Team Conflict

New Name: Advanced Facilitation Workshop is now Making Behavioral Change Happen!

If you landed here looking for information about Advanced Facilitation and learning facilitation skills, you’ve come to the right place. Our Advanced facilitation skills course does have a NEW name. Advanced Facilitation Workshop is now Making Behavioral Change Happen!

Why we’ve made that change, is what this article is all about.

If you are an agile coach, professional coach, facilitator, workshop group leader, or change management professional, and in need of advanced facilitation skills, let’s make behavioral change happen, together.

Why the Advanced Facilitation Workshop Has a New Name!

The number one reason we’ve changed the name of this workshop is that while this work of becoming more fluent in communication is an advanced facilitation skill – it’s actually much more than just facilitating!

It’s the core of how we believe that behavioral change happens.

The technology that Structural Dynamics creates for everyone allows individuals, teams, and organizations to be able to navigate the discourse of interpersonal communication and change the nature of the outcome.

What Is Behavioral Change?

Behavioral change refers to behavior change, the process of modifying or altering an individual’s actions, habits, or patterns of behavior.

It involves making intentional adjustments to one’s current behavior, to achieve a desired outcome or improve overall well-being.

Behavior change can occur in various areas and stages of life, including personal habits, health behaviors, relationships, work performance, and more.

Behavioral Chance as a Conscious Effort

Behavioral change typically involves a conscious effort to replace existing behaviors with new ones that align with specific goals or values. It requires self-awareness, understanding, motivation, and a willingness to adopt new habits or discard old ones.

The process of behavior change can be challenging, as individuals may need to overcome obstacles, resist temptation, and persistently practice new behaviors until they become ingrained.

Facilitation of Behavioral Change

There are different approaches to facilitating behavior change. Some common strategies include setting specific and achievable goals, creating action plans, monitoring progress, seeking support from others, using rewards and incentives, and employing techniques like positive reinforcement.

We at TeamCatapult have previously facilitated behavioral change for participants in our Advanced Facilitation workshop and will continue to prepare them to do so in our Making Behavioral Change Happen workshop moving forward.

The Impact of Behavioral Change on Your Personal Life

Behavior change can have significant impacts on various aspects of life, including physical and mental health, productivity, relationships, and overall quality of life. It can lead to positive outcomes such as improved well-being, increased self-confidence, enhanced self-control, and the development of healthier habits.

The Impact of Behavioral Change on Your Leadership Skills

Behavioral change can have a profound impact on your leadership skills. As a leader, your behavior sets the tone for the entire team or organization, and making intentional small changes in your behavior can positively influence and affect those you lead.

Behavioral change can enhance your leadership skills and teams by improving self-awareness, communication, emotional intelligence, cognitive adaptability, and resilience.

By modeling these behaviors, you can inspire and motivate your team to embrace personal growth and skill development, ultimately creating a more effective and cohesive work environment.

How Behavior Change Enhances Your Leadership Skills

Why would you want to change your behavior? How will it help you in your current career?

Self-awareness: Engaging in behavioral change requires a deep level of self-awareness. By actively examining your own behaviors, strengths, and weaknesses, you can gain a better understanding of how you impact others as a leader. This self-awareness allows you to make adjustments that align with your leadership style and values.
Role modeling: Leaders who demonstrate a commitment to personal growth and improvement through behavioral change serve as powerful role models for their team members and influence group dynamics. When you actively work on changing behaviors that may hinder your effectiveness as a leader, it inspires others to do the same and fosters a culture of continuous learning and development.
Communication and influence: Behavioral change often involves improving communication skills. As a leader, effective communication and influence are vital. By refining your communication style, actively listening, and adapting your approach to different individuals, you can create a more inclusive and collaborative environment where people feel heard and valued.
Emotional intelligence: Behavioral change often involves developing emotional intelligence, which is the ability to recognize and manage your own emotions and understand the emotions of others. Emotional intelligence is closely tied to effective leadership, as it enables you to empathize with others, resolve conflicts, and build strong relationships. By enhancing your emotional intelligence through behavioral change, you can become a more empathetic and emotionally intelligent leader.
Adaptability and resilience: Behavioral change requires a willingness to adapt and embrace new ways of thinking and doing things. These qualities are highly valuable for leaders in today’s rapidly changing and complex work environments. By actively seeking opportunities for growth and being open to change, you can demonstrate adaptability and resilience to your team, encouraging them to do the same.

Why Is Behavioral Change Difficult?

Behavioral change is difficult due to various factors.

One challenge is the presence of deeply ingrained habits that have become automatic and require minimal conscious effort. Changing these well-established patterns of behavior demands significant effort, willpower, focus, and persistence.

Humans tend to find comfort in familiar routines and behaviors, resisting change and preferring to stay within their comfort zones. This resistance can make it difficult to embrace and sustain behavioral change.

Another hurdle is the lack of awareness regarding the behaviors that need to be changed or their negative consequences and impact on ourselves and others. Developing self-awareness and recognizing the need for change is a crucial initial step.

Overcoming barriers and obstacles, both external and internal, is of course also a part of the challenge. These barriers can include environmental influences, social pressures, self-doubt, fear of failure, and lack of motivation and energy.

Sustaining change over time presents another difficulty, as it requires consistent effort, ongoing motivation, confidence, and resilience to stay motivated in the face of setbacks.

Finally, the complex nature of human behavior, influenced by multiple factors, adds to the complexity of behavioral change.

Despite these challenges, behavioral change is possible with the right mindset, tools, strategies, and support, combining self-reflection, goal setting, planning taking action, accountability, and perseverance to achieve lasting change.

How Does Structural Dynamics Fit In With Advanced Facilitation?

Structural Dynamics fits in with Advanced Facilitation by providing a framework and technology that supports effective communication and facilitates positive change.

Advanced facilitation involves using sophisticated techniques and approaches to guide groups or individuals toward achieving their goals and making desired changes in behavior.

Structural Dynamics technology enables individuals, teams, and organizations to navigate the dynamics of interpersonal communication more effectively. It provides insights into the underlying patterns and structures that influence communication and relationships.

By understanding these dynamics, facilitators, and participants can identify areas for improvement and implement strategies to enhance communication and collaboration.

David Kantor 4 Player Model of Communication

The David Kantor 4 Player Model of Communication is a framework that describes the different roles or “players” people can assume in a communication process.

It categorizes communication behaviors into four distinct roles: Mover, Follower, Opposer, and Bystander.

Each role represents a different style of communication and contributes to the overall dynamics and effectiveness of the communication interaction.

Through the use of Structural Dynamics, advanced facilitators can assess and modify the nature of the outcome in a facilitation session. They can identify and address communication barriers, power imbalances, conflicting agendas, or any other factors that may hinder productive dialogue.

This model helps facilitators create a safe and inclusive environment where participants can openly express their perspectives, engage in meaningful and relevant discussions, and collectively work towards desired outcomes.

Navigating Complex Group Dynamics With Structural Dynamics

By leveraging the insights and tools provided by Structural Dynamics, advanced facilitators can navigate complex group dynamics, manage conflicts, facilitate consensus-building, and foster collaboration.

This model serves as a valuable resource in designing and delivering facilitation processes that are tailored to the specific needs and objectives of the individuals, teams, or organizations involved.

