Introduction

Teams are the engines that drive innovation, productivity, and success. But what happens when your team isn’t functioning as smoothly as it should? Dysfunctional teams can cause stress and missed opportunities. Plus, they lower morale among team members. This makes identifying and addressing these issues crucial to a harmonious and productive work environment. Because we are huge advocates of the Everything DiSC assessment, we’re going to explore how it can help you recognize and resolve dysfunction within your team, with a particular focus on the impact of personality differences on team dynamics. We’ve said it before, and we’ll say it again. People differences trigger people problems! But luckily for you, DiSC can help. 

Recognizing Dysfunctional Teams

A dysfunctional team can manifest in various ways, from poor communication to low productivity and high employee turnover. One of the most significant indicators of dysfunction is the presence of unresolved conflicts and tensions within the team. These tensions can often be attributed to differences in personality and working styles among team members. According to DiSC, individuals fall into a combination of the four main personality types: Dominance, Influence, Steadiness, and Conscientiousness. These personality traits can significantly affect how people think, work, and communicate. When these differences aren’t understood or respected, they can lead to conflicts and dysfunction within a team. 

DiSC Personality Differences in Action

So, let’s take a look at some examples of how DiSC personality differences can cause issues among teammates.

• Dominance (D): Dominant individuals are driven, results-oriented, and often direct in their communication. They may clash with those who prefer a more collaborative and accommodating approach, such as Steadiness types. This can result in tension, as the D-types may perceive S-types as too passive or slow to make decisions.
• Influence (I): Influential individuals are sociable, enthusiastic, and creative. They thrive in a social environment and may find it challenging to work with Conscientiousness types, who are more reserved and detail-oriented. Misunderstandings can arise when I-types interpret C-types as overly critical or rigid.
• Steadiness (S): Steadiness types are known for their calm and patient nature. They prefer stability and harmony, which can clash with Dominance types’ assertiveness. The S-types may perceive D-types as too aggressive or intimidating, leading to anxiety and disengagement.
• Conscientiousness (C): Conscientious individuals are analytical, precise, and value accuracy. They may experience tension when working with Influence types, who are more spontaneous and less detail-focused. C-types may view I-types as careless or disorganized, while I-types may find C-types overly cautious and unyielding.

How DiSC Can Improve Team Culture

Recognizing these personality differences is the first step towards improving team dynamics and fostering a more inclusive and effective work environment. As a manager, you may want to incorporate one or more of the following strategies:

• DiSC Workshops: Conduct DiSC workshops for your team to increase awareness of different personality types and their strengths. Understanding that diversity in thought and work styles can be an asset rather than a liability and can transform how team members interact with one another.
• Effective Communication: Teach team members how to adapt their communication styles to better connect with colleagues of different DiSC profiles. For instance, D-types could learn to be more patient and inclusive, while S-types can work on asserting their needs and ideas.
• Conflict Resolution: Equip your team with tools for resolving conflicts constructively. Make it clear that disagreements are natural, and encourage open and honest conversations that lead to solutions. The DiSC framework can provide insights into why conflicts occur and how to address them effectively.

Be a Role Model for Transparency and Accountability

As a manager, you play a pivotal role in fostering a culture of transparency, accountability, and productive conflict resolution within your team. By embracing the DiSC framework and modeling the desired behaviors, you can lead your team by example. Here are 3 ways for you to do this. 

First, take a DiSC assessment and understand how you show up at work. Then, share your DiSC profile with your team and explain how it influences your leadership style. Being transparent about your own strengths and weaknesses creates an environment where team members feel comfortable doing the same. This openness can help eliminate judgment and reduce tension. 

Second, show that you embrace accountability for yourself and your team. Set clear expectations and hold the team accountable for their actions and commitments. Recognize and celebrate successes, but also address shortcomings and provide guidance for improvement. Encourage your team to do the same for each other. It’s not healthy for the team to just wait for the manager to step in where accountability is concerned. 

Third, show your team that disagreements can be opportunities for growth. When conflicts arise, model the behavior you want to see in your team by facilitating constructive discussions and guiding them toward resolution. Encourage open dialogue and ensure that each team member feels heard and valued. Productive conflict is just the quest for truth: what is really going on and how you solve the problem. 

