As we look to the year ahead, we want to start dripping ideas on managers so they come out of the shoot ready to build high-performance teams. The idea of team building may sound like fluff to some, but it’s absolutely necessary if you want a cohesive team that produces. In the fast-paced world of modern work, the importance of team building really cannot be overstated. Building strong bonds within a team is not only crucial for achieving common goals but also for promoting a healthy and inclusive work environment. Incorporating team-building activities into weekly meetings is an effective way for managers to nurture team cohesion and individual well-being. The time invested is well spent because when you allow team members to be their authentic selves, these activities can significantly boost team morale, engagement, and productivity. So, let’s explore five types of team-building activities that managers can integrate into their weekly meetings, along with the underlying research supporting this approach.

The Benefits of Authenticity and Fun at Work

Promoting authenticity in the workplace is about encouraging employees to be themselves, share their unique perspectives, and express their thoughts and feelings openly. Employees who feel they can be authentic at work are more engaged and experience greater job satisfaction. The following are some suggestions and the research that backs them.

1. Sharing Stories: 

Begin your weekly meeting by allowing team members to share personal stories or experiences unrelated to work. This can be a lighthearted way to break the ice and encourage team members to open up and connect on a personal level. To prove this idea, look no further than a recent study published in the Harvard Business Review that found that employees who share personal stories at work are perceived as more relatable and approachable by their colleagues, leading to stronger team cohesion.

2. Team-Building Games: 

Incorporate games or challenges that require teamwork and collaboration. Building in this type of fun on a regular basis is good for morale. Games like escape rooms, trivia quizzes, or brainstorming sessions also encourage creativity and problem-solving. In fact, numerous studies indicates that teamwork is positively related to important team effectiveness variables, including team performance, group cohesion, collective efficacy, and member satisfaction. 

3. Lunch or Coffee Breaks: 

Designate time for team members to have lunch or coffee breaks together. Encourage casual conversations that help employees get to know each other on a personal level. Providing time for people to get together to discuss things unrelated to work is key to building relationships and it’s crucial for remote folks. 

A report in the Harvard Business Review suggests that informal social interactions can lead to improved team communication and cooperation, ultimately boosting productivity. 

4. Volunteer Activities: 

Arrange for your team to participate in volunteer activities as a group. Giving back to the community fosters a sense of purpose and can strengthen team unity. Research from the University of Exeter shows that volunteering together can enhance feelings of togetherness and job satisfaction, ultimately benefiting both the team and individual well-being. Plus, most people feel really good after helping someone else. 

5. Team Building Workshops: 

Invite external facilitators or experts to conduct team-building workshops during meetings. These workshops can focus on improving communication, conflict resolution, or stress management skills, etc. Team-building results in building trust between employees, increasing employee engagement, encouraging communication, mitigating conflict, and increasing collaboration. 

The Power of Authenticity and Mental Health

As managers look to the new year and how they can improve, they need to truly consider the mental health of their employees because it can affect the team profoundly. By allowing team members to be their authentic selves at work they will help ensure that mental health will be affected positively. Studies show that when team members can bring their whole selves to work, they are more likely to:

• Experience reduced stress and anxiety, leading to better mental health
• Build stronger relationships with colleagues, resulting in a supportive work environment
• Demonstrate increased job satisfaction and engagement
• Collaborate more effectively with their peers, ultimately leading to improved team performance

By integrating team-building activities that promote authenticity into weekly meetings, managers will not only strengthen their team but also create a more fulfilling and harmonious work environment for everyone. 

Let us help you start 2024 right. We provide team building workshops on personality, productive conflict, emotional agility, and management. Get in touch with Brilliant People today. 

The Culture (R)evolution Starts With You!

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Your Personality at Work

In a world filled with noise and distractions, it’s all too easy to let the art of genuine communication slip away. But as we navigate our professional lives, we must remember the importance of truly listening to one another. This principle holds true not only in the manager-to-direct report relationship but also among teammates and when dealing with customers. Through the lens of these relationships, we will explore the concept of active listening and its profound impact on mental health, employee engagement, and overall business outcomes.

Manager to Direct Report

 “The most important thing in communication is to hear what isn’t being said.” – Peter Drucker

When it comes to the manager-to-direct report relationship, active listening is the cornerstone of effective leadership. Active listening means not just hearing words, but also understanding the emotions, needs, and concerns that lie beneath the surface. As a manager, honing this skill involves making a conscious effort to engage in one-on-one conversations, asking open-ended questions, and being fully present when your team members are speaking. This approach fosters trust, enhances job satisfaction, and ultimately leads to improved mental health for both the manager and the employee.