Structural Dynamics contributes to advanced facilitation by equipping facilitators with the knowledge and tools to effectively analyze, understand, and influence the dynamics of interpersonal and group communication.

It supports facilitators in creating an environment conducive to positive change, enabling individuals and groups to achieve their desired outcomes more efficiently and collaboratively.

What about Advanced Facilitation Skills Training?

Don’t worry, in the Making Behavioral Change Happen workshop, you’ll have plenty of opportunities to practice effective facilitation and learn additional facilitation skills.

The advanced facilitation skills course has not gone away, it has changed names for clarity purposes.

For those facilitators who are in charge of teams, the new Making Behavioral Change Happen workshop is the perfect place to uplevel facilitation skills including virtual facilitation, identify behavior change and practice new leadership skills.

If you are a professional facilitator looking for new skills, you are in the right spot!

About the Making Behavioral Change Happen Workshop

Making Behavioral Change Happen is about increasing your self-awareness so you can read the room, name the hidden group dynamics beneath the surface, and effectively help groups modify their behaviors to achieve the best possible outcomes.

This multi-day program of advanced training by TeamCatapult faculty will take you on a personal journey to learning how to deepen your own knowledge and leadership practice as a facilitator, coach, or team leader.

Self-Mastery and Reading the Room

Transform the way you coach. Transform the way you lead. For those of you working with teams, or even coaching teams, this workshop will help you become more aware and adept at identifying communication challenges in groups and teams so you can help them unlock the wisdom that resides within.

Takeaways from the Making Behavioral Change Happen Workshop

Here is what we cover in the Making Behavioral Change Happen Workshop.

Seeing and working with conflict
How to recognize your impact on others
How to diagnose and change stuck dynamics
Giving teams a language for skillfully holding tough conversations
Working with group behavior using an implicit mental model and an explicit model for intervention
Understanding the bMaps Behavioral Assessment Tool with Structural Dynamics and how to apply it in day-to-day interactions
Recognizing the content, style, and structure of a group’s behavior

Kickstart Your Leadership Career Right Now!

Everything you need to move the dial forward in your leadership career is in this workshop. We encourage you to reach out to our team if you have questions about this workshop.

If you are ready to kickstart your leadership career with new communication skills, advanced facilitation skills, and the ability to read the room, sign up!

How to Teach and Encourage Team Collaboration Skills as a Leader

Team collaboration is everything for an organization!

The opposite of team collaboration is… team competition. Team competition is a sure way to stagnate any project and any progress you need your team to make.

This article is all about how to teach and encourage team collaboration skills.

Collaboration skills: definition

Collaboration skills are the abilities that individuals possess to effectively work with others towards a common goal.

These skills include:

Collaboration requires each member of the team to bring their unique strengths and ideas to the table and work together to achieve a shared objective.

Collaboration skills: examples

Examples of collaboration skills include

open communication – receive and give
constructive feedback – receive and give
accountability – to peers and leaders
trust – give and get
and respect for diverse perspectives

Collaboration skills: how to improve

To improve collaboration skills among their team, leaders like you can create a collaborative work culture, establish clear goals and expectations, encourage open and honest communication, and provide opportunities for team members to work together on projects and initiatives.

Additionally, leaders should offer their team access to training and development programs that focus on collaboration skills such as conflict management and resolution, active listening, and effective teamwork.

Providing your team with the necessary project management tools to succeed is another step in this process of improving collaboration skills.

What is the difference between team collaboration and teamwork?

Team collaboration and teamwork are closely related concepts but there is a subtle difference between the two.

Teamwork is the collective efforts of a group of individuals working towards a shared goal or objective. It involves individuals working together, coordinating their efforts, and supporting each other to achieve a common purpose. Usually, people doing teamwork together have the same skillset.

Teamwork can involve different types of activities such as brainstorming, problem-solving, decision-making, and execution.

Then team collaboration is a more specific type of teamwork that involves individuals working together to achieve a specific outcome or complete a specific task.

Team collaboration often involves individuals with different skills and expertise coming together to work on a project or problem, each providing that unique skill needed to complete the project. It involves sharing ideas, knowledge, and resources to achieve a common goal.

In other words, teamwork is a more general term that encompasses all types of collective effort towards a common goal, while team collaboration is a specific type of teamwork that emphasizes working together to achieve a specific outcome.

Define and communicate team goals

It is essential to a positive outcome to involve the entire team in the process of defining and communicating your team goals. Sharing goals with everyone ensures each person on the team understands the purpose of their work and how it fits into the company culture.

Regular team meetings provide an opportunity to discuss progress towards shared objectives and ensure that all team members are on the same page.

A common purpose fosters collaboration

Clearly defined team goals create a joint effort towards a common purpose, and this, in turn, helps to build a solid foundation for effective collaboration.

When everyone understands what they are working towards, they can focus their efforts on achieving the team’s goals and work together more efficiently.

10 Collaboration skills to develop in your team!

Here are some key collaboration skills that leaders can encourage and develop in their teams:

Communication: This includes active listening, clear and concise messaging, and the ability to express ideas and opinions effectively. It’s important to note here that every voice should be heard!
Trust: Building trust among team members is essential to encourage open and honest communication, idea-sharing, and constructive feedback. Building trust takes time and dedicated effort.
Conflict resolution: Collaborating teams may encounter conflicts, and it is crucial to have the skills to resolve disagreements effectively and find solutions that work for everyone. Bringing in a facilitator can help with team conflict as they should remain neutral at all times.
Flexibility: Being open to new ideas and approaches, and being able to adjust to changing circumstances is a valuable skill in collaborative work. This is one of the four agile values – “Responding to Change Over Following a Plan”
Accountability: Taking responsibility for one’s actions, following through on commitments, and being reliable are essential qualities for a collaborative team. This includes being accountable to stakeholders as well as peers.
Empathy: Understanding and respecting different perspectives, needs, and opinions of others is key to effective collaboration.
Positive attitude: Maintaining a positive attitude, encouraging others, and celebrating team successes creates a supportive and collaborative team culture.
Problem-solving: Being able to identify, analyze, and solve problems together is a valuable skill in collaborative work.
Time management: Collaborative projects require effective time management skills to ensure deadlines are met, and work is completed on time.
Creativity: Encouraging creative thinking and innovative approaches can lead to new ideas and solutions that benefit the team and the organization.

You might find you and your team need help with some or all of these. Start by prioritizing this list and work on one skill at a time!

What are the 3 crucial skills in team collaboration?

Long-term success for innovative teams is not achieved overnight. Collaborative skills help members gather and prevent roadblocks. While earlier we talked about the 10 skills teams should be developing within, here are three collaborative skills that make teams great:

Communication: Effective communication is key to ensure that team members understand each other’s ideas and perspectives. It involves active listening, sharing thoughts and ideas clearly, asking questions, and providing feedback.
Trust: Trust is vital for creating a safe and supportive team environment. When team members trust each other, they are more likely to be open and honest, share ideas freely, and work together towards a common goal.
Problem-solving: Collaborative projects often involve overcoming obstacles and finding solutions to complex problems. Strong problem-solving skills involve breaking down problems into manageable parts, identifying potential solutions, and working collaboratively to find the best course of action.

