Your team hasn’t been together in person for a long time. New people have joined the team – some of whom have never met the team in person, whilst others will have moved on. How do you go about successfully bringing the team back together?

Bringing your team back together

Your team hasn’t been together in person for a long time. New people have joined the team – some of whom have never met the team in person, whilst others will have moved on. How do you go about successfully bringing the team back together?

“It was the title of this book that really grabbed my attention. It underpins everything we believe in at Coaching Culture. And I knew it would be filled with gems that would make a difference to organisations wanting to build a culture of high-performing teams, in a more human way.

Building Resilience

“We need to be more resilient”. “We need to look after our mental health”. “We need to create a more inclusive work environment”.

How often do we hear these statements? In times of forced change, the desire for growth at work reveals the cracks that hold a team back from achieving its potential. I hear these challenges across all industry sectors and from companies large and small.

Disruption is a force that is changing the corporate landscape at a pace thats hard to comprehend. Your clients face it, your firm faces it and the professional services sector faces it. Should you ignore it or embrace it?

Creating a more inclusive work environment, creating a culture of trust, creating more resilient teams can seem tough. Viewing it as a learnable skill and visualising moving along to the right on that normal distribution curve is one way to think about. We can all learn, both individually and collectively to become more resilient and to bounce back faster and stronger from challenges.

What are the unconscious levers acting on your team?

In the late 1990s, I lived in Windsor located 10 miles from Heathrow Airport. Close enough that the sound of planes taking off interrupted your conversations. Initially, it was really noticeable. After a while, I ceased to notice and it blended into the background sound of life. It wasn’t long until I no longer noticed it.

The Disruptors Mindset

What major trends are influencing the sector you currently operate in? What's the best guess of the future playing field? And crucially how do you position yourself for that future?

That’s the piece of strategic thinking that needs to be done to point the team in the right direction

The biggest risks I see to any organisation are:

• Hubris - we're the best at {insert x …..} and therefore we're ok...

• Fixed Mindset - not having a flexible identity to adapt to a future playing field and to make those moves today

• Thinking 5% or 10% rather than 5x or 10x.

If you're not thinking big and bold and figuring out how to disrupt yourself I guarantee there are nimble renegades sizing up how to best eat the lunch you have today and what the future opportunity looks like.

Who's thinking big and bold in your team?

Leading in the Future

What does the future of Leadership look like?

What are the essentials skill that current and aspiring leaders need to sharpen, hone and focus on?

Empathy has to be one of the top three, if not the top one. There is research that agrees, but how does this land when these ideas collides with the leaders of today.

Here’s one conversation I had recently: