Effective teams don't happen randomly. They are the result of influential leaders who lead by example and build healthy habits into the team's dynamic. But sometimes things go south within a team, and a leader is left wondering, "what happened?" Whether it is a failed project or turnover of talented members in the team, this is a crucial moment of reflection for any leader.
What are some signs your team needs a leader to be more involved? If you can recognize the symptoms of the problem, you can take steps to get your team back on track. Below, are some of the signs you should look out for:
1. Absence of Trust
Trust is the foundation of all successful teams, and the absence of trust is a billboard on the road to dysfunction. Teams that don't trust each other assume harmful intentions, dread spending time together, and don't ask for help from each other. Leaders can start cultivating trust by creating a culture of vulnerability, rewarding honesty, and, most...
Is your organization's culture positive? Is it cut-throat?
Organizational culture is often treated as an afterthought. Either you have a good one or a bad one naturally, right? Wrong. Like any key relationships (i.e. marriage, parenting) the best ones don't just evolve organically -- they require intentionality. Yet, as critical as it is, the culture of organizations is rarely prioritized. I have to remind leaders that it's every bit as important and malleable as your business strategy or your core product/service. If you want a workforce that's motivated and empowered, you need to view your culture as a key business driver. Here’s how you can do that:
Encourage your team to socially connect at work
Positive social connections at work result in less mental and physical illness, faster learning, and better performance on the job. Some basic approaches to improving the social dynamics in your workplace include:
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