Conclusion

In today’s diverse and dynamic workplace, recognizing and addressing dysfunction within your team is vital for success. The DiSC personality assessment can be a valuable tool in identifying the impact of personality differences on team dynamics and help you create a more collaborative and inclusive work environment.

We’ve all experienced personality differences at work, and most have witnessed the fallout that can occur. We are all wired differently. The key is to understand the differences so you can work better together. By utilizing DiSC workshops, promoting effective communication, and emphasizing transparency, accountability, and productive conflict resolution, you, as the manager, can play a pivotal role in transforming a dysfunctional team into a highly functional one. Remember that the power of diversity, including thought and work styles diversity, can be harnessed to enhance your team’s performance and innovation.

Are you ready to improve the dynamics and boost the productivity of your team? Brilliant People offers leadership development programs that incorporate the DiSC framework to help you create stronger, more effective teams. Contact us today to learn more about our services and how we can support your organization’s growth and success.

The Culture (R)evolution Starts With YOU!

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Your Personality at Work

It’s January. The beginning of a brand new year, and one with sooo much potential. But where to start? Well, we want to give you some food for thought, especially if you’re in leadership. Here goes. Gender diversity in corporate leadership is a topic that has gained significant traction in recent years, and for good reason. A growing body of research suggests that elevating more women into the upper ranks of companies is not just a matter of equality and social justice but also a sound business strategy. In this blog post, we’ll explore the top six reasons why having more women in leadership positions benefits businesses. We’ll also offer tips on how men can support and encourage this positive change. With that being said, let’s dig in!

1. Diverse Perspectives Drive Innovation

One of the most compelling arguments for increasing the number of women in leadership roles is the power of diverse perspectives. Women often bring unique viewpoints, problem-solving approaches, and insights to the table. When a leadership team is composed of people from various backgrounds and experiences, it creates a fertile ground for innovation. In fact, companies in the top quartile for gender diversity on their executive teams were 25% more likely to experience above-average profitability according to McKinsey & Company.

2. Enhanced Employee Engagement and Retention

Women in leadership positions can serve as role models for female employees, motivating them to aim higher and stay with the company. This, in turn, improves employee engagement and retention. A study by Gallup found that companies with a higher percentage of women in leadership positions have more engaged employees and experience lower turnover rates.

3. Improved Financial Performance

The financial benefits of gender diversity in leadership are well-documented. A report by Credit Suisse revealed that companies with at least one woman on the board outperform those with no women in terms of share price performance. Moreover, a study conducted by the Peterson Institute for International Economics found that companies with women in leadership roles were more profitable.

4. Better Problem-Solving and Risk Management

Diverse leadership teams are more effective at addressing complex challenges and making better decisions. Women in leadership roles tend to be more risk-aware and have a different approach to problem-solving, which can be a valuable asset. A survey by Harvard Business Review found that organizations with diverse leadership teams are better at making risk-aware decisions.

5. Enhanced Reputation and Stakeholder Trust

Companies that prioritize gender diversity in their leadership teams often enjoy a stronger reputation and greater trust from customers, employees, and investors. Research by Edelman found that businesses with diverse leadership teams are perceived as more trustworthy and are more likely to attract loyal customers.

6. Profound Impact on Organizational Culture

Women in leadership positions provide a presence that fosters a more inclusive, empathetic, and collaborative workplace. For example, an increase in the percentage of women in leadership roles is associated with a more positive organizational culture. And companies with a higher proportion of women in leadership roles have a more inclusive and collaborative culture.

Supporting Women’s Leadership Aspirations

Achieving greater gender diversity in leadership positions requires the active support and involvement of both men and women. Men can play a significant role in promoting and championing women’s advancement in the corporate world. The following are some ways in which men can help.