Teammate to Teammate

“The art of conversation lies in listening.” – Malcolm Forbes

Strong collaboration within a team hinges on the ability to listen actively to one another. In the realm of teamwork, active listening is about creating an environment where each team member feels heard and valued. To refine this skill, teams should encourage open communication, set aside ego, and give their undivided attention to their peers. This kind of listening promotes mutual respect, reduces conflicts, and boosts employee engagement. Engaged team members are more motivated, creative, and committed to achieving common goals.

Employee to Customer

“Your most unhappy customers are your greatest source of learning.” – Bill Gates

In the context of business, perhaps the most crucial relationship is that between employees and customers. Active listening to customers not only satisfies their need to be heard but also provides valuable insights for business improvement. Employees who master the art of listening to customers can gain a competitive edge. By actively seeking feedback, addressing concerns promptly, and tailoring products or services to meet customer expectations, businesses can achieve higher customer satisfaction and loyalty. This not only enhances business outcomes but also elevates the mental well-being of employees who feel a sense of purpose in their work. 

The Broader Impact of Active Listening

Active listening fosters a sense of empathy and connection among individuals. When people feel heard and understood, it reduces stress, anxiety, and feelings of isolation. This, in turn, leads to improved mental health and well-being, benefiting both employees and their managers.

Active listening also enhances employee engagement. Engaged employees are more productive, innovative, and committed to their work. Active listening promotes open and honest communication, which encourages employees to share their thoughts and ideas freely. This engagement results in a more motivated and satisfied workforce.

And lastly, active listening produces positive business outcomes. Happy, engaged employees who actively listen to customers contribute to better customer satisfaction, loyalty, and repeat business. This, in turn, positively impacts the bottom line, driving higher revenues and profitability.

To Conclude

Active listening is a fundamental skill that can transform relationships within organizations and elevate overall business performance. It enhances mental health, boosts employee engagement, and leads to superior business outcomes. This holiday season, as we navigate our professional lives, let us remember the power of truly hearing one another. By valuing the voices of our colleagues, we can create a workplace where everyone thrives and businesses flourish.

Build better relationships with Brilliant People. Our personality development, productive conflict, and management training sessions are all geared to help you improve your ability to actively listen. So, call us today.

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Your Personality at Work

As a provider of soft skills training, we hear people question the ROI of non-technical skills all the time. Now, this is absolutely an important aspect of business that has to be considered but our goal goes beyond just looking at ROI. Organizations need to understand the fact that helping people acquire the tools necessary to communicate more effectively with their coworkers and consumers equals less conflict and more productivity. We find the issue of ROI confusing because 92% of employers say soft skills are essential and that a large proportion of the workforce lacks them, especially entry level employees. And yet only 31% of companies are providing soft skills development to remedy this situation. Could it be that the term ‘soft skills’ is the problem? We think that it’s definitely part of it.

Originally coined in the 1970s by the U.S. Army, soft skills differentiated interpersonal skills from those needed to operate weapons or machinery. To separate the two types of skills was an understandable desire. However, just as a silkworm isn’t actually a worm and your funny bone isn’t actually a bone (or funny…), a soft skill isn’t actually soft. After all, most people equate ‘soft’ things with those that are delicate, squishy, velvety, etc. And sadly, many people equate the idea of ‘soft’ as demanding little work or effort as in the opposite of ‘hard.’ 

Now I don’t know about you, but at Brilliant People we think using interpersonal skills at work to develop better relationships with coworkers and customers can be A LOT of hard work! Consider the art of giving critical feedback to a colleague or direct report, or de-escalating an irate customer situation, or the fact that 69% of managers feel uncomfortable communicating with their own employees! So calling these skills ‘soft’ can seem like it devalues their worth. In fact, many have advocated for calling soft skills something that sounds stronger like ‘power skills’ and we aren’t opposed to this, but the fact of the matter is that ‘soft’ also refers to bringing ease or quiet, not being glaring, being smooth, not being violent, or marked by kindness. And our personal favorite definition: based on negotiation, conciliation, or flexibility rather than on force, threats, or intransigence. The point being, let’s not get hung up on what we call these skills, let’s just focus on acquiring them. And there should never be a question of whether to train for hard or soft skills. It should always be both. 

