclusion. Meet conflict with curiosity about how they concluded something different than you. You’ll not only maintain respect, you’ll often find out that their way is a better solution anyway.

Looking at these actions collectively, it’s easier to notice the interplay between trust and respect that leads to a psychologically safe team. Trusting moments need to be met with respect, otherwise they might trigger distrust. But when teams develop both simultaneously, they start to share diverse perspectives and generate better ideas—and they gradually become a team where everyone can do their best work ever.

Image credit: Pixabay

Originally published at https://davidburkus.com on February 25, 2023.

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3 Secrets To Good Teamwork

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3 Secrets To Good Teamwork

GUEST POST from David Burkus

Teams are how work gets done most of the time. In a knowledge work economy, up to 85% of an average employee’s time is spent in collaboration with other people—on one team or on multiple teams. And that makes effective collaboration and good teamwork a top tier skill. Whether you’re currently a leader or looking to become a leader, focusing on developing your teamwork skills—and the level of teamwork on your team—is one of the highest returns on effort you can experience.

In this article, we’ll outline three keys to good teamwork and offer a few practical ways to improve on each one.

1. Clarity

The first key to good teamwork is clarity. Teammates need a clear set of tasks and objectives, and also to be clear on the tasks others are focused on. They need to be able to depend on the team to deliver on commitments and be clear about how their deliverables fit into the larger whole. In addition, teams need clarity on each others knowledge, skills, abilities, strengths and weaknesses. They need to know who the subject matter expert is for any given task and who is still developing that skill in order to properly assign tasks…and to ask the right person for help from time to time.

There are a number of ways to establish clarity when beginning a project, but teams also need to be deliberate about maintaining clarity as the project rolls out and the fog of work sets in. One effective way to do that is through a “huddle”—a regular, and fast paced meeting where teammates gather and report on what they’ve completed, where their focus is now, and where they might need help. Overtime, this routine will help everyone know what’s happening, but also who is excelling at what tasks and how they can help each other.

2. Empathy

The second key to good teamwork is empathy. If clarity is about understanding the tasks, empathy is about understanding the people on the team. Teammates need to know about each other’s different work preferences, personalities, and routines. Without empathy, we tend to assume our teammates will think and act like us—and when they don’t it can create conflict and confusion. And the more diverse a team, the more important empathy becomes on the team.

There are a variety of ways to build empathy but one of the most effective is through crafting and revising a team charter—or ways of working, group norms, rules of the road, and a host of other names. The idea behind a team charter is to facilitate a conversation about all the taken-for-granted assumptions about collaboration the team may have—like proper email response time, reasons to call meetings, ways to make decisions, etc. As they discuss, the team arrives at a set of norms they can agree to and then they abide by those norms for a few months before revisiting and revising based on what was learned. Empathy isn’t created by having the document, but rather in the process of having all those discussions.

3. Safety

The third key to good teamwork is safety—as in psychological safety. The level of mutual trust and respect felt on a team has a massive effect on the team’s ability to perform. If teammates feel safe to speak up, share ideas, or admit failures than the quality of their conversations and collaboration improves dramatically. Without psychological safety teams struggle to achieve a growth mindset and to learn and grow—and that puts a ceiling on the performance they’ll experience.

One fast way to start building psychological safety on a team is to signal vulnerability by asking for feedback. This is especially effective for leaders who can send individual emails out to each teammate asking just two simple questions:

What’s something I do well I should do more of?
What’s something you wish I would stop doing?

Because every teammate will have different answers, leaders will need to synthesize all the answers before they can apply anything learned. But the very action of asking for such honest feedback will signal to the team that their leader wants transparency. Over time that transparency will grow the feeling of psychological safety—especially once the team sees their feedback being applied.

And once psychological safety on the team grows, it will be easier to grow empathy as well. And when safety and empathy are high, teammates give more honest status updates in their huddles and clarity grows as well. As all three of these keys to good teamwork grow, the team’s performance will grow, because the team will become a place where everyone feels like they can do their best work ever.

Image credit: Pexels

Originally published at https://davidburkus.com on April 3, 2023.

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Four Keys to Effective Team Communication

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Four Keys to Effective Team Communication

GUEST POST from David Burkus

Communication is what makes a team a team. Otherwise, it’s just a group of individuals working away at their desks, handing work up to some unnamed boss. In reality, people don’t work in a vacuum. And much of one individual’s work requires coordinating with one or more teams. Effective team communication makes individuals and teams dramatically more productive.