• Mentorship: Men can serve as mentors and sponsors for women aspiring to leadership roles. Sharing knowledge, providing guidance, and offering opportunities for skill development can be instrumental in women’s career growth.
• Equal Opportunities: Men should actively advocate for equal opportunities and fair treatment of women in the workplace. This includes ensuring that women have access to challenging assignments and promotions.
• Encouragement: Men can encourage and empower their female colleagues to voice their ideas and opinions, ensuring they are heard and respected in meetings and decision-making processes.
• Inclusive Leadership: Men can lead by example, practicing inclusive leadership and promoting a diverse and respectful work culture that values all employees’ contributions.
• Investment in Development: Supporting women’s leadership development through training, leadership programs, and networking opportunities can help them acquire the skills and confidence necessary to climb the corporate ladder successfully.

In Closing

The evidence is clear: diversity in leadership leads to innovation, better financial performance, and improved organizational culture. By actively supporting women’s leadership aspirations and championing their advancement, both men and women can contribute to a more diverse, inclusive, and successful corporate landscape. This means that elevating more women into the upper ranks of companies is not just a matter of fairness; it’s a powerful business strategy. It’s time for businesses to embrace the numerous benefits that come with gender diversity at the highest levels of leadership.  

Note: It’s essential to acknowledge that the conversation around gender diversity extends beyond the binary understanding of male and female. In the journey towards a more inclusive corporate landscape, we must also recognize and uplift individuals who identify outside of traditional gender categories. By fostering an environment that respects and values all gender identities, we create a more inclusive space where everyone can thrive and contribute their unique perspectives.

Brilliant People is a women-owned and operated leadership development consultancy based in Austin, TX.  Call us today to start your very own Culture (R)evolution. 

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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. 

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Your Personality at Work

Motivating employees is a crucial aspect of effective management. After all, when employees are motivated, they are more engaged, productive, and committed to their work. Motivated employees also tend to stay with their organizations longer, reducing turnover and the associated costs. As a manager, it’s your responsibility to create a work environment that fosters motivation. Today’s blog post will give you 5 effective strategies managers can use to motivate employees.

1. Recognition and Appreciation

One of the most powerful motivators for employees is recognition and appreciation for their hard work and achievements. This is really a basic human need. And when employees feel valued, they are more likely to go above and beyond in their roles. In fact, research published in the Journal of Applied Psychology showed that when employees perceive their supervisors as appreciative, they are more committed to their organizations. To show appreciation for hard work managers can publicly acknowledge employees’ contributions in team meetings, highlighting specific projects where an employee excelled, provide a certificate of achievement

2. Opportunities for Growth and Development

Employees are motivated when they see a clear path for personal and professional growth within the organization. Managers can facilitate this by offering opportunities for skill development, advancement and mentorship. When employees know they can grow within the company, they are more likely to stay motivated and engaged. And according to a study by Mercer, they’re more likely to stay with their current employers. Managers can create development plans for employees with clear goals and that include training sessions or other professional development. And it’s important to realize that soft skills training is just as important as training for hard skills. 

3. Effective Communication

Open and transparent communication is essential for motivating employees. Managers should regularly communicate with their teams, providing feedback, setting clear expectations, and involving employees in decision-making processes. When employees understand their role and how it contributes to the overall success of the organization, they feel more motivated and engaged. A manager might hold weekly team meetings to discuss ongoing projects, share client feedback, and address any concerns. During these meetings, the manager should encourage team members to share their ideas and opinions. When employees feel that their voices are heard and their input is valued, they are motivated to actively participate in projects. 

4. Incentives and Rewards

Incentives and rewards can be effective motivators when used strategically. Managers can implement various incentive programs such as bonuses, promotions, or special recognition, to encourage employees to achieve specific goals or targets. And rewards can be big or small, depending on the manager’s budget. Extra vacation days are always welcomed by employees as are e-gift cards to your local coffee shop. Or a manager could set up an employee of the month/quarter/year award. There are even reward platforms available where you can track and reward in one place. Just remember that it’s crucial to tie incentives to meaningful achievements and ensure they are fair and equitable. 

5. Supportive Work Environment

Creating a supportive work environment is fundamental to employee motivation. Managers should foster a culture of trust, collaboration, and well-being. When employees feel supported and can maintain a healthy work-life balance, they are more likely to remain motivated and engaged. One of the best ways a manager can do this is to provide flexible work hours and remote work options. You could also provide wellness programs, such as yoga classes or mental health resources, to help employees manage stress. By prioritizing their well-being, you create an environment where employees are motivated to give their best. And bonus, a study published in the Harvard Business Review revealed that employees who feel their managers care about their well-being are less likely to leave their jobs.

