Managing Energy – Four Tips for Leaders

So far in this blog series on the Six Characteristics of a Resilient Team we have looked at the topics of common purpose, team norms ,trust, candid conversations and resilient thinking.

Even if I do say so myself there is a wealth of resource included in these articles so check them out if you haven’t done so already.

Last week we started to look at the fifth characteristic of a resilient team – the ability to manage their energy.

Resilient teams need to manage their energy as well as their time.

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Lynn Scott

The energy – resilience connection

So far in this blog series on the Six Characteristics of a Resilient Team we have looked at the topics of common purpose, team norms, trust, candid conversations and resilient thinking.

Even if I do say so myself there is a wealth of resource included in these articles so check them out if you haven’t done so already.

The fifth characteristic of a resilient team is the ability to manage their energy.

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Lynn Scott

Your faulty thinking is killing your resilience

In this series on the Six Characteristics of a Resilient Team we have so far looked at the topics of common purpose team norms trust and candid conversations.

The fourth characteristic of a resilient team is the ability to think resiliently.

I wrote about thinking traps fairly recently so I’m not going to repeat myself on that front.

But I will say this. The more teams can become aware of their own ‘faulty thinking’, particularly the faulty thinking that is eroding their resilience, the better.

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Lynn Scott

Candid Conversations – three reasons they’re not happening

Over the last couple of months we’ve been focusing on the 6 characteristics of a resilient team

So far, we’ve looked at:

Common Purpose and Trust

This week… it’s all about candid conversations.

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Lynn Scott

Strengthening Trust in Your Team – (2)

Last week I shared with you the three things that will help you strengthen trust in your team.

Number one was this:

Open, inclusive and honest conversations about the things that really matter with equal ‘air time’ and high quality listening.

We made a start on this last week with an exercise I shared with you to help you get the topic of trust on the team table.

Number two on the list of things that will help you strengthen trust in your team was this:

Know your colleagues as human beings not just ‘job titles’.

And this is where we are going next.

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Lynn Scott

Strengthening trust in your team (3 crucial things you need to know)

Read until the end because I’ve got an exercise on building trust that you might want to use with your team.

Over the last couple of weeks we’ve got ‘under the skin’ of trust and trustworthiness and started to take a look at how to build a team you trust (that trusts you too).

In all the years I’ve worked with teams as a leadership team coach I can state categorically that the three things that will help to strengthen trust in your team can, broadly speaking, be boiled down to three things (and, as a given, you have to have the ‘right people on the bus’ in the first place – if you don’t, that’s a completely different conversation!)

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Lynn Scott

How to build a team you trust (that trusts you too)

Over the last couple of weeks we’ve been looking at the topic of trust and specifically focusing on what we actually mean by the words trust and trustworthiness.

I’m pretty sure that most of us think we are trustworthy.

But do others see us as we see ourselves?

Trustworthiness, like many things, is in the eye of the beholder.

What would our team colleagues say about our trustworthiness and how much they are willing to trust us to do what we need to do ‘in service of’ the team rather than our own self-interest or self-preservation?

And what about our willingness to be vulnerable with each other?

Patrick Lencioni, author of the Five Dysfunctions of a Team says this:

‘absence of trust occurs when team members are reluctant to be vulnerable with one another and are unwilling to admit their mistakes, weaknesses or needs for help. Without a certain comfort level among team members, a foundation of trust is impossible.’

John Blakey in the Trusted Executive identifies Nine Habits that Inspire Results, Relationship and Reputation– one of these habits is ‘Choosing to be Open’ which includes ‘going beyond speaking the truth to show personal vulnerability’ and (seeing) ‘vulnerability as a strength in my team members’ . MORE >

Lynn Scott

Two fundamental questions on trust

Over the last couple of weeks we’ve been exploring the Six Characteristics of a resilient team.

So far, we’ve explored Common Purpose and Team Norms and their link to team resilience.

Over the next few weeks it’s all about Trust.

In my experience, resilient teams have a high level of trust for one another – or at least ‘enough trust to disclose their mistrust’ (Peter Hawkins, Leadership Coaching).

In fact, I’ve written about trust before in my article Five Ways Leaders Build Trust .

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Lynn Scott

Team Norms and Resilience – a match made in heaven

Over the next few weeks I’m sharing my thoughts on the six characteristics of a resilient team and last week I shared the importance of Common Purpose.

I was going to talk about Trust this week but I’m going to be doing that next week instead because I want to share something with you that links really well to common purpose – and that is, what I’ve learned about the importance of team norms….. because without team norms you may struggle to focus or deliver on your common purpose.

Let me explain.
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Lynn Scott

Team Resilience – Start with Common Purpose

Last week, I shared with you the six things that resilient teams do:

A resilient team:

Has a common purpose;
Has a high level of trust for each other (or as Peter Hawkins in his book Leadership Coaching says : ‘enough trust to disclose their mistrust’);
Has candid and honest conversations;
Can think resiliently;
Manages its energy as well as its time;
Has habits/rituals/behaviours that support its resilience.

MORE >

Managing Energy – Four Tips for Leaders

The energy – resilience connection

Your faulty thinking is killing your resilience

Candid Conversations – three reasons they’re not happening

Strengthening Trust in Your Team – (2)

Strengthening trust in your team (3 crucial things you need to know)

How to build a team you trust (that trusts you too)

Two fundamental questions on trust

Team Norms and Resilience – a match made in heaven

Team Resilience – Start with Common Purpose

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