So, which soft skills are important to develop? When it comes to creating positive workplace culture there are several from this years top 10 list of the most in-demand soft skills:

• Communication
• Teamwork
• Leadership
• Interpersonal skills

And all of them are teachable if an employee is willing to learn. It just takes a little time and practice. 

One of our favorite tools is Catalyst by Everything DiSC. This is an online platform that houses the information from up to three DiSC assessments: Workplace, Agile EQ, and Management. The information contained in each allows the user to dig deep into their own personality type and its affect on their emotional intelligence and management style. It also provides tons of information on how better to communicate with differing personality types. Individuals can even do a comparison report between themselves and a colleague to prepare for a one-on-one meeting or just to understand how to get along better with them. And it’s available 24/7. It’s truly been a game changer for the managers and teams we’ve worked with.

For example, we recently worked with the leadership team of instructional technologists for a large school district. Each school in this district is assigned an IT person or two to ensure that the campus technology runs smoothly for both the students and the teachers. It’s a crucial position of the school staff and it requires not only mastery of the technology but also the ability to effectively navigate all the different personalities with which they work. It’s like having a team of 50-120 individuals depending on the size of the school. But this school year will be different. 

Now this team has the ability to use Catalyst to understand their own personality type and why they show up at work the way the do. They can also dig into why their teammates and coworkers show up the way they do. In addition, they can read up on the examples of strategies within Catalyst for working more constructively with each coworker. And because this team also took the Agile EQ assessment, they can begin to improve their own emotional intelligence through Cataylst’s suggested strategies as well as learn how to meet the EQ needs of their coworkers. Did I mention what a game changer this is?!

Conclusion

To sum up, the term soft skills might seem like a misnomer to many, but it’s probably here to stay. Because there is so much of the definition in the word ‘soft’ that does apply, let’s not spend time quibbling over semantics. Instead, let’s focus on helping people master these skills. After all, 85% of career success comes from having well-developed soft skills.  As an extra bonus Ai doesn’t have the ability to develop interpersonal skills, teamwork and leadership. Only humans can do that. Plus, according to joint research by Microsoft and Mckinsey, soft skill-intensive occupations will grow at 2.5 times the jobs in other fields (30-40% of future jobs will depend on social-emotional skills)! And because we humans should all be working toward some semblance of work-life balance, it’s important to realize that utilizing soft skills appropriately isn’t only beneficial at work. It’s crucial in every single setting in which two humans interact. Is anyone still questioning the ROI of soft skills? 

If you want to improve your team’s ability to communicate more effectively, what are you waiting for? Call us today! We provide training and access to the Everything DiSC Catalyst platform.

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To lead well engage in self-care. Why? Because self-care is crucial for managers to maintain their physical, mental, and emotional well-being. Since the pandemic, subsequent mental health crisis, and the Great Resignation, the management role has become even more stressful. Managers are being asked to do more with less. In addition, they must pay special attention to their direct reports’ mental health and well-being. But health issues and burnout aren’t just issues that affect direct reports. Managers themselves are at high risk. In fact, 53% of managers have reported feeling burnout, which is higher than that of employees in general. This means it’s imperative that managers create their own self-care plan in order to effectively navigate their role. To get started, we suggest focusing on strategies for each of the following broader contexts: mental, spiritual and emotional self-care. 

Mental Self-Care

Mental self-care involves understanding how your brain takes in and processes information and experiences. The idea here is to become more self-aware. This could be a total game changer for a manager’s career because in truth, only 10-15% of people are truly self-aware. The other 85% just believe they are more aware than they actually are. “Additionally, roughly 50-70% of people have a significant blind spot which can negatively impact their relationships and leadership skills,” according to recent research released by Gitnux. This blind spot is the reason it is so important for a manager to figure out how they show up in the world and the effect they have on the people who work with and for them. 

Self-awareness is usually the hardest part of mental self-care because it often includes the realization that there is work work to be done. One sure way to improve self-awareness is to take an Everything DiSC assessment to understand individual preferences, motivators, strengths and struggles. This information will also help a manager consider and confront any biases (unconcious or not) that exist. And let’s be honest. We all have them. The most productive and proactive thing to do then is to out them and work on them. The DiSC assessment offers examples of how each personality type can learn to interact better with the others and learn from them as well. 