These skills are interconnected, and each one can help reinforce the others.

For example, good communication skills can build trust, which, in turn, can enhance problem-solving efforts.

Ultimately, a combination of these skills can lead to a more productive and successful collaborative team.

Fostering collaboration as a value

Fostering collaboration as a value is a critical aspect of building a collaborative team culture.

Leaders can encourage this by promoting the idea that collaboration is essential to achieve shared goals and values.

Emphasizing the importance of collaboration in team meetings, performance evaluations, and other communication channels can help to reinforce its value.

Additionally, leaders can model collaborative behavior by working closely with team members, seeking input and feedback, and demonstrating a willingness to compromise and adapt.

Fostering collaboration skills

Creating a collaborative work environment involves setting up a structure that encourages teamwork and collaboration, such as project-based work, cross-functional teams, and knowledge-sharing platforms.

When collaboration is embedded as a core value, team members are more likely to work together, share knowledge and skills, and support each other, leading to a more productive and effective team.

Why leaders should highlight successful teamwork

Leaders should highlight successful teamwork because it reinforces the importance of collaboration and celebrates the achievements of the team.

Recognizing and acknowledging the success of the team can boost morale and motivation, leading to increased productivity and a positive team culture.

Highlighting successful teamwork can help to identify the strategies, processes, and skills that contributed to the team’s success, providing valuable insights for future projects.

Leaders can highlight successful teamwork through various means, such as public recognition, awards, or team celebrations.

Sharing success stories with other teams within the organization can also promote the importance of collaboration and inspire other teams to work together effectively.

Ultimately, highlighting successful teamwork can foster a sense of pride and accomplishment within the other team member, strengthen their bonds, and motivate them to continue working collaboratively towards future goals.

Encourage open communication…

And say that to your team!

Collaboration occurs in situations where team members feel they can bring themselves to the job. It should be encouraged for everyone to contribute and communicate.

Instead of letting go or controlling their emotions, they are free to be themselves bringing all of their ideas into being.

However, open communication does sometimes mean disagreement. A dispute shouldn’t hinder good teamwork.

The importance of constructive discussion and healthy disagreement are essential for facilitating a productive collaboration and positive work environment.

Good team collaboration improves employee engagement and happiness

Good team collaboration is not only beneficial for achieving business goals but also for improving employee engagement and happiness.

When employees collaborate effectively in remote teams, they feel a sense of belonging and purpose, leading to increased job satisfaction and motivation.

Collaboration allows employees to leverage their skills and knowledge, leading to a greater sense of accomplishment and contribution.

Working together towards common goals also fosters a sense of teamwork and camaraderie, building stronger relationships among team members.

Good team collaboration reduces workplace stress

Team collaboration helps reduce workplace stress by promoting open communication, shared accountability, and a sense of support among team members.

When employees feel valued and supported, they are more likely to be engaged, productive, and happy in their work.

Overall, good team collaboration is a key factor in creating a positive work environment, where employees feel valued, connected, and motivated to contribute to the team’s success.

Establish common objectives for team members

As a leader, one of the most important steps to take to foster better team collaboration is to establish common objectives for team members.

By setting clear goals that everyone can work towards, you can ensure that everyone is aligned and focused on the same priorities.

To establish these common objectives, we work closely with all team members to define your overall vision and then break it down into specific goals and milestones.

This helps you to identify key areas of focus and track your progress towards achieving them.

Everyone on the team should have a clear understanding of their role and how it contributes to the overall objectives. This helps to build a sense of accountability and ownership, encouraging everyone to work together towards our shared goals.

By establishing common objectives for team members, you are able to foster collaboration and teamwork, as everyone is working together towards a common purpose.

This not only improves your productivity and efficiency but also helps to build a stronger sense of camaraderie and shared accomplishment among the team.

Lead by example

Do you find it difficult to build productive teams and diverse teams? Could it be you lack some important collaborative leadership skills? If that’s the case, you’ll want to start your own learning journey.

Why?

Because collaboration commences at the top. Make sure team leaders and you are always encouraging co-creating openly and have plenty of room for creativity proper communication and collaboration.

Encourage your team members to contact you to get their questions answered.

How to build time for team bonding

Building time for team bonding is important for fostering collaboration, strengthening relationships, and promoting team morale. Here are some strategies that leaders can use to build time for team bonding:

Schedule regular team-building activities: Set aside time on a regular basis, such as once a month, to engage in team-building activities, such as group outings or team lunches.
Plan team-building events: Organize team-building events, such as volunteer opportunities, off-site retreats, or team-building workshops, to provide opportunities for team members to connect and collaborate.
Incorporate team-building into work activities: Build team bonding into daily work activities, such as regular check-ins, project kick-offs, or team huddles.
Encourage team socialization: Encourage team members to socialize and get to know each other outside of work, such as by organizing after-work events or happy hours.
Lead by example: As a leader, model the importance of team bonding by participating in team-building activities and encouraging others to do the same.

By building time for team bonding, leaders can strengthen relationships among team members, foster collaboration, promote their collaboration skills, and create a more positive work environment.

Stop ineffective and ill-prepared team meetings

Ineffective and ill-prepared team meetings can be a waste of time and hinder team collaboration. To avoid meetings that are a waste of everyone’s time, leaders can take the following steps:

Set clear objectives: Before scheduling a meeting, set clear objectives and communicate them to all team members. This will help everyone understand the purpose of the meeting and come prepared.
Prepare an agenda: Create a detailed agenda and share it with all team members in advance. This will help ensure that everyone is prepared and that the meeting stays focused.
Invite the right people: Only invite team members who need to be there. This will help ensure that the meeting is productive and that everyone’s time is respected.
Start and end on time: Respect everyone’s time by starting and ending the meeting on time. This will help demonstrate that the meeting is important and that everyone’s time is valued.
Encourage participation: Encourage everyone to participate and share their ideas during the meeting. This will help ensure that everyone’s perspective is heard and that the meeting is productive.

By taking these steps, leaders can ensure that team meetings are productive and effective, and help foster collaboration among team members.

Highlight successful teamwork

Everyone enjoys being recognized and the recognition that reflects the efforts of the entire team and members.

If two people collaborate to bring their ideas same business goals to life, give them equal participation and credit for the particular challenge they are faced with. It will give them the opportunity to shine in the spotlight and may also be an example of future collaboration between other teams.

6 Key values of collaborative teams

Collaborative teams are built on several key values that promote effective collaboration and drive success. These values include:

Trust: Team members must trust each other, have faith in each other’s skills and abilities, and feel confident in their collective success.
Respect: Collaborative teams must be built on mutual respect, recognizing and valuing each other’s contributions and perspectives.
Open communication: Effective collaboration requires open communication, with team members sharing their ideas, feedback, and concerns freely and honestly.
Flexibility: Collaborative teams must be adaptable and flexible, willing to pivot, and adjust as needed to changing circumstances and evolving goals.
Accountability: Team members must hold themselves and each other accountable for their actions, taking ownership of their work and its outcomes.
Collaboration: Effective collaboration involves working together towards shared goals, leveraging each other’s strengths and resources to achieve better outcomes.