But unfortunately, a majority of employees say poor communication is the reason they’re falling behind and missing deadlines. That means, as a leader, one of your primary responsibilities is helping the team communicate and collaborate effectively.

In this article, we’ll outline four keys to effective team communication.

1. Match the Tool to the Goal

The first key to effective team communication is to match the tool to the goal. There are so many different collaboration tools available to teams today. From “old school” methods like in-person meetings, memos, and email to modern methods like video conferencing, Slack, and maybe even the metaverse. But every tool chosen comes with certain strengths and certain weaknesses. And as a result, different tools are more appropriate for different tasks. For instance, if the goal of the communication is to generate ideas, then face-to-face meetings are likely still the best method. But if you’re just presenting information to the team, video conference should suffice—or even better, just record yourself talking over the slide deck, send it out as a video, and save everyone from one more meeting.

Smart leaders consider the goal of the communication they are asking their team to engage in, and then select the appropriate medium of communication accordingly. More importantly, they don’t just choose the medium they prefer—but they consider the entire team and chose what is best for everyone.

2. Amplify Unheard Voices

The second key to effective team communication is to amplify unheard voices. On any team, there are certain voices that are louder and more frequent, and others that go unheard. Sometimes this is because of existing gender, racial, or ethnic biases that leave certain voices unnoticed or quickly dismissed. But often even the medium of communication chosen favors some team members and leaves others less likely to contribute. The setting of in-person meetings can favor loud, extroverted participants and signal introverted, more contemplative participants to contribute less often. The technology required for video conferences often favors more tech-savvy participants than those with great ideas who can’t figure out how to get off mute fast enough to share them. Even email communication can favor those with better written communication skills or those who utilize long-form writing as a tool for thinking.

Smart leaders understand their team and know who is favored or un-favored by the chosen tool for communication. Armed with that knowledge, they make a plan to pay attention to the oft-unheard voices and amplify those comments to ensure that everyone’s voice is heard, and everyone’s opinion considered.

3. Create A Safe Environment

The third key to effective team communication is to create a safe environment. This doesn’t mean a “safe space” where team members will never encounter an idea they disagree with. Rather it refers to a team environment of psychological safety, where team members feel safe to express their disagreements, and also their “crazy” ideas, suggestions, and perspectives. Psychologically safe teams are marked by a mutual sense of trust and respect—and those are two different qualities. When team members trust each other, they express themselves fully. But only if they feel their expression is respected by the team will they continue to trust them.

Smart leaders build trust by signaling their own vulnerability and admit when they don’t know the answer (which not only shows their trusting the team but also gives the team a chance to express different ideas). They also build respect by modeling active listening when others are sharing and showing a willingness to consider all ideas—not just defend their own.

4. Don’t Be Always On

The fourth key to effective team communication is to avoid being in constant communication—don’t be always on. While it may seem like high-performing teams are constantly communicating, it turns out many are marked by long periods without any real-time messaging. They definitely communicate—but they do it in quick bursts where everyone shares updates, problems, and the team solves in problems or roadblocks mentioned. Then they go their separate ways and trust each other to performing independently—which also allows each person enough time to focus and do the deep work that “always on” environments prevent.

Smart leaders teach their team to communicate in bursts, running meetings efficiently and infrequently. But some leaders inherit teams already in constant communication, so rather than flipping immediately to bursty communication they develop “no meeting Mondays” or certain small periods of time for team members to block out communication and focus—then gradually expand that time until the team is communicating less but better.

When you take these four together, and communicate in bursts in a safe environment, amplifying unheard voices and using the appropriate tools, you’ll find that your team’s communication improves. You’ll find the quality of their work improves. And you might just feel like your team is doing its best work ever.

Image credit: Pexels

Originally published at https://davidburkus.com on March 13, 2023.

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Customer Service is a Team Sport

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Customer Service is a Team Sport

GUEST POST from Shep Hyken

The other day I was having breakfast with 11 of my friends. The server came over, introduced herself, and said, “I’ll be taking care of you.” She took our orders, and a few minutes later, a different server dropped off three of our meals. Then, two more servers brought a few more meals a moment later, and another server showed up just after that with the rest of our meals. It wasn’t until after all the meals were served that our original server came over to ask if everything tasted great.

Was it this server’s job to simply take our orders and let others do the work? No!