To continue to improve mental self-care a manager can also practice positive self-talk. Of course, we can all fall prey at times to feeling like we could be doing better at our job. But the constant relentless inner critic is destructive and can keep a manager from seeing or seeking out new opportunities.This internal criticism can also negatively affect relationships with direct reports. On the other hand, positive self-talk is actually a predictor of success and can even decrease symptoms of depression. 

The third aspect of mental health that a manager can work on is to think positively. This is different than positive self-talk. It’s more about believing that good things will happen, that people are mostly good, that the sun will come up again tomorrow. However Pollyanna (or Annie!) -ish it may sound, it’s true. Research shows that when people think positively, they believe they CAN. 

• They can do a better job next time
• There will be a next time 
• They can make their numbers this quarter
• They do have great people working for them

In general, a positive attitude improves mood, makes it easier to get a long with others, and gives off vibes of self-confidence. All of which contributes to having good morale and higher productivity on a team. If a positive outlook does not come natural to you, start keeping a daily gratitude journal. In the beginning it may only contain things like Advil and the ability to shut your office door, but over time, more positive aspects of any given day will start to emerge. And this presence of gratitude will empower you to see the positive in life versus ruminating on the negative. If you’re not convinced, think about the person you know who never seems to have anything positive to say or do. And then consider how their life is going. 

Another simple strategy to increase positivity is to consider your own responses to the  people who work with or for you. When someone asks how you’re doing or what the future holds, is your response positive or negative? Are your typical responses sarcastic or snarky? Start to pay attention to the actual words you use and your tone of voice when you respond. You can even create scenarios in your head or think back over the last week or month to look at how you typically respond to others. Then rework those responses in your head so that they come out in a more positive manner. It will take a little practice, but over time, more positive responses will become the norm. And positivity just like negativity is contagious, so spread some cheer and watch how it positively affects team culture.

Spiritual Self-Care 

Spiritual self-care is all about how you feed your spirit. It’s taking the time to to think about who you are and want to be in the world. And then taking some steps to sustain or change your current behaviors. For people of faith in a higher power, this might involve being with others of the same faith on a regular basis in order to worship and pray. Or it might involve doing this alone on your own or with a journal. It might even include a trip to the nearest sweat lodge. 

For those who look to nature for their spiritual journey, self-care could involve making the time to regularly be outside. This could involve exercise, but it could also just be about enjoying the outdoors. Maybe your office building has a sitting area outside under the trees, or you live near a hike and bike trail whose beauty moves you. Starting the day on the porch or patio with a cup of tea and a self-help book, taking a daily walk with your dog, or just going out once a day to put your bare feet on some grass could be a part of a spiritual self-care routine.

Lastly, there is the idea of meditation. People who don’t meditate are rolling their eyes right now and saying, “I can’t meditate! It just doesn’t work for me.” But hear me out. Meditation doesn’t have to look like sitting on the ground cross-legged and chanting “ooooohm”. Meditation can be prayer, song, chanting, yoga, tai-chi, guided imagery, focused breathing, and or progressive muscle relaxation. There are so many options! What is important is finding the thing that resonates with you and then commit to doing it regularly. Doing so will reap huge benefits including higher energy levels, better memory and focus, and less anxiety, stress, and depression symptoms. 

Emotional Self-Care 

Emotional self-care includes understanding your moods and feelings and learning to regulate them. People who do this well are considered to have high emotional intelligence or EQ. And this is important for every manager to consider because 71% of employers value emotional intelligence over IQ, and 75% of employers are more likely to promote a worker with high emotional intelligence. So how do you improve your EQ? Several of the techniques that have already been recommended can actually do double duty. For example, practicing gratitude and improving your self-awareness are ways to improve your mental health, but they also can help you understand your emotions. 

Journaling and meditation have also been mentioned already but for emotional self-care you could specifically focus on understanding your moods and emotions. For example, consider why you react the way you do to certain issues or people and not others. You could also examine what really makes you angry and why, and then think about what it takes for your anger to dissove. Do you hold a grudge, ignore the person or the problem, or move on without looking backward? Contemplating the impetus for a mood or emotion can give you the insight you need to learn to respond in healthier, more productive ways (aka self-awareness).