By embracing these values, building collaborative teams that can foster a culture of collaboration, innovation, and success, where team members feel valued, supported, and motivated to work towards common goals.

Celebrate and reward successful teamwork

Celebrating and rewarding successful teamwork is a powerful way to reinforce the value of collaboration and encourage ongoing collaboration among team members.

When team members are recognized for their contributions and successes, it creates a sense of pride and accomplishment, strengthening their commitment to the team and its goals.

Leaders can celebrate teamwork in various ways, such as highlighting successful projects during team meetings, recognizing team members’ contributions in company-wide communications, or providing incentives or bonuses for successful team outcomes.

By celebrating collaborative behaviors and rewarding teamwork and team performance, leaders can reinforce the importance of collaboration and motivate team members to continue working together towards shared goals.

Promote a community working environment

Collaboration is essential in fostering an open-minded working environment. A team member feels more connected and valued when the company leadership has an interest in their job.

You shouldn’t overwhelm a team with endless meeting times or insist on working in collaboration.

Want to learn more to reignite your meetings and make them a place of successful team collaboration, even if your team is a remote team? Read this resource guide to get started.

How to assure alignment across distributed teams

Assuring alignment across distributed teams can be challenging, but there are several strategies that leaders can use to promote collaboration and communication.

First, it’s important to establish clear goals and objectives for the team, ensuring that everyone understands the team’s mission and how their work contributes to its success.

Leaders should encourage regular check-ins and updates, using video conferencing and other communication tools to facilitate real-time discussions and collaboration.

Team members should also have access to shared documents and other resources, ensuring that everyone has access to the same information and can collaborate effectively.

Another effective strategy is to establish clear roles and responsibilities, ensuring that team members understand their individual and collective responsibilities and how their work contributes to the team’s success.

Finally, it’s important to foster a culture of open communication and feedback, encouraging team members to share their ideas, concerns, and challenges.

By implementing these strategies, leaders can ensure alignment across distributed teams, promoting collaboration, innovation, and better outcomes.

What does effective collaboration look like?

Effective collaboration is characterized by a shared sense of purpose, mutual respect, and open communication among team members.

It involves working towards a common goal, pooling resources, and leveraging each other’s strengths to achieve better outcomes.

Effective collaboration also requires active listening, constructive feedback, and a willingness to compromise and adapt. Successful collaboration involves setting clear expectations, establishing common goals and timelines, and ensuring that everyone has the resources and support they need to contribute effectively.

In a collaborative environment, team members are empowered to take ownership of their work, contribute their unique perspectives, and hold each other accountable for their actions.

Ultimately, effective collaboration leads to better decision-making, increased innovation, and improved outcomes, benefiting both each team member and the organization as a whole.

Good team collaboration supports knowledge sharing

Shared knowledge among team members is a critical aspect of effective team collaboration.

By sharing knowledge, team members can learn from each other, build on each other’s strengths, and develop a deeper understanding of the project or task at hand.

This can be especially important when working on complex or technical projects that require specific expertise.

During team gatherings and meetings, you’ll be able to share ideas and experiences with one another. Therefore, teamwork provides the ability to gain more knowledge from colleagues.

In exchange for the knowledge they gained, this is an opportunity for team members to learn more about each other.

By sharing knowledge, team members can avoid duplicating work, reduce errors, and develop more innovative solutions. Additionally, shared knowledge promotes a culture of continuous learning, as team members are encouraged to seek out new ideas and perspectives.

This can help to boost morale and motivation, as team members feel that their contributions are valued and that they are part of a collaborative and supportive team culture. Leaders can encourage shared knowledge among team members by creating opportunities for knowledge sharing, such as regular team meetings, peer-to-peer mentoring, and training sessions.

By modeling collaborative behavior and promoting shared knowledge, leaders can help their teams develop a more comprehensive understanding of their work, achieve better outcomes, and foster a culture of collaboration and learning.

Team collaboration makes organizations more connected

Team collaboration plays a crucial role in making organizations more connected.

When employees collaborate effectively, they are better able to share information and ideas, which leads to greater transparency and communication within the organization.

By working together towards common goals, teams can break down silos and build stronger connections across departments and functions.

This not only improves the flow of information but also helps to build a culture of trust and collaboration throughout the organization.

Team collaboration helps build a sense of purpose

Collaboration also helps to build a shared sense of purpose and direction, aligning everyone towards the same vision and goals.

This creates a more cohesive and connected organization, where employees feel that they are part of something larger and more meaningful.

Overall, team collaboration is a powerful tool for building stronger connections and fostering a sense of unity within organizations.

By encouraging collaboration and teamwork, organizations can improve communication, build trust, and create a more connected and engaged workforce.

Good team collaboration improves employee engagement and happiness

In a more collaborative culture and team, it’s crucial that everyone maintains a high spirit. And if your team has freedom of expression, then company culture in your workplace will be much healthier too.

When working for an employer, a person is happy with his or her work environment so it is possible that he can remain in that position longer.

Why team collaboration matters

Shared knowledge among team members is a critical aspect of effective team collaboration.

Team members can learn from each other, build on each other’s strengths, and develop a deeper understanding of the project or task at hand.

Shared knowledge is especially important when working on complex or technical projects that require specific expertise.

By sharing knowledge, team members can avoid duplicating work, reduce errors, and develop more innovative and better solutions together.

Long-term benefits of learning team collaboration skills

Shared knowledge promotes a culture of continuous learning, as team members are encouraged to seek out new ideas and perspectives.

This can help to boost morale and motivation, as team members feel that their contributions are valued and that they are part of a collaborative and supportive team culture.

Leaders can encourage shared knowledge among team members by creating opportunities for knowledge sharing, such as regular team meetings, peer-to-peer mentoring, and training sessions. This takes facilitation skills and work.

By promoting shared knowledge, leaders can help their teams develop a more comprehensive understanding of their work, achieve better outcomes, and foster a culture of collaboration and learning.

What if you have slow results?

Problem: Team performances are not improved and group dynamics do not seem to have remained unchanged. Or maybe you don’t know how to improve the work environment at work in your company.

Solution: Increasing Teamwork isn’t something you get instantaneously. It is also important to get visibility in your organization.

Try to set measurable and specific goals to get there and stay focused to see if it is progressing.

Some teams will face the same problems when they are together, but whoever you’re leading is more likely to succeed in overcoming these difficulties.

The complexity of decision-making

Collaboration is based on common sense and a shared vision for collective work. In many cases finding this consensus requires many different perspectives and backgrounds.

In fact, decisions in workplace collaboration may become difficult and even violent when the hierarchy isn’t followed.

This scenario could slow the work and complicate interpersonal interactions and established relationships between colleagues.

Avoid information overload

It has already been shown that improved information sharing can improve collaboration among colleagues across professional fields of expertise.

Ideal for organizations that provide greater clarity and connection between different components.

However, in a more challenging situation, additional details could overwhelm individual team members or the course of the collaborative effort. Then there are:

Team collaboration skills increase engagement

Active workplace collaboration helps people to be engaged workforce and become more involved with the company’s overall mission in terms of work and its goals.

Global Workplace Report 2020 shows how collaboration with others contributes significantly to employees feeling engaged. In contrast, employees who work primarily independently tend not to have full engagement with a company in any way.

