Many of us are still mostly working from home. Even when lockdown lifts, it’s likely that we’ll move to a hybrid model comprising both home working and office working. (I wrote about this last month: The new model of office working.)
Many people working remotely are getting tired of back-to-back video calls. This means it can be hard to keep their attention during your online meetings. One answer is to include audience participation activities that help to bond the team and reinforce your desired outcome.
When running face-to-face meetings, I always have a few energisers up my sleeve to use when I feel energy levels start to dip. Online, this is even more important.
For this article, I’ve teamed up with Jackie Barrie, the author of Experiential Speaking: Engaging icebreakers, energisers and games. She’s currently working on a new book explaining how to keep people engaged online, and is kindly giving us a preview of some of the content below.
I hope you’ll find at least one idea you can try with your team, and look forward to hearing how you get on.
I don’t like the expression “new normal“ – maybe I’ve heard it so many times that I’m bored of it! But we do need to consider what the new model could look like for the way we work once all the lockdowns are lifted, worldwide.
What is clear to me from recent conversations with clients is that things won’t go back to the way they were before the pandemic. This has major implications for leaders in terms of office arrangements, use of space, and ensuring the culture enables employees to flourish and embrace innovation.
While some technology companies may claim that they are moving to a permanent working from home situation, the reality is that a hybrid model where you blend home and office working is likely to be the best way forward.
This article looks at some of the areas leaders need to focus on.
A 2015 study found that a ‘superstar’ employee (defined as the top 1% in productivity terms) adds about $5,000 per year to the bottom-line but a single toxic team member loses the business about $12,000 per year.
So one ‘bad apple’ costs you more than two superstars, especially when you include the potential spread of toxicity, lower morale, upset customers and even legal fees.
The research* was done by Dylan Minor (assistant professor at Harvard Business School) and Michael Housman (Chief Analytics Officer at Cornerstone OnDemand). They studied nearly 60,000 workers in 11 firms across various industries.
* Download PDF: Toxic Workers (Harvard Business School, 2015)
This article looks at the definition of a toxic employee, and suggests what you can do about it.
This month, we look at the various types of culture that your organisation might exhibit, and invite you to explore a commitment culture. This was first written about before ‘agile working’ was valued, and has many similar characteristics.
Since Covid, I’ve noticed both in my own interactions and in the media that people are more aware of their wellbeing. There are many aspects to your lifestyle which can affect both your physical and mental health (and one affects the other). This article addresses a few of them – hopefully you’re already applying most of them!
The pandemic has forced many of us to slow down and take time to think. Whilst there are many benefits to this, it can also be quite scary; our usual busyness can shield us from facing important topics.
Last month’s article was about reconnecting with your purpose. This month, we talk about emotional courage – what it is, why people avoid it, and some practical guidance to help make it easier.
For example, if you have come to believe that you’re in the wrong profession, it will take emotional courage to admit that you want to change your career path and start something new. If your new plans are radically different, you could feel overwhelmed. You might face an initial drop in salary. It can also be hard to tell your family and friends, especially if they encouraged you down your original path. But – if it’s what your heart wants – it’s worth doing.
Another example could be when facing a difficult conversation. We can often feel nervous about potential conflict, or worry that the other person might become angry, or fear we’ll react in an overly defensive way.
A key mindset is to know that things are always going on which are outside anyone’s control. How do you sit with that uncertainty? What emotions does it bring?
During the last six months, many of us have had more time to sit and think about our life pattern than we have before.
Connecting to your purpose helps you navigate through scary times; it keeps you grounded to who you are and what you want to be in the world, and helps reduce any panic or fear you might be feeling because you focus on your direction instead.
This article includes ideas to help you reconnect to your purpose. To inspire you to think what you want your legacy to be so you can live that now.
When you consider the idea of leaving a legacy, many people jump to the conclusion that it means leaving money for your family, friends or charity. But what is the legacy you want to leave the world? How have you lived your life to help others and leave the world a better place?
Whatever you do (or don’t do) in life, you are making a difference, paying it forward and handing it over to the next generation.
“We all die. The goal isn’t to live forever. The goal is to create something that will.“
The lockdown period has meant we’ve had to change our routines and spend significant amounts of time at home. Without the usual interactions we have with others, many of the people I talk with tell me they are experiencing one or both of these problems:
- Some feel they are starting to lose their social skills and confidence and are therefore finding it easier to stay at home
- Some are prioritising connection with colleagues but de-prioritising their relationships with other stakeholders (there’s only so much Zoom time one can cope with…)
Do you recognise this? In the long-term, these will impede your ability to deliver value, both as an individual and as part of a team. They might even reduce your overall confidence and well-being.
This article focuses on rebooting your social skills and confidence and includes a couple of self-assessment questionnaires so you can see where you are and identify where you might need to invest development time.
Remember to think of the present situation as physical distancing, not social distancing!
I recently came across a BBC podcast on ways to stay calm, and an HBR article on a similar subject. For this month’s article, I’ve extracted the key points and added my perspective. Much of it focuses on the ancient Greek philosophy of stoicism – this seems particularly useful at a time when anxiety levels may be high due to the ongoing pandemic and surrounding uncertainty.
The article covers what you can do if you’re feeling anxious yourself, as well as how you can support your team. The core message is that we can’t control what happens, but we can control how we respond.
As the Buddhist monk Matthieu Richard wrote in his book, Happiness: “Most of the time it is not outward events but our own mind and negative emotions that make us unable to maintain our inner stability and drag us down”.
With the pandemic ongoing around the world, your people are probably more certain by now about the technology they need to be productive at home. However, as you know, leadership is not just about tasks and processes. It’s also about relationships.
Your people need to feel cared for and supported, especially at a time like this. They need to feel connected to their team-mates. But how do you engage a large community who might be geographically dispersed?
Among other things, this article covers some of the principles you need to keep in mind when running virtual team meetings, as well as the tools, tips and techniques to use, and which mindset will be most helpful.