Lastly, having a supportive group of friends that you spend quality time with is another suggestion for emotional self-care. People who know you well, care for you, and will tell you the truth are essential. We need friends who can laugh, cry and worry with us. We need friends who are good listeners, give good advice, and give grace when we need it most. These are the people who will help you navigate not only work but life in general. 

Looking to the Future

For many, the whole idea of self-care is new and may, on one end of the spectrum seem like fluff and on the other, like more work. But the reality is that stress is one of the leading job hazards. When left unmanaged, stress can have a major impact on mental 

and physical well-being as well as productivity as reported by over 70% of workers. So, no matter which methods of self-care you choose, choose to do something and remember that this is an ongoing practice. It’s not something you’ll do for a month and then be finished. The responsibilities and associated stresses of your job won’t go away just because you choose to spend time outside, with friends, in Bible study or meditating on a regular basis. These are just techniques to help you thrive at work instead of burning out.  

Of course, there is no perfect way to do self-care. It’s all subjective to individual tastes and needs, and it may take time to find the methods that work best. So, regularly assess your well-being and adjust your self-care routine accordingly. And don’t be shy about what’s happening. Sharing how you are doing and how you are going about your own self-care journey with direct reports and teammates is just another way of leading by being a good role model. 

To help your organization’s managers get started with their own self-care, order DiSC assessments today through Brilliant People today!

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Your Personality at Work

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Your Personality at Work

It seems like a dream that we once only held team meetings in person, congregating around the water cooler, and chatting with coworkers in the hallways at work. Those opportunities to engage, make connections, and even promote productivity have been lost to the pandemic. Since the 2020 mass exodus from brick and mortar workplaces to makeshift offices in our homes, we’ve relied on virtual team meetings for genuine human interaction with our colleagues. We’ve struggled to find a rhythm that works. We’ve ridden the roller coaster of change hoping that next week or next month, there will be a reprieve. But, the reality is this: acclimating to change is the new normal.

In 2020, forty-two percent of the US labor force started conducting work through virtual team meetings, phone, text, and email. We were relegated to our own private silos, which made it harder to develop and maintain positive relationships with workmates. Just seeing others’ faces on a conference call is not enough. And messaging, for better or worse, leaves a lot to the imagination. We need community like we need oxygen. That means it’s imperative that we continue to find ways to form company culture that allows us to thrive. So how do we accomplish this when almost all of our interactions are done virtually and through the written word? Just follow some simple math concepts that we learned as kids.

Virtual Team Meeting Tip #1: Add Or Subtract

Meetings are a necessary evil. They eat into valuable time that could be spent completing other work. However, they also allow us to share information in a planned manner and discuss solutions to work-related issues in real time. The problem is that when people don’t want to be there it’s fairly obvious. If you’ve ever presented to a group, you know how awful it feels when other people in the meeting are only half-listening. They might be working on something else, checking their phones, or just plain zoning out. These behaviors and their corresponding attitudes can suck the creativity and possibility right out of the room. This is especially true for virtual team meetings. Therefore, when you attend a meeting, it’s really important to consider whether you are adding to it or subtracting from it.

Show Your Work

Everyone brightens a room. You just have to figure out if you brighten it when you walk in, or when you walk out. To make sure it’s the former, set a positive intention before you log into a virtual team meeting. Truly tune into what’s being said so you can add value to the conversation.

Tip #2: “I” as a Factor

Being seen, heard, understood, and affirmed are critical to our well-being. Nonetheless, it’s important to find a balance between getting our own needs met and meeting the needs of those we work with. This is especially true when working as part of a team. It’s impossible to leverage everyone’s individual strengths, unique perspectives, and contributions if one person is dominating the conversation and spotlight. As little league coaches say, “there is no ‘I” in team.” And, taking others’ needs into account is not about getting all touchy-feely. It’s about building positive healthy relationships.

Show Your Work 

Consider whether you constantly steer conversations back to yourself, interrupt others, or monopolize the group’s time and attention during team meetings. If you do, make a conscious effort to be inclusive. Ask people questions about themselves, their opinions, or their ideas. If possible, spur interaction by taking turns leading sessions to give everyone a chance to contribute. Demonstrate that you value others’ contributions to the team by affirming their points and asking related questions. Even a simple “thank you” or thumbs up on Slack can make a positive difference.

Tip #3: Positive or Negative Value?

