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Coaching High Performing Teams Leadership Legacy Personal development Resilience

Just completed a 6 week resilience team coaching during the pandemic

Building TeamResilienceJust completed a 6 week resilience training with Phil Crenigan a leading executive coach and my team. I have personally worked with Phil for many years as a business coach, so the opportunity for team coaching during covid19 on resilience was a unique opportunity.  There were many learning’s from our journey.  

Three weeks into working from home the team were overwhelmed by workload due to covid19 and the many challenges Covid19 posed. The resilience team coaching was timely as they faced new challenges working from home, concerned for family overseas, financial challenges and motivational issues.  The team shared vulnerabilities, what they were implementing from their leanings on the resilience g training, they supported each other and trust was built.  Patrick Lecioni would have been proud of us. 5 Dysfunctions of a team

Personally there were many reflections, honest conversations with myself and recognition of what was needed to move forward. 

  1. Developing resilience means I can move on quicker from situations that challenge me, spend less emotional energy on catastrophizing, and move to action swiftly.
  2. Building trust in the team is critical for people feeling comfortable talking about something that is so personal. The team have been amazing at sharing and supporting each other
  3. Doing the self-assessment on resilience, I started by putting top marks in all the boxes. That is not being honest with myself. When I revisited I realized I need to ask for Support more.
  4. Tools that I learned or re learnt:
    1. When catastrophizing, what is the worst that can happen?
    2. Asking for help more, working with peers and people outside the team
    3. Greeting people in the lift, supermarket, waiting for a coffee: Lighting up their day
    4. Revisit the team feedback about what I do well, keep doing it

Team coaching is critical to bringing the team together and during Covid having a forum to learn together really makes the difference.  Resilience is critical during these uncertain times. Even if you think you can handle uncertainty well, there is always room for improvement. 

I can recommend Phil’s Resilience team coaching as a way to build trust, accountability and most of all Resilience in the team.  https://www.execturningpoint.com/

Categories
Book Quotes Coaching Entrepreneurship Influence Personal development Strategy

The Challenger Spirt

This book was given to me by one of my team. I love reading and learning, so there is no better gift.

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The Challenger Spirit book written by Khurshed Dehnugara and Claire Genkai Breeze, is a book written before its time. The key to being a challenger is ‘does it have to be like this?’ https://relume.co.uk/the-challenger-spirit/

Claire starts with two lasting influences on her life ‘your work is your love made visible’ by Khalil Gibran and the 5th century Philo ‘be kind, for everyone you meet is fighting a great battle’

The book is full of gems and sections of questions to ask yourself, very thought provoking. The highlights for me:

  • Our sales teams are service oriented with up selling and cross sale being a spin off from a conversation rather than the purpose of the conversation.
  • Establishment leaders v’s Challenger Leaders: Establishment leaders have four blindfolds: Arrogance, Avoidance, Agreement and Antagonism. The book describes each one and how it shows up.
  • Challenger organisations and their leaders are more likely to fail when they imitate rather than disturb their establishment competitors. They fail when they default to what is already known to be successful.
  • The process of constant feedback and alteration in your brain only begins to slow down in your eight decade
  • Once you have made some positive and bold choices created your dream together and engaged people in it, the uncertainty of the environment quickly becomes much easier to navigate

The chapter on growing old disgracefully is all about staying lean and hungry. And what good looks like: say what you believe regardless of political implications. The way you deliver it is the key to success as I have learnt over the years in corporate.

I have always been a challenger, in every aspect of my life. I live by the saying “if it not scary its not worth doing’ and my purpose is all about challenging others to operate outside their comfort zones.  

This book is all about how to challenge well and even when the norms of the establishment look like a better way to get on in your career, staying true to what you believe and your values is the right thing to do and always deliver the best outcome for your company.

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Coaching Judgement

Difficult conversations

A new employee in the team a few years in full time work shared with me his concerns about having difficult conversations. He said he is not looking forward to the conversations I have to have with various customers. I was curious as to why, he said they are really difficult you are sharing information with the customer, they really don’t want to hear.

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I asked how did the customer respond when I delivered the news around the real challenges not perceived challenges by the customer in a customer meeting a few days prior to the catch up. He responded the customer was really appreciative of you sharing your insights.

Trust is built when we share insights and information that the recipient has not considered.

My belief is that I have a duty of care to provide information that has not been previously considered, so better outcomes can be achieved.

The new employees perception and beliefs play a big part on the approach. He felt very uncomfortable with the information being delivered, he saw it as challenging. The frame of reference for him was delivering bad news, mine was delivering important information to help them be successful.

The same is true when we have performance issues with employees. When we approach it in the frame of mind, I want to help and ensure success, as opposed to you have let me down, your message lands in a supportive as opposed to judgmental way.

What is you intention when approaching a difficult conversation?

Is the intention one of support and advice? If yes go ahead, if no, rethink your own intentions and take the time to approach at a time when you are in a better mind set to have the conversation.