Engaging employees are much more involved and committed to the organization’s success, and success and more inclined to contribute.

Increasing teamwork results in increased employee satisfaction and consequently lower severance rates for employees.

How to get your team started by learning team collaboration skills

Most likely this is a task you want to outsource to a professional leadership coach who has experience in teaching effective communication skills to your entire team and has a model for leadership success for you.

If you are ready to work and build your own model for leading change, you can start today!

How to Explore Your Next Career Move with Senior Leadership Programs

No matter their new position or where they are on their leadership journey, there is always room for improvement for senior leaders.

If you are a leader ready to move up in your career and looking for a senior leadership program, we’ve laid out your next move!

Leaders who are ready to move up

As leaders move up to more senior management positions, they must be able to see the whole system of an organization to be effective.

How does one help high-performing executives stay aware of their blind spots? How does one ensure leaders at this level think strategically, balance competing priorities, and see the whole field?

Leaders rely heavily on a mix of intuition and disciplined analysis in their decision-making and incorporate their actions on a problem into their diagnosis of it.

What if there was a way that helped leaders achieve their goals of moving up more quickly?

There is!

Those in senior leadership and management positions can further develop the same senior leadership skills, management positions and leadership skills that they already possess and in addition, learn new senior leadership skills, management positions and leadership skills by enrolling in a senior leadership program.

What can you expect from a senior leadership program?

To get the most out of a senior leadership program, leaders should put what they learn into practice and receive feedback as they further develop their leadership skills.

Programs that emphasize rigorous practice and offer rich feedback opportunities are the best for senior executives.

Do you need to attend Harvard Business School to succeed in business?

In case you are wondering, the answer is no! Attending Harvard, Columbia Business School, or any other full-time business school is not necessary to succeed in business.

Success in business is determined by a combination of factors, including skills, experience, hard work, and networking, which can be developed through various means, such as practical experience, mentorship, online courses, or other educational programs.

Who will you meet in a senior leadership program?

In a senior leadership program, you can expect to meet a diverse group of professionals from various industries and backgrounds.

This may include senior executives, managers, entrepreneurs, and business leaders from both the private and public sectors.

Participants may come from different regions, cultures, and industries, providing a unique opportunity to learn from a diverse range of perspectives.

As a result, you can expect to build a strong network of peers and industry contacts, which can be invaluable in your professional development and career advancement.

The impact a senior leadership program has on organizations

Participating in a senior leadership program can have a significant impact on organizations.

A senior leader can bring back new skills, knowledge, and perspectives to their organization, which can lead to improved performance, increased innovation, and greater efficiency.

In addition, senior leadership programs often involve project work, which can be focused on addressing real-world challenges facing the organization. This can result in tangible benefits such as improved processes, cost savings, and increased revenue.

Senior leadership programs help top managers and organizations to build a strong pipeline of future leaders and managers and foster a culture of continuous learning and development.

It’s a growth strategy and helps secure the future of an organization!

What senior managers think about change management skills

Not every senior leader, manager, and all senior executive is aware of their impact on the entire organization. Senior leaders manage a variety of people and come from different backgrounds, bringing culture, knowledge and new ideas to the table.

Top leaders want to deep dive and seize an opportunity for a learning experience shared with other top managers.

How to make other managers successful

As a leader, new-found skills from a senior leadership program or cohort will trickle down to other managers and team leaders in their organization. When leaders learn to lead better, everyone wins!

Tips for senior leadership

Our best tip? Improve upon your senior leadership knowledge by immersing yourself in a deep-learning program.

Put your leadership capabilities into practice. Practice what you are learning to attain competency.

Do this with

skill drills
peer coaching
team coaching
ongoing group work
professional one-on-one coaching
and more.

How to overcome complex challenges in business

Most senior executives and even some c-suite executives experience complex challenges at one time or another. To overcome business challenges, it’s important to start by understanding the problem and its root causes. This may involve gathering information, analyzing data, and seeking input from relevant stakeholders, teams and managers.

Once a clear understanding of the challenge has been found, it’s time to develop a strategic plan, leverage resources and expertise, and implement solutions that address the problem at its core. Throughout the process, it’s important to stay agile, remain open to feedback, and adjust your approach as needed to ensure long-term success.

Problem management and conflict

Conflict is a fact of life. Senior executives who see conflict as a source of energy for their team rather than bad news, win. Resolving conflict should be a skill in the wheelhouse of any good leader, yet even some of the most senior leaders shrink back from conflict and don’t know how to resolve the issues at hand.

Plan for the unexpected (crisis leadership) – it’s one of the most important senior manager skills

Bye-bye 2020! How did you fare during the pandemic and ensuing crisis? How were your leadership skills tested? Did executive leadership at your organization have a strategic plan to put into action during times of conflict, or were you left standing without a plan, and without support?

During times of conflict, organizations can either seize opportunities to rise or let down their entire team and organization. Being prepared now for the next crisis could be as straightforward as signing up for a Senior Leadership Program!

Study and improve your organizational communication

We all communicate. Some do it better than others. An organization’s success is directly tied to the critical skill of communication.

Communication makes a big difference in how much success your teams, your managers, your leaders, and every single business unit in your organization has. If everyone works in silos, your organization is doomed.

The work of businesses, government offices, and many kinds of human activities are not done individually but by teams. Without effective communication, your entire team breaks up.

Become great at asking questions (and listening)

Those already in a senior leadership role at their organization, understand the importance of drawing on self-reflection, and clear objectives to ask the right questions to get the right answers.

Listening is a critical skill, that can make or break a senior leader and their teams. Listening is argumentatively the most important senior leadership skill to improve on as communication provides the c-suite with the ability to learn from their teams.

Improving communication skills

TeamCatapult uses and teaches David Kantor’s Four Player Model of communication in its workshops. This model is the basis for all effective dialogue.

We use this communication model to teach Structural Dynamics to team leaders, agile coaches general managers, facilitators, and executive leaders.

David Kantor’s four-player model

According to this model, all conversations between individuals can be coded into one of four actions:

Move: A move initiates an idea, action or direction in communication for getting the conversation started. You can think of this as setting the flow of the conversation in a particular direction.
Follow: A follow continues the direction (or flow) of the conversation, and in doing so, it supports a move. A follow does not always mean agreement; sometimes it can further inquire about a move.
Oppose: An oppose challenges or disagrees with the idea, action or course of the discussion. It pushes back, corrects and/or offers an alternative perspective.
Bystand: A bystand notices what’s happening and articulates that awareness (without moral judgment). It adds a neutral perspective for the good of the team, plus it helps the team see what’s happening and how they’re operating. You can also bystand yourself by telling the team how you’re feeling, what you’re curious about, or something else you see in yourself.

The ability to have effective dialogue

In order to be in an effective dialogue, all four actions of the Four-Player Model must be present and active, meaning that someone is actively bringing those actions into the conversation.

What happens in person, when conversations become ineffective is that there is often one or more actions that are missing from the conversation.

Develop your emotional intelligence (EQ)

Developing your emotional intelligence (EQ) can improve your communication skills, help you navigate complex social situations, and increase your ability to empathize with others.

By understanding and managing your own emotions, you can build better relationships with colleagues, friends, and family, leading to greater personal and professional success.