I observed all of the people who brought us our meals. They also had other tables to attend to. And, I noticed that our server was dropping food off at different tables.

Different restaurants may have different processes, but in this one, the food is prepared, plated and set on a counter with heat lamps. Once the food is ready, it doesn’t matter whose table the food is for, whoever is available to take the hot food out immediately becomes responsible for the meal.

I liked what I was seeing. The employees recognized that customer service is a team sport. It’s everyone’s job to make sure the customers leave happy.

Shep Hyken Waiter Cartoon

Unfortunately, I’ve also witnessed the opposite at a restaurant. The food is set out on the counter, but the server responsible for it is busy taking care of another table. So, the food just sits there while other employees ignore it – because it’s not for one of “their guests.” Talk about a lack of team spirit!

Another example of this lack of team spirit is something I once saw at an airport. A baggage handler was driving a load of bags out to an airplane, and one of them fell off. I watched as numerous other baggage handlers drove by it. They would slow down, look at the bag sitting there by itself on the tarmac and then drive away. At least a half-dozen employees drove by the bag and did nothing. I’m pretty sure that the passenger arrived at their destination and was disappointed when their luggage didn’t show up at the baggage carousel.

The point of these examples is that everyone must take care of the customer, regardless of who the customer “belongs” to. If they see that something isn’t right, they shouldn’t just ignore it like the baggage handlers did.

Lately, I’ve resurrected a concept I used to cover in keynote speeches: every employee has at least two jobs. The first is to do the job they were hired to do. The second is to take care of the customer. When all employees understand that, the customer will most certainly have a better experience.

Image Credit: Shep Hyken, Pixabay

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Building A Positive Team Culture

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Building A Positive Team Culture

GUEST POST from David Burkus

Teams are a central part of our work experience. Jobs that could have been solitary at one time or another happen more efficiently and at higher quality because we work in teams. The number of teams we form, along with the size of those teams, has increased dramatically in recent decades.

And much of a team’s performance comes down to its culture. Yes, the talents and skills of individuals matter. But without a positive team culture, those same individuals will fail to achieve the level of performance they’re capable of. The common set of norms and behaviors on a team are what guide their collaboration and determine their performance.

In this article, we’ll outline 5 practical ways to build a positive team culture that will help your team thrive and succeed.

Clarify Objectives

The first way to build a positive team culture is to clarify objectives to the whole team. This might seem like a very basic way to start, but so much of what triggers conflict and disengagement on a team stems from the team working to complete vague tasks in the service of unclear goals. Clarifying the team’s goals, it’s plan of action, and its deadlines and deliverables provides the foundation on which a positive team culture can be built. It brings a sense of contribution and importance to each member of the team to know how their work fits in with the team’s purpose and how that fits into the larger organizational mission. And it provides an accountability to the team that’s difficult to enforce without that level of clarity.

Outline Expectations

The second way to build a positive team culture is to outline expectations to the team. People need to know what is expected of them, that’s what is meant by clarify objectives. Expectations takes it a step further and outlines that a completed objective looks like, so the team knows how to tell that they’ve achieved it. But outlining expectations also means outlining the expectations of behavior on a team—especially interpersonal communication and collaboration expectations. Many times, the relationships between teammates get strained because of taken for granted assumptions or assumed responses that don’t match reality. So, clarifying how we’re going to interact (even going so far as clarifying what medium of communication will be used for which topic) can go a long way toward eliminating assumptions and improving communication.

Include All

The third way to build a positive team culture is to include all. One of the more consistent findings in organizational psychology is that high-performing teams, and teams with great cultures, are marked by conversational turn taking—ensuring everyone on the team is heard. Inclusion is a vital part of a positive team culture for obvious and nonobvious reasons. It’s obvious because who wants to be part of a team that ignores them? But less obvious is the way that being deliberate about hearing and including all opens up a diversity of ideas and possible solutions and makes it more likely new and better ways of achieving objectives are found—without that diversity teams can get stale and performance can start to slide.

Recognize Good

The fourth way to build a positive team culture is to recognize the good behaviors you see. As a leader, one rule of thumb you can count on is that you’ll get more of the behaviors that you celebrate. So, when teammates demonstrate civility in dialogue or inclusion in discussion, celebrate their positive interactions. When teammates go above and beyond, praise it. Teams with great cultures (and great performance) praise and appreciate each other more than standard teams. It’s a habit for them. And that habit of praise starts with leaders who are deliberate and consistent about praising good behavior and good results any time they see it.