To Wrap It All Up

Motivating employees is a continuous process that requires dedication and effort from managers. By utilizing these five effective strategies (recognition and appreciation, opportunities for growth and development, effective communication, incentives and reward and a supportive work environment) you can create a motivated and engaged workforce. However, each employee is unique, so it’s essential to tailor your motivational strategies to their individual needs and preferences. Ultimately, when employees feel motivated and valued, they contribute to the success and growth of your organization.

Whether you manage a team of one or many, improve your management skills with the Management training by Brilliant People. Contact us today!

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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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Engaging with and motivating remote employees as well as creating a true team atmosphere is no easy feat. Team members don’t have the opportunity to learn from each other’s in-person behaviors nor can they witness office protocol first-hand when there is no regular in-person team interaction. Without the water cooler effect of office life, individuals end up operating in their own silos with the result being increased loneliness (by 67%), a lack of connection (94% agree), and feeling like they don’t truly belong (40%).

Conversely, when an employee feels connected and like they belong there is a whopping 56% increase in job performance. With no end in sight to remote working, creating cohesion should be top priority for anyone in management. To create a high-performance remote team, a manager should work to overcome these three issues: communication, isolation, a lack of supervision. 

The Issue of Communication

First, let’s look at the art of communication. It’s important that managers set a standard for communication during the hiring process and then stay consistent thereafter. For quick interactions, text chats are fine, video calls are usually best for real-time collaboration. Communicating remotely through a medium like Zoom is better than just email because it allows employees to see a manager’s expression and hear voice intonation. However, just telling someone what to do isn’t enough. To be truly effective at creating a high-performance there needs to be more nuance in management style.  

Most importantly managers should get to know each of the employees well enough that they can communicate with each in a way that resonates with them. For example, verbal instructions only really work for auditory learners, so they should always be followed up with written communication. Preferably through email, where employees can return as needed to that documentation.  

Communication is also important as a means of making remote workers feel connected to their team members. Since they are not in the office on a regular basis, they can miss out on important conversations and updates that happen in the moment.  Keep your teams organized with project management tools and access to a secure cloud. And make sure to regularly check-in and hold team meetings and one-on-one sessions to keep everyone informed, address concerns, and foster collaboration. 

The Issue of Isolation

Now, let’s talk about isolation. Remote employees like the work-life balance that comes from working remotely. However, they often feel isolated because they miss out on the social interaction and sense of community that comes with working in an office environment. This can lead to feelings of loneliness and eventually burnout. Helping remote workers feel connected to their team and the organization at large is crucial to keeping them happy, engaged, and productive.  

As we’ve said before, team members who get to know each other well and find commonality have the best opportunity to become a high-performing team. To help them do this, managers should encourage social time for the team. If they are part-time remote and come into the office occasionally, organize outings or in-office meals where team members can come together socially for some downtime.  

If they are completely remote, encourage social hours over Zoom. You could also host a once-a-week hour for people to trade stories around a particular theme like where they grew up and what they liked to do as a kid or what their first job was and what they learned from it. The more teammates get to know each other, the more they will understand why teammates show up at work the way they do.  

A Lack of Supervision

Last, let’s look at a lack of supervision. Remote work requires a higher level of autonomy, so it’s important to provide your team with a clear understanding of what needs to be accomplished and the expected outcomes. And yet, some remote workers may feel less supervised and accountable for their work, leading to decreased productivity and quality of work.  

A manager must consider the strengths and struggles of each teammate and provide the correct amount of supervision without micromanaging. Breaking down larger projects into smaller milestones and setting realistic deadlines will be really helpful. Regularly reviewing progress, providing feedback, and offering support when needed are important for the entire team. But it is imperative for those that need a little more structure.   

Conclusion

In summary, managers have three important issues to overcome as they manage remote teams: communication, isolation, and a lack of supervision. And as stated, there are ways to accomplish this. It’s also important to remember that each remote team will have a certain dynamic and specific needs, so a manager must learn to adapt their management style accordingly. Regularly seek feedback from team members to ensure that the strategies and approaches implemented are effective and actually address their unique circumstances. Doing so will help to ensure everyone is aligned and working toward becoming a high-performance team. 