Communication and presentation skills

A senior manager should have good interpersonal skills.

In a company that has a strong management system, persuasiveness is key and should be embodied throughout communications.

If you need to develop better communication skills, take classes in communication or join a leadership program!

Key senior leadership skills that leaders need to succeed

Senior leadership skills that leaders and managers need for success can include the following business skills:

Self-Awareness
Self-Reflection
Self-Assessment
Communication skills
Adapting to Change
Curiosity
Conflict Resolution

Self-awareness as a leadership skill

Self-awareness is a critical leadership skill that involves understanding your own strengths, weaknesses, and biases. By cultivating self-awareness, leaders can better understand their impact on others, make more informed decisions, and communicate effectively with their team members.

Self-reflection as a leadership skill

How often do you examine your own thoughts, behaviors, and actions? By practicing this skill, leaders can identify areas for improvement, learn from past experiences, and make more informed decisions that benefit both themselves and their teams.

The best leaders self-assess

The best leaders are those who are willing to take a critical look at their own performance and team strategy. By regularly assessing their own strengths and weaknesses, senior leaders can identify areas for improvement, set goals, and continuously develop their skills and a new strategy to better serve their team and organization.

Communication skills are a leadership strategy

Communication skills are crucial leadership skills. All managers, leaders, new leaders, and senior leaders, need to communicate their vision, goals, and expectations effectively to their team members.

Effective communication involves actively listening to others, providing feedback, and adapting your communication style to different audiences.

Good communication can help to build trust, strengthen relationships, and improve collaboration within the team.

Ultimately, strong communication skills enable managers and leaders to inspire and motivate their team members to achieve their full potential and work towards shared goals.

Leaders who are missing a clear communication strategy would do well to seek out additional training to gain this skillset.

Why senior leadership needs to adapt to change

Adapting to change is an essential skill for leaders as change is a constant in today’s dynamic and fast-paced business environment.

Leaders who are flexible and adaptable can respond quickly to new challenges, identify opportunities, and adjust their strategies accordingly.

Adapting to change involves being open to new ideas and perspectives, as well as being willing to take calculated risks to drive innovation and growth.

Competent leaders and managers recognize the importance of adaptability and create a culture that encourages experimentation, learning, and continuous improvement.

Great leaders are curious leaders

Great leaders are curious leaders who have the desire to learn and explore new ideas. They ask questions, seek out different perspectives, and actively seek feedback to continuously improve themselves and their team.

Curiosity helps leaders identify opportunities, solve problems, and make more informed decisions.

Curiosity fosters a culture of learning and growth within the team, inspiring team members to take initiative, share ideas, and continuously improve their skills.

Why leaders need conflict resolution skills

Leaders need conflict resolution skills to effectively manage disagreements or conflicts within their team or organization. Conflict resolution skills are senior leadership skills!

Effective conflict resolution can help to build stronger relationships, improve collaboration, and enhance productivity, whereas poor conflict resolution can lead to tension, reduced morale, and negative outcomes for the organization.

3 ways to gain key senior leadership skills

Seek out opportunities for leadership development, such as training programs, executive coaching, and mentorship.
Look for challenging assignments that allow you to take on responsibilities and develop your skills. This may involve taking on a leadership role in a project or initiative or volunteering for a cross-functional team.
Build relationships with senior leaders in your organization and seek their guidance and feedback. This can help you gain insights into the skills and attributes that are most valued in leadership roles, and provide opportunities for networking and career advancement.

Where to look for opportunities for leadership development

There are several places to look for opportunities for senior leadership development. They include the following:

Your employer: Many organizations offer leadership development programs, such as training courses, coaching, cohorts, and mentoring.
Professional associations: Industry-specific associations often offer leadership development opportunities, such as conferences, workshops, and networking events.
Online courses and programs: There are many online courses and programs that focus on leadership development, and many are available for free or at a low cost.
Volunteer work: Volunteering for leadership roles in community organizations, charities, or other non-profits can provide valuable experience and skills.
Personal development: Reading books, attending webinars, or listening to podcasts on leadership can help you develop your skills and knowledge on your own time.

Where to look for challenging assignments as senior leaders

There are several places to look for challenging assignments that allow you to take on new responsibilities and develop skills and your skills, for senior leaders general managers, and senior executives:

Within your current job: Look for projects or initiatives that require you to step outside of your comfort zone, take on more responsibilities, or work with different teams or departments.
Cross-functional teams: Volunteer to join a cross-functional team or task force within your organization to work on a project or initiative that involves different departments or functions.
Professional organizations: Participate in professional organizations related to your field of work and seek out opportunities to take on leadership roles or participate in projects.
Volunteer work: Volunteer for leadership roles in community organizations, charities, or other non-profits where you can take on challenging responsibilities and develop your skills.
New job opportunities: Consider looking for new job opportunities that offer opportunities for growth, learning, and development.

How to build relationships with senior leaders

Building relationships with fellow senior leaders looks like this:

Seek out opportunities to work with them: Volunteer for projects or initiatives where you can work directly with senior leaders in your organization.
Attend networking events: Attend networking events, conferences, or other professional development opportunities where you can meet and connect with senior leaders.
Seek mentorship: Ask a senior leader to be your mentor or seek out a formal mentorship program within your organization.
Ask for feedback: Ask senior leaders for feedback on your work, seek their advice on career development, and take their feedback into consideration.
Be proactive: Take the initiative to introduce yourself to senior leaders, reach out to them for a meeting or coffee, and stay in touch by sharing updates on your work and accomplishments.
Show your value: Demonstrate your value by consistently delivering high-quality work, taking on new responsibilities, and being a team player. Senior leaders are more likely to take notice of those who consistently perform well and add value to the organization.

The best way to build relationships with fellow senior leaders

We have found that being part of a long-term cohort, a learning journey, is by far the best way to build relationships with fellow senior leaders.

Our cohorts last 8-9 months and include weekly group calls, 5-day remote residential, a capstone project, individual professional team leadership coaching, reading and journaling, and last but not least, small group calls.

Combining all of these ways to interact and build relationships with senior leaders is the best way to grow your own senior leadership skills too.

Strategic thinking, acting, and influencing

Strategic planning – and thinking, acting, and influencing – are essential qualities that senior leaders must possess to drive their organizations toward success.

Senior leaders with strong strategic thinking skills can anticipate changes in the market and develop long-term plans to ensure that their organization is well-positioned to take advantage of emerging opportunities.

Team inspiration is directly tied to successful leaders

Senior leaders who are effective actors can inspire their teams and bring their vision to life by aligning their resources with their strategy.

Senior leaders who can influence others can gain buy-in and support for their initiatives, which can help drive the success of the organization.

Those leaders who excel in strategic thinking, acting, and influencing other behaviors are better positioned to lead their organizations to succeed in today’s rapidly changing business environment.

Learning agility

For the experienced leader, the use of new skills can be critical for success as well.

Understanding their experience is important to them even if they are expanding their roles. For some veteran managers, it becomes a standard routine.

But the idea of trying and assuming that one can achieve anything is dangerous. It is sometimes challenging when an executive is able to change direction. Being a flexible learner remains a vital leadership skill for all levels.