Reinforce Purpose

The fifth way to build a positive team culture is to reinforce purpose. Positive team cultures are cultures where teammates feel a sense of purpose, and meetings are imbued with a sense of collective purpose. Specifically, positive team cultures are ones where everyone on the team knows who is served by their doing a good job—and so they work harder and support each other to do a better job. This can be difficult for individual teams. Organizations have mission statement or vision statements—but it’s hard to see how a specific team fulfills that mission. Positive team cultures are ones where leaders (typically) have taken the time to discuss how the day-to-day work of the team serves that mission and then who benefits from that mission being accomplished. It’s not about reciting the mission statement; it’s about recalling why the task at hand matters.

If you’re starting from a negative team culture, it may take some time before these actions start turning around the culture of your team. That’s okay. Stay deliberate and stay consistent on each one of them and overtime as expectations get clearer and purpose gets reinforced, teammates behaviors will change for the better. Culture is a habit, and habit aren’t built overnight. But habits (and hence culture) are the difference between teams that drain us and teams that allow us to do our best work ever.

Image credit: Pixabay

Originally published at https://davidburkus.com on March 27, 2023.

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Top 10 Human-Centered Change & Innovation Articles of March 2023

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Top 10 Human-Centered Change & Innovation Articles of March 2023 Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are March’s ten most popular innovation posts:

Taking Care of Yourself is Not Impossible — by Mike Shipulski

Rise of the Prompt Engineer — by Art Inteligencia

A Guide to Effective Brainstorming — by Diana Porumboiu

What Disruptive Innovation Really Is — by Geoffrey A. Moore

The 6 Building Blocks of Great Teams — by David Burkus

Take Charge of Your Mind to Reclaim Your Potential — by Janet Sernack

Ten Reasons You Must Deliver Amazing Customer Experiences — by Shep Hyken

Deciding You Have Enough Opens Up New Frontiers — by Mike Shipulski

The AI Apocalypse is Here – 3 Reasons You Should Celebrate! — by Robyn Bolton

Artificial Intelligence is Forcing Us to Answer Some Very Human Questions — by Greg Satell

BONUS – Here are five more strong articles published in February that continue to resonate with people:

There are Only 3 Reasons to Innovate – Which One is Yours? — by Robyn Bolton

How to Lead Innovation and Embrace Innovative Leadership — by Diana Porumboiu

Why Business Strategies Should Not Be Scientific — by Greg Satell

Innovating Innovation – How Machine Learning is Transforming the Innovation Game — by John Bessant

Branding versus Bonding – The Importance of Community in Marketing – Exclusive Interview with Mark Schaefer — by Braden Kelley

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last three years:

Top 40 Innovation Bloggers of 2020

Top 40 Innovation Bloggers of 2021

Top 40 Innovation Bloggers of 2022

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The 6 Building Blocks of Great Teams

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The 6 Building Blocks of Great Teams

GUEST POST from David Burkus

Work is teamwork. And it’s no secret that some teams truly are greater than others.

A recent meta-analysis combined research conducted on over 200,000 teams in a variety of industries in order to answer that question. Across 274 dimensions of performance and over half a million individual team members, the researchers found that, in most fields, performance differences of teams followed a power-law—with a small number of high-performing teams achieving most of the results. In other others, high performing teams didn’t just perform a little better, they performed up to ten times better than normal teams.

With results like that, it’s worth looking at what makes a team great. Fortunately, there are a few elements of team culture that are found consistently in consistently great teams.

In this article, we’ll outline six building blocks that make a great team.

1. Clarity

The first building block of a great team is clarity. Teams need to be clear on what’s expected of them, what tasks they’re assigned—what tasks others are assigned—and how all of that fits together. Clarity is key to getting anything done. Without clarity, the ambiguity of assignments can make it feel as if others aren’t pulling their weight. One teammate will be working diligently on a project not knowing that a different teammate is waiting on her to complete a different task. But it’s not just clarity of tasks that makes a team great; it’s also clarity of people. How well teammates know the different work styles, personality differences, and strengths and weaknesses of a team can dramatically affect how well they collaborate. And that affects how well they perform.

