Articles categorized as:

Engagement and Trust

  • April 5, 2018The Recipe for Engaged Performance

    Performing in “the zone” is a team endeavor. Most people can nail just about any solo skill with focus, discipline, and repetition. The pressure is largely internal. When you add other humans to the mix, however, the ability to find the zone is more difficult. Sometimes the effort to perform becomes the failure to perform when under pressure.

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  • December 19, 2017The Fragile Path to Trust

    Trust is the secret sauce that enables teams to thrive. Once it is anchored in a relationship, growth and innovation become possible. Without it, much of the team’s energy is spent managing interpersonal chaos. This is the value proposition for most teams. The less time and resources consumed by office politics, the more time and resources focused on the organization’s mission. As elusive as group trust may seem, there is a proven path.

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  • July 5, 2017Ready, Set, Go!

    How long does it take to transform the spirit of a workplace? Depending on the depth and duration of the struggle, employee morale can be turned around quickly. Healthy, thriving teams are always evolving their environments. Struggling teams must execute a deliberate decision to sponsor change.

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  • October 7, 2016The Accountability of Collaboration

    Stay in your lane! Teams can achieve impressive success without collaboration. The recipe is simple: work hard, ensure competence, and be nice. As long as everyone makes their contribution, business gets done and, often, the results are good. Greatness, however, is rarely achieved without a commitment to share ideas and resources. But inviting a teammate into your lane means having to be accountable for the overlap. It’s harder work. We all drive differently when there’s a passenger onboard.

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  • August 8, 2016Team Accountability Exercise

    Try this exchange if you’d like to boost transparency and accountability on your team. It’s a simple exercise that unveils each teammate’s contribution to the group and a glimpse of the motives that drive their passion for the work. To implement this exercise with your team, follow these five simple steps:

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  • February 9, 2016Your Solo Work as a Teammate

    Most teamwork is relationship driven. Everyone has a role and function relative to their teammates’ roles and functions. Yet, each interaction is fueled by a solo decision made in the privacy of your thoughts. Before we collaborate, a few items must be clear:

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  • December 31, 2015The Most Engaged Person in the Room

    Classroom teachers can spot them in an instant. The most engaged person in the room sends off energy that elevates the entire group. Beyond standard eye contact and nods of understanding, this teammate absorbs his or her environment. Connections are forged physically, emotionally, and intellectually. What might you do if you wanted to deliver engagement at this level?

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  • February 12, 2015The Three Drivers of Trust

    Every interaction either adds or subtracts from the trust of a partnership. Whether you give trust freely or require it to be earned, it grows and shrinks continuously. When you look closely into the aspects of interpersonal exchange that populate a typical workplace, the disparity in willingness to take risks amongst teammates makes sense. Consider the three primary drivers of trust: connection, respect, and accountability.

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  • October 27, 2014Three Ways to Become Invisible

    One true measure of engagement is if, in the eyes of your peers, you matter. Whether in a business meeting or an interpersonal exchange, everybody knows what it feels like to be invisible. Your partners might be making eye contact but their attention is on other priorities. Colleagues are checking their smartphones during your presentation. It’s the classic portrayal of “presenteeism” – the body is present but the spirit is not. Consider these three methods to achieve invisibility:

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  • June 16, 2014Dancing with Strangers

    Engaging with unknown partners poses risks. Without the context of a track record, it’s hard to predict the direction collaboration might take. A cocktail of trust, courage, and adventure must be consumed before dancing with a stranger.

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  • March 13, 2013Sleepwalkers

    It was a battle of emotional immune systems. The team’s leader was burned out. He had been in his role too long without growth or challenge. Each day, he dragged himself into work, put in his hours, produced the minimum necessary to keep his job, left at 5:00 on the nose, and returned home to refuel sufficiently to come back and do it again. Another day…another dollar. Most of his direct reports followed his lead and sleepwalked through their careers…except one.

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  • January 7, 2013Converting the Disengaged

    Gallup’s 30/50/20 metric seems to hold true in any industry. You know the breakdown – in any given workplace, about 30% of the employees are engaged – they would run through a wall for the organization. About 50% of the employees are disengaged. They’re not really hurting the business with intent. They come to work, do their jobs, and collect their paychecks. These are not the folks, though, you’d ask to go the extra mile. And then, there’s the 20% of the work team that is actively disengaged. Not all of these employees are intentionally trying to harm the workplace. In most cases, they’ve simply decided to devote the bulk of their energy to perpetuating toxicity.

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  • February 10, 2011Which Came First?

    A hand shot up during a recent Team Clock workshop.  Having just finished reading a best selling business book focusing on team dysfunctions, she expressed confusion about the relationship between trust and conflict.

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