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There are some clear choices you can make to begin building trust. It really does help to think of it as a foundation upon which you lay below all the other choices that make up your organization.
I realized that even before the separation COVID-19 caused, I may have been taking my relationships for granted, relying too heavily on the gift of proximity.
Meddlers Founder, Tara Collison, discusses why she chooses a word instead of setting a resolution each year and how you can choose your own word to pursue.
Our brains are experiencing what neuroscientists call allostatic load—a state at which we’ve encountered too much chaos to adapt any longer. If it’s not a wall, then it’s sort of like a breaking point. We can’t just keep pushing and pushing and pushing... At some point, we all reach a dead stop caused by chronic stress and an inability to take a meaningful break filled with rest and honest reflection.
Sharing our collaboration and communication preferences, having a general discussion about them, and humbly admitting when they can get in our own way are all vital steps to creating meaningful and productive relationships at work, as well as building a network of mutual understanding among your team members.
Organizational culture is a shared pattern of values and behaviors that teams develop as they operate collectively to deliver results.
Whether you’re looking to bring back some old faces, or even hire a few new ones, leading and team-building has never been a simple matter of scouring the contents of a resume. It’s about aptitude, fit, and skills.
Before you begin with any kind of alignment strategy, it pays to have a dialogue (with yourself, a trusted friend, colleague, coach, or mentor) about where you’re going, how you’ll get there, and who you are as a team.
Understanding the individual and combined strengths of your team members goes a long way towards helping you get the absolute best out of people. But how can you know how people truly work?