If you’d like your managers to build high-performance teams, contact us today! We offer a fantastic management training program based on DiSC theory.

The Culture (R)evolution starts with you!

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To win the war for talent, you must shape the culture so that your company attracts the right people. As the Great Resignation has proven, unhappy workers whose employers aren’t cutting it are quitting in droves. In fact, one-quarter of employees resigned over the past six months and the No. 1 reason listed for quitting was “toxic company culture.” Things like a lack of recognition, favoritism, unhealthy communication, gossiping, and poor management skills can all contribute to a toxic culture. So, what’s an organization to do when it can’t completely start from scratch? Embrace the potter’s philosophy. It’s an old metaphor, but an apt one when it comes to creating culture. And it only involves three steps: pick the clay, center the clay and mold the clay.  

Step 1: Pick the clay 

There are four different types of clay that potters use: Earthenware clay, Stoneware clay, Ball clay, and Porcelain. All can be used but the end result for each will be different from the others because of its color, texture, and flexibility. In business, it’s no different. To create a culture that will attract and retain the best employees, you must first pick the right people to be a part of the culture. Building diversity is key. Individuals with different backgrounds, life experiences, personal characteristics, skill sets, and viewpoints are necessary to construct a high-performing team.  

Of course, people differences often trigger people problems, so it is important for a manager to choose people who are supportive and collaborative team players, but also results-driven. And it is just as important that the manager provides opportunities for the team to get to know each other’s personality types and work styles. Taking the time to choose the right people and then creating cohesion by helping them to get to know each other to build trust will create a solid foundation for the team. 

Step 2: Center the clay 

Once a potter has chosen the type of clay they will use, it’s time to center it on the potting wheel. This involves getting a ball of clay to evenly distribute across the middle of the potting wheel. It doesn’t sound hard but it’s actually one of the most frustrating parts of preparing the clay. Centering the clay is like aligning employees to the mission and values of the organization, so it’s an essential step. Employees have always wanted to know that what they do at work is important, but for many, this desire is now one of the biggest factors contributing to whether they stay at their job or take their skills elsewhere. Basically, the pandemic caused a shift in how we view work. So much so, that fifty-two percent now say they question the purpose of their day-to-day job. And 92% said the pandemic made them feel life is too short to stay in a job they weren’t passionate about. 

Sadly, when employees feel they have little purpose, they begin to disengage. They care less and so lose the desire to do their job well. This lack of motivation trickles down and causes productivity to suffer. Ultimately, unhappy people create an unhappy workplace culture. A good manager, however, will start during the hiring process to make sure that all team members know just how much their work matters and how it ties in with the mission statement and values of the organization.  

Step 3: Mold the clay

Molding the clay is where the potter works the centered clay on the potting wheel to create the sculpture of their choosing. One aspect of this step is the act of smoothing out the clay with the fingers. This process is like the idea of providing feedback to employees in order to help them become the best that they can be at their jobs. And yet it’s one of the things managers struggle with the most.  

Over two-thirds report that they are uncomfortable with giving feedback to those they manage, especially if it’s negative feedback. But this is hands down the best way to help mold employees into high-performing members of the team. When feedback is given regularly and appropriately, it models a two-way communication loop which decreases office conflict and helps people feel valued and recognized. This is so important that nearly 60% of employees surveyed stated that they would like feedback on a daily or weekly basis — a number that increased to 72% for employees under age 30. Regular feedback (mostly positive!) by management is a necessary component of building a high-performance team.  

3 Steps to Success

A beautiful piece of pottery represents skilled craftsmanship, not unlike the manager of a thriving workplace culture. The potter chooses the right clay and the manager chooses the right people. The potter centers the clay and the manager centers the team by aligning them to the company’s mission and values. And lastly, the potter molds the clay, just as the manager uses feedback to mold the members of the team. All three steps are necessary to create high-performance teams that will sustain the company culture.  

To begin this process, contact us today! We provide a comprehensive continual learning model that achieves results! 

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