Embrace that people leave managers, not companies

The saying “people don’t leave companies, they leave managers” is so true. it also highlights the importance of strong leadership and management in employee engagement and retaining employees.

While you as a company and managers may offer great benefits and opportunities, a bad manager can create a toxic work environment that causes employees to seek employment elsewhere.

Companies should prioritize investing in leadership development and ensuring that managers and senior executives themselves are trained to create positive and supportive work environments.

Hone intellectual skills

What leader doesn’t want to hone their intellectual skills? It will enhance your ability to think critically, solve problems, and make sound decisions.

By engaging in activities that challenge your mind, such as reading, learning new skills, and participating in debates or discussions, you can strengthen your cognitive abilities and improve your overall cognitive function.

A well-established Leadership Program does all of this, and more!

A strategy to help new leaders succeed

If you are a growing and expanding organization with new leaders, encouraging them to enroll in an in-person program should be high on your list.

Allowing new leaders to participate in an in-person learning experience is a great way to ease anyone into their new roles as senior leaders and executives.

In-person programs bring together a group of other senior executives and leaders raising awareness as to what skills are needed to succeed in business and in as a senior leader and executive. It’s a solid strategy for creating new leaders among your managers and team leaders.

Seek regular feedback from your team

Seeking regular feedback from your team can help you identify areas for improvement, build trust and transparency, and promote a culture of open communication within your organization.

Actively listening to your team’s feedback should play a key part in your organization’s success formula.

Take action on your managers’ and teams’ suggestions and create a more productive and engaged team that feels valued and supported.

Create a great culture with the example you set every day

Creating a great culture starts with the example you as a senior leader set every day. As leaders or team members, your actions and behavior can have a significant impact on the overall culture of your organization.

Modeling the values and behaviors you want to see in others, inspires and motivates those around you to do the same.

Overall organizational behavior is paramount. As a senior leader, create a positive and productive culture that fosters collaboration, creativity, and growth.

Avoid the pitfalls that create toxic work cultures

Toxic work cultures can be detrimental to employees, senior leaders, and the organization as a whole.

To avoid these pitfalls, it’s essential to foster a positive and respectful work environment. This can involve setting clear expectations for behavior, addressing conflicts and issues promptly, and promoting open communication and feedback.

Prioritize the well-being and satisfaction of employees, and organizations and create a culture that supports productivity, employee engagement, and overall success.

Preparing senior leaders to deal with challenges

Preparing senior leaders to tackle challenges to help their teams succeed is a critical task for organizations that want to remain competitive and agile in today’s rapidly evolving business landscape.

As organizations face increasing challenges, it is crucial to equip senior leaders with the necessary skills and knowledge to navigate these challenges effectively.

What do senior leaders need to succeed?

Senior leaders need a combination of skills, experience, and personal attributes to succeed in their senior leadership roles now. If they do not have refined these skills, or find them lacking while leading, it is good leaders’ time to hone these skills.

Strong communication and interpersonal skills, the ability to manage and lead teams effectively, strategic thinking and problem-solving abilities, and a deep understanding of their industry and organization are all skills senior leaders use on a daily basis.

Senior leaders must possess qualities such as integrity, resilience, and adaptability, which enable them to navigate complex challenges and make sound decisions in the face of uncertainty.

Continuous learning and development are crucial for senior leaders to stay ahead of the curve and drive meaningful impact in their organizations.

Help your new leaders achieve success

Where does the responsibility for helping leaders be successful lay?

A fresh start with a new company team means onboarding new managers and leaders within your team. Why not set them up for success?

Leaders are successful with an investment of time, and perseverance – as an organizational leader, be the voice in the crowd prepared to support them.

What do leaders learn in a leadership course?

Leaders can learn a wide range of skills and practices that are essential for effective leadership in a leadership course or Executive Leadership Program.

These can include communication and interpersonal skills, conflict resolution, strategic thinking and decision-making, emotional intelligence, and change management.

‘Leaders may also learn how to build and lead high-performing teams, develop and implement successful business strategies, and drive innovation and growth in their organizations.

Leadership courses often emphasize the importance of self-awareness and continuous learning, encouraging leaders to reflect on their own strengths and weaknesses and to seek out new opportunities for growth and development.

A senior leadership program is an investment in leadership

Providing senior leaders with targeted training programs, mentorship opportunities, and exposure to real-world challenges through simulations and other experiential learning opportunities in an investment in leadership and business growth strategy.

By investing in the development of senior leaders and in their c-suite executives and upper management themselves, organizations can ensure that they have the necessary leadership skills and knowledge to tackle challenges and drive the success of their business units within the organization.

How to best choose a senior leadership program

When choosing a senior leadership program, it’s important to consider your personal and professional goals.

If you’re seeking to develop your senior leadership skills, look for programs that specifically focus on these areas.

Similarly, if you’re looking to build self-awareness, search for programs that offer assessments or coaching in this area.

It’s also important to consider the program’s fit with your business unit or industry, as some programs may be more relevant than others.

Finally, consider the program’s delivery method and content, as different programs may cater to managers in different ways.

Ultimately, the best executive leadership program for you will depend on your specific needs and goals, so take the time to research and compare options before making a decision.

What not to do when choosing a senior leadership program

When choosing a senior leadership program, it is important to avoid some common pitfalls that can hinder your success.

One of the most significant mistakes is to choose a program solely based on its reputation or brand name, without considering whether it aligns with your personal and professional goals.

Furthermore, it is crucial to avoid programs that do not provide a clear and structured curriculum, lacks experienced faculty, or have a poor track record of outcomes.

Finally, it is important to avoid programs that do not provide opportunities for networking and collaboration, as these can be crucial for building relationships and learning from other professionals in your field.

Is a senior leadership program worth the investment?

Participating in an executive leadership program can be a worthwhile investment for professionals seeking to develop their leadership skills and for the organization and business unit they work for!

These programs can provide participants with valuable knowledge and insights into specific tasks or industries, as well as opportunities to build self-awareness and senior leadership skills.

Executive leadership programs can offer benefits to entire business units or organizations, by developing a pipeline of strong leaders and fostering a culture of continuous learning and development.

The value of an executive leadership program may vary for different individuals and organizations, depending on their specific needs and goals.

Managers and professionals considering an executive leadership program should carefully weigh the potential benefits against the cost and time commitment involved.

Leading in High Stakes: Senior Leader Edition

Senior leadership programs are a powerful tool for professionals looking to take their leadership skills to the next level.

With their focus on developing self-awareness, senior leadership skills, and adaptability to change, these programs can help individuals become more effective and successful leaders.

One such program that embodies these qualities is “Leading in High Stakes” by TeamCatapult, which provides a unique 4- month journey.

The format prioritizes:

Learning through peer collaboration and shared experiences
Keeping it real – with real-life challenges from your work
Creating a trusted, confidential, and authentic learning environment
Hearing diverse perspectives and thinking
Creating a cadence that balances space for selfreflection, learning, and taking action

The environment we will create together results in:

Increased accountability
New insights
Applied learning opportunities.
Strengthened peer relationships.

Curious? We invite you to learn more.

3 Ways You Can Help Increase Collective Team Performance

As a leader or an Agile leader, you are part of a fast-paced and dynamic work environment. As the leader, is team performance a critical measurement of your overall success? We think so!