“Did you hear about so-and-so?” “I can’t believe they did/didn’t…” We, humans, are social animals by nature, but sometimes the way we try to connect has negative consequences. Take gossip, for instance, which is typically rooted in jealousy or anger and based on conjecture. It’s a destructive force in the office and is especially corrosive to teams where trust, coordination, and collaboration are critically important. This behavior may not happen during team meetings, but if it happens at all, it affects the dynamic of the team.

Show Your Work

Do you take part in office gossip or spread negativity? Are you an instigator needing attention? Maybe you don’t instigate it, but when a teammate starts talking about someone behind their back, do you join in? Whether you are actively taking part in gossip or passively listening, you’re still complicit and you’re hurting your team. So, bite your tongue and remember what your teacher always said:  “If you don’t have something nice to say, say nothing at all.” Then excuse yourself from the negative situation.

Tip #4: Focus on the Solution

Do you know someone who could win a million dollars in the lottery and still complain about the taxes? The fact is you can either choose to see the positive or negative in any situation. Know that when you’re a part of a team, your tendency to see the negative – even if you eventually get around to the positive – is noticeable, and can rub off on your teammates. Emotion is contagious, so leave your inner Negative Nellie at home. You want your virtual team meetings to be pleasant and productive.

Show Your Work

When presented with a new idea, do you see the opportunities or the challenges? When asked for input, do you point out problems or offer solutions? By framing your conversations with benefits, possibilities, and solutions you will help drive your team and organization forward. Don’t allow yourself to get stuck in the muck of negativity.  

Tip #5: Not All Actions are Equal

We’ve mostly worked out the technical kinks of working remotely. Now it’s time to focus on the human factor. It’s important to remember that meetings are opportunities to think big, solve problems, and make a difference in the organization. Here are a few more tips to help you be a valuable part of an effective virtual team meeting, as well as a great team player:

• Untether from your phone, don’t just silence it. This is especially true if you are meeting in a virtual space like Google Hangouts. Instead, put it in another room so you’re not tempted to peek. 
• Come to the meeting prepared and be on time.
• Enable the video function so that your actions and responses are visible to all, because we all behave better when others are watching!
• Present a positive, productive, and creative mindset. 
• Ask relevant questions and make polite comments even when debating.

The office has changed and we have to adapt. By following these simple tips, you’ll be a better team player and your virtual team meetings will be positive and productive experiences.

The culture (r)evolution starts with you.  

If you’d like to get the entire team involved, give us a call.  We offer customized group training on effective communication that we can deliver virtually or in person.

This post was originally published on August 27, 2020

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The Difference Between Thanks and Gratitude

It might just be me, but I definitely notice a difference between getting a “thanks” and feeling genuine gratitude from someone. A “thanks” is one of those things that happen occasionally for a specific reason – maybe a presentation was spot-on, or some really tedious data-entry was done in record time. Gratitude, however, is an ongoing process. It is not just words and a smile, it is a conscious effort to make someone feel appreciated. This is especially important in high-anxiety positions and industries. Everyone loves feeling appreciated (and it will lead to having your employees more willing to stick around, work harder, stay late, and just give you an overall more positive work environment).

How To Show Gratitude

There are a ton of simple, cheap, effective ways to show gratitude to your team. You can do something as simple as just being present when they’re speaking to you. By listening to them, helping to resolve issues, or providing advice, you show you care. Care is the first step towards gratitude. Rejoice when your team members have a win, help them when they’re going through tough times (can we say COVID-19?). You don’t have to have all the answers or a magic wand to make everything okay when it’s not, just showing that you’re there as more than a boss will begin to show gratitude. Other ways to help show gratitude can be things like having a cake for birthdays, giving a bonus (if you can) during the holidays, recognizing work anniversaries, and even just being sure to thank a team member when they deserve it.

What Gratitude Isn’t

I know, I know. This sounds sappy and like you’re giving up power and respect as a leader – not something we want to do but hear me out. Showing gratitude to your team members will not diminish the respect they have for you, your position, or your authority. In fact, 93% of employees find grateful bosses are more likely to succeed and only 18% of people thought showing gratitude made a boss “weak” (Five Ways to Cultivate Gratitude at Work). My guess is, the more people you ask about grateful bosses, the lower that 18% goes, especially in today’s workplace. 

We’re entering the Thanksgiving season, so it’s time to make sure you’re thanking the people who help make your job easier – your teammates. And remember to consider their personality type as you do so. If you need help understanding them, give us a call. We provide personality training so that you can succeed and grow as business leaders.

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