2. Communication

The second building block of a great team is communication. Great teams have a synergy, where the eventual performance is greater than the sum of what the individuals could have done on their own. Achieving that synergy requires communication. Teammates need to be aware of what others are working on, and they need to be able to call for help (or offer) help easily. But surprisingly, this doesn’t mean that great teams are in constant communication all of the time. When it comes to knowledge work teams, it turns out that great teams communicate in bursts—spending long periods of time working uninterrupted and then short bursts of communication to solve problems and keep everyone in sync. They’re not in constant communication—because if they were they wouldn’t be able to focus on the deep work that really creates value on the team.

3. Diversity

The third building block of a great team is diversity. Diversity on a team matters because teams are often tasked with solving problems on their own—and the greater the differences in perspectives and experience, the greater the possible solutions will be generated. This “intellectual” diversity is what powers great teams. Mediocre teams may have surface level diversity—diversity in racial, ethnic, or gender characteristics—but their experiences, preferences, strengths, and weaknesses are more similar than they are different. Because of this, great teams often don’t stay together for long (because they would start thinking alike more often), or they find ways to continuously refresh the diversity of experiences and ideas on their team to keep it diverse—and hence keep it great.

4. Empathy

The fourth building block of a great team is empathy. Empathy goes alongside diversity and is really what unlocks the potential inside of a team’s diversity. Empathy here refers to how well team members understand and accept each other’s differences. Empathy on a team matters because diversity brings friction. When ideas differ, those ideas will fight for dominance. But empathy keeps the level of respect on the team high and ensures that teams are fighting to find the dominant idea and not just fighting their own personal battles or for personal dominance. Empathy teaches us how to harness idea friction into something truly powerful—and ensures that even those whose ideas don’t win out are committed to the team and the final decisions that are made.

5. Trust

The fifth building block of a great team is trust. Trust appears on great teams in two different but equally important ways. The first is task-based or cognition-based trust, which refers to how much the team trusts the knowledge, skills, abilities, and productivity of their teammates. Cognition-based trust matters because teammates need to know they’re not the only ones pulling the weight of the team. The second is person-based or affect-based trust, which refers to how much the team members genuinely likes their teammates and trust that they could be vulnerable in front of them. This matters because, on a team, all learning comes from vulnerability—the vulnerability to share new ideas or to admit mistakes and hence draw lessons from them. Both types of trust matter when building a great team.

6. Purpose

The final building block of a great team is purpose. And purpose here doesn’t mean how well the team memorized the company mission statement. Instead, it’s how well they’re internalized it. Purpose on a team refers to how well the team believes their work matters because it makes a meaningful contribution to the mission (good) and serves other people in a positive way (great). This purpose becomes a superordinate goal that has been shown in research to bond teams together better and faster than just about any other building block—and they build the other blocks faster as well. When teams have a great understanding of a great purpose—they almost can’t help but become great.

For that reason, purpose is often the best place to start when trying to take a normal team and make it great. Purpose provides the motivation for the team to work on the other building blocks and it reinforces the importance of continuing to work on them. Purpose is the foundation to build the team into one where everyone can do their best work ever.

Image credit: Wikimedia Commons

Originally published at https://davidburkus.com on February 20, 2023.

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Top 10 Human-Centered Change & Innovation Articles of February 2023

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Top 10 Human-Centered Change & Innovation Articles of February 2023 Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are February’s ten most popular innovation posts:

Latest Innovation Management Research Revealed — by Braden Kelley

Apple Watch Must Die (At least temporarily, because it’s proven bad for innovation) — by Braden Kelley

Unlock Hundreds of Ideas by Doing This One Thing (Inspired by Hollywood) — by Robyn Bolton

Using Limits to Become Limitless — by Rachel Audige

Kickstarting Change and Innovation in Uncertain Times — by Janet Sernack

Five Challenges All Teams Face — by David Burkus

A Guide to Harnessing the Power of Foresight (Unlock Your Company’s Full Potential) — by Teresa Spangler

Creating Great Change, Transformation and Innovation Teams — by Stefan Lindegaard

The Ultimate Guide to the Phase-Gate Process — by Dainora Jociute

Delivering Innovation (How the History of Mail Order Can Help Us Manage Innovation at Scale) — by John Bessant

BONUS – Here are five more strong articles published in January that continue to resonate with people:

Ten Ways to Make Time for Innovation — by Nick Jain

Will CHATgpt make us more or less innovative? — by Pete Foley

The Five Gifts of Uncertainty — by Robyn Bolton

Why Humans Fail to Plan for the Future — by Greg Satell

Five Questions All Leaders Should Always Be Asking — by David Burkus

Have something to contribute?