In addition to your success as a leader, stakeholders want to see a continued increase in team performance, because… let’s be honest, who wouldn’t want to? If you are the leader of an agile team, may I assume that collaboration, flexibility, and continuous feedback are already fostered on a daily basis? How then can you influence and contribute to an increase in collective team performance?

In this article, we will explore three key strategies that you can implement that will increase collective team performance, including clear communication, team collaboration, and continuous improvement.

These approaches help leaders like you build high-performing teams that are capable of delivering exceptional results in a rapidly changing world. We know this to be true because we train people like you in our workshops and cohorts to be better team facilitators, better communicators, and better leaders.

Improve Collective Team Performance with Clear Communication

Clear communication is essential for improving collective team performance in any team environment. Agile principles emphasize the importance of collaboration and open communication between team members, as well as between the team and stakeholders. As a leader, you can promote clear communication by establishing a company culture of transparency, encouraging active listening, and promoting open and honest feedback.

By using tools such as:

daily stand-up meetings
team retrospectives
regular check-ins

leaders can help ensure that everyone is on the same page and working towards a common goal.

By not only promoting but modeling clear communication yourself, you build trust and alignment within your team. To start, have ‘thinking together’ conversations.

Improve Collective Team Performance with Collaboration

Collaboration and team building activities are two ways to improve team performance and go hand in hand. As the leader of any team, it’s of the utmost importance to organize team-building activities, consistently encourage collaboration within the team, and create a space for planned idea-sharing times. In other words, create a positive, safe, supportive work environment, aka an inclusive work culture.

In addition, fostering regular and clear communication between teams and stakeholders can help to build trust and alignment all around, leading to more effective and efficient decision-making.

By prioritizing collaboration along with clear communication, leaders can help to drive innovation and creativity, and increase overall team performance.

Improve Collective Team Performance with Continuous Improvement

After clear communication and collaboration, continuous improvement is the third key aspect of leadership and a key factor in improving collective team performance. By embracing a growth mindset and continuously seeking ways to optimize processes and workflows, teams can stay ahead of the curve and continuously improve their performance.

As the team leader, you promote continuous improvement by encouraging the following within your team.

Experimentation
Providing opportunities for skill development
Fostering a culture of learning

Leaders who help their teams stay adaptable, innovative, and always striving for excellence have some of the best-performing teams and a high rate of employee retention and satisfaction, too!

Are You Unintentionally Hindering Team Performance?

You *might* be the culprit and hindering your own team’s performance. Do you want to find out if your team is underperforming partly because of your leadership?

Read this article about team collaboration at its best and worst. TeamCatapult helps leaders like you (and teams like yours) increase their performance. Curious about what that looks like?

Start here.

How Interrupting a Pattern of Behavior Helps Conversation Flow!

Conversations are an essential part of our daily lives, and they play a crucial role in building and maintaining relationships. However, sometimes conversations can become stagnant, and the flow can be interrupted by patterns of behavior that prevent open and honest communication.

Whether it’s the tendency to interrupt, dominate the conversation, or avoid certain topics, these patterns of behavior can create barriers to effective communication.

The Case Study: Setting the Stage

In this story, the leader of an organization recognizes that the current approach to a reorganization is not working and is causing resistance and opposition among his team. He decides to try something different and interrupts the pattern by taking a break and listening to the team’s concerns.

This shift in approach leads to a more productive conversation and a greater willingness among the team to engage in co-creating solutions to their challenges. The leader’s actions demonstrate the power of suspending one’s own point of view and actively listening to others in order to create the conditions for change to occur.

The Story Starts Here: Leading a Reorganization

There once was a leader who was leading a re-org in his organization. He had been working with me for a while as part of the organization’s transformation process because he recognized that there were a lot of entrenched behaviors — including his own — that needed to shift if the re-org was going to be successful.

Then, one day, he was in a meeting that was going in the exact same direction as meetings had been going for weeks: it was heated and he was on the defense team. He was caught in a familiar pattern of explaining, justifying, and trying to convince others of his perspective and help them to see his viewpoint of why the reorganization was needed.

Recognizing a Pattern of Behavior

But on this day, in the heat of the moment, he had a moment of noticing. First, he noticed that he was in a familiar pattern. Then he noticed that the pattern was him digging in his heels, defending his point of view, and getting into a heated debate with his team.

This was his aha! moment.

He then decided to move through the steps of the “pattern interrupt” he’d been practicing with me in coaching sessions.

First, he called for a brief break and he got up and took a walk around the building. Then, when they reconvened, he sat down and acknowledged that he was defending what he believed to be right. And then he voiced his decision to shift into the mode of curiosity.

He shared with the team that he was going to listen. He was actually going to pause his active participation in the meeting so that he could really listen to what they were saying.

He moved to the back of the room, and he asked them to resume the conversation they were having previously about their concerns. The team began to talk with one another again, sharing the risk they saw, the personal impact this org change would have, and the individual fears that everyone shared. They also talked about the deep pain and frustration they had been experiencing because they felt like none of their concerns had been heard even after multiple weeks of trying to share them.

The Power of Pausing and Listening to Interrupt a Pattern of Behavior

After 45 minutes of listening, the leader re-joined the conversation and shared what he had heard. For him, it had been deeply moving and it radically shifted his understanding of what was happening to them. They weren’t just resisting his viewpoint, they were feeling totally unheard in their viewpoint. So, he apologized for the impact he had been having on the team, acknowledged the hurt and pain, and shared how he totally saw what they were seeing now.

When he finished sharing his experience of listening to them – one by one each leader leaned into the conversation and said ‘I’m in, let’s do this…’

A Defining Moment of Leadership

The executive would later share with me that it was the most profound moment of his leadership and that he didn’t really understand what he had done.

Here’s what I told him happened. You suspended your point of view long enough to hear their perspective and experience. By doing this, you brought the real conversation in the room – it actually wasn’t an opposition to the re-org as much as it was opposition to not having their concerns addressed.

By the leader’s action, people felt seen and heard, and were ready to engage in co-creating solutions to some of their challenges instead of resisting and blocking the change.

Creating Space for Change to Occur

This is the power of the conversation. It had created the space for change to occur, it helped people feel seen and heard so that they could buy-in to the change.

There had been a pattern established by the leader resisting their perspectives. He was advocating rather than inquiring — defending rather than suspending. As a result, the concerns of the group continued to persist in the form of roadblocks and opposition. And what you resist ALWAYS persists.

Once this leader had shifted the course of the conversation by starting to inquire more, when he recognized that it was time to stop resisting, …something new happened.

By creating the conditions for change to really happen, he was able to lead the change within his organization in a radically different and more effective way.

When You Are Stuck, Try Interrupting Your Pattern of Behavior!

Interrupting patterns of behavior is a powerful tool for improving the flow of conversation and enhancing the overall quality of our interactions with others.

Next time you find yourself stuck in a conversation or relationship that is not flowing well, try interrupting your pattern of behavior.

This can be as simple as taking a pause by stepping away, changing the subject, or listening more actively. By interrupting these patterns, we can create new opportunities for growth and connection with others.

Remember, effective communication is not about being perfect, it’s about being open and willing to make changes when necessary.