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Team Wellness

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Me vs. We

The drivers of workplace behavior can be both selfish and altruistic. Our personal desire for achievement can overtake our mission to advance the lives of others. When our own needs clamor for satisfaction, the greater good sometimes gets sacrificed. Few of us, however, live in isolation. Most of us are members of relationships, families, teams, and organizations where goals are shared.

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Are Some Teams Too Broken to be Fixed?

When the toxic element of a team devolves to a mutiny, the chance of repairing a broken culture is slim. Intractable positions only end in standoffs. Of all the reasons teams become stuck, this is the least healthy. The bulk of the team’s energy is consumed in reacting to its demise. At this stage, choices are limited. You can stay stuck or move forward.

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The Gift of Team Clock

This is the time of year when businesses are looking for creative ways to thank their most loyal clients for their patronage. While a fruit basket aptly sends a message of gratitude, it falls short of communicating an investment in continued partnership. A few imaginative companies have taken a less conventional path to say thanks. Might this approach fit your customer relations strategy?

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Why I Want to Work for You

The five consecutive top workplace awards provided the first clue. The first thirty seconds inside the carefully designed workspace off the beaten path in the City of Duluth, however, provided the confirming evidence. You can sense the culture of an organization when you enter its space. It’s in the air before the first employee greets you with eye contact and a smile. Walk a little further into the building and you’ll find that the most valuable square footage overlooking Lake Superior is not reserved for the Managing Partner of the firm and his leadership team – it is devoted to the rank and file and their customers. The first impression was only the beginning.

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Healthy or Sick?

Try to make an apples-to-apples comparison between diverse teams across a spectrum of industries. Start with the common features that make organizations thrive. Rate each attribute on a scale from healthy to sick. So, what should you measure?

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