P.S. Here are our Top 40 Innovation Bloggers lists from the last three years:

Top 40 Innovation Bloggers of 2020

Top 40 Innovation Bloggers of 2021

Top 40 Innovation Bloggers of 2022

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Five Keys to Team Collaboration Success

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Five Keys to Team Collaboration Success

GUEST POST from David Burkus

As the world grows increasingly more complex, so will its challenges—both globally and for any given organization. To solve bigger and more complex problems, you need a bigger and more complex team. And to do that, you will need to foster collaboration in the workplace. But the enhanced need for collaboration brings a paradox.

According to a recent study summarized in Harvard Business Review, team success requires teams to be larger, more diverse, more virtual and more specialized. But those same four characteristics make it hard for teams to get anything done. Increased diversity, in and of itself, can bring more and better ideas—but it can also bring more friction as people fight for their own ideas or more stagnation as people decide to work in their own way and not collaborate with people who work differently.

Larger teams need more collaboration, but their very size and composition makes it harder. In this article, we’ll outline 5 ways to foster collaboration on teams—no matter how large or diverse those teams are.

1. Make Priorities Clear

The first way to foster collaboration on teams is to make priorities clear. For many employees, it’s surprisingly unclear exactly what the key tasks and objectives are. Especially for those working on matrixed teams, it can become really difficult to decide how best to spend their time each day. They need clarity, and especially need clarity to know who they need to connect with in order to achieve those key objectives. When new tasks come in or when changes are required, that’s when it’s most important to help the whole team refocus by outlining how priorities have been reordered (or stay focused by explaining that they haven’t). Beyond helping individuals know their own priorities, making them clear helps teammates know what each other are focused on in order to better offer them help.

2. Hold Huddles

The second way to foster collaboration on teams is to hold huddles. Huddles refers to the regular cycle of coordination meetings on your team—or starting that regular cycle if you’re not. Huddles aren’t long, agenda-driven meetings where everyone delivers slide deck laden monologues. Instead, they’re quick but frequent meetings where teammates take turns stating what they’ve completed, where they’re focused now, and where they need help. In some cases, huddles don’t even need to be a synchronous meeting (especially if you’re team already has too many meetings). The important thing for collaboration is that everyone on the team is aware of what others are working on and kept updated on any changes that have happened since the last time they huddled. They know how their work fits into the larger team objectives, and they know where they can best assist their teammate’s work.

3. Set If-Then Plans

The third way to foster collaboration on teams is to set “if-then” plans. When planning out a project, and perhaps towards the end of each huddle, it’s worthwhile to look at any possible roadblocks and derailers and determine what changes need to happen if those roadblocks appear. In other words, if this happens then we agree to that pivot. (“If we need to cut the marketing budget, then we’ll focus less on advertisements and more on direct response.”) “If-then” plans can even help individuals plan out their work. After a huddle, they’ll know what each teammate is working on so they can determine what they can start now and what needs to wait until another teammate completes a task. (“If I get the final numbers from Sarah, then I can start working on the slide deck for the report.”) “If-then” plans keep people informed and ready to act when planned for or unplanned or events happen, and that keeps them collaborating.

4. Write Teammate Manuals

The fourth way to foster collaboration on teams is to write teammate manuals. A teammate manual or “manual of me” happens when teammates reflect on themselves, their work preferences, and their strengths and weaknesses and then report those out to the team. The simplest way is by answering four, fill-in-the-blank questions: I’m at my best when _____, I’m at my worst when _____, You can count on me to _____, I need you too. Once someone shares those answers, her teammates immediately know her strengths and weaknesses and also some of her preferred tasks. That makes it easier to collaborate with her and makes it easier to know when to ask for help—and when to offer it. And when new employees join a team, teammate manuals ensure they get connected to and collaborating with their new teammates quickly.

5. Find Free Times

The fifth way to foster collaboration on teams is to find free times. It may sound counterintuitive, but for fostering collaboration some of the best time spent is time not working at all. It could be sharing a meal, grabbing a coffee, or a longer more elaborate off-site. But when teams spend time together that’s not work-related, they have broader conversations and start to self-disclose about other areas of their life. That helps them build “uncommon commonalities” that make them feel better connected to each other in the long-term (and gives them reasons to stay in touch with each other more often). Long-term, uncommon commonalities turn into work friendships—and being friends with even just one person on the team increases connection and collaboration to the whole team.

Looking at this complete list, the first three actions seem much more tactical and the last two seem much more cordial. That may make it tempting to start with the “hard” skills practices to foster collaboration. But it turns out the softer, more empathetic activities actually increase collaboration more. Because the “soft” skills practices help teammates better understand how each other works—and that helps everyone know how to support each other to do their best work ever.

Image credit: Unsplash

Originally published at https://davidburkus.com on February 13, 2023.

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Creating Great Change, Transformation and Innovation Teams

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Creating Great Change, Transformation and Innovation Teams

GUEST POST from Stefan Lindegaard

Teams and organizations need to be agile, resilient and able to effectively navigate change and transformation to stay ahead in today’s fast-paced business environment.

Thus, the above question is one I often ponder upon and discuss in my network and circles. I would like to start a conversation here to better identify the key elements to make a team great for adapting to change, managing transformation and driving innovation.

So, this is like a discussion starter. Feel free to engage and follow-up with your ideas and perspectives in the comments!

What are the key benefits for you and your team(s)?

I am working on these three key benefits that a team should strive for as they develop through the building blocks I propose in this context.

1. Improved ability to embrace change and innovation!

Teams need to develop the skills and mindset needed to quickly and effectively respond to new situations, changes, and opportunities, leading to a more agile and adaptive teams and organization.

2. Stronger team cohesion and communication!

By focusing on psychological safety, emotional intelligence, resilience and internal communication around change and transformation, participants can get insights into creating an even more supportive work environment that encourages open communication and collaboration, leading to stronger relationships, a circle of us and a more positive work culture.

3. Continuous growth and development!

When teams and the team-members step outside their comfort zones, foster a culture of continuous learning, and develop a growth mindset this can lead to ongoing personal and professional growth for all team members.

The Building Blocks to Apply for Stronger Teams

Here, I share a range of topics that teams can work more specifically with in order to get better at adapting to changes, managing transformation and driving innovation.

Maybe you can suggest others like this or let me know what you think is really relevant here or not so at all?

1. Adaptability and Agility: The ability to be flexible and responsive in a fast-paced environment, adapting to change and embracing new opportunities.

2. Fostering Psychological Safety: Creating a supportive work environment that encourages open communication, experimentation, and learning.

3. Developing a Growth Mindset as a Team: Cultivating a curious, learning-oriented approach to challenges and opportunities, fostering a team environment that values personal and professional growth.

4. Internal Communication Around Changes and Transformation: Clear and effective communication of vision, strategy, and goals to team members and stakeholders to help them understand and navigate changes and transformations.

5. Collaboration Capabilities: Enhancing the ability to collaborate effectively with stakeholders, partners, and other teams, both within and outside the organization, to achieve common goals.

6. Emotional Intelligence (EI): Recognizing, understanding, and managing emotions to effectively navigate social interactions and build positive relationships.

7. Resilience: Bouncing back from challenges, maintaining positivity, and adapting to adversity through proactive approaches.

8. Strategic Vision: Aligning goals and vision with the organization’s future, anticipating future trends and challenges, and thinking systematically about goals, resources, and challenges.

9. Expanding One’s Comfort Zone: Encouraging personal and professional growth by embracing new challenges and taking calculated risks while continuously learning and developing.

10. Continuous Learning: Fostering a culture of continuous learning, growth, and development.

11. Stakeholder Engagement: Identifying and effectively engaging with internal stakeholders to ensure their support for successful implementation.

12. Data-Driven Decision Making: Making informed decisions by identifying, analyzing, and utilizing relevant data and insights from within the organization.

13. The Circle of Us: Identifying and focusing on the people elements and interpersonal interactions that need to be address to a higher degree to build stronger teams.

14. Empowerment: Many team leaders struggle with empowerment as in giving this to their own teams. Among several reasons for this, two might stand out. 1) They are unsure what they are allowed to do for their own leaders and 2) they don’t know how to increase the level of empowerment for their team members.

15. The “being too busy” Challenge: Everyone is so busy today. This can lead to a focus on the “wrong” things which in particular can have a negative impact in the mid and long-term range. A key issue here is to understand if and how being too busy impacts you in negative ways and then how to address this.

I believe these capabilities and mindset indicators help teams and employees develop and improve in areas critical to their success and growth, allowing them to be more effective and confident in their roles. This is highly needed for change, transformation and innovation.

Please be sure and share your reactions and additions in the comments.

Image Credit: Pexels

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