While you are reviewing business achievements, are you also holding a leadership team review and feedforward together within the team? What did this team LEARN over the past 6 months ? How can this team strenghten its COLLECTIVE LEADERSHIP in the second half of the year?
These findings kind of intrigued me: First, 17% fully engaged when belonging to a team, hum, isn’t this sad and a clear Leader’s call for action?Not only this is about the questions you need to ask in your organisation, it’s also about your authentic curiosity to listen to the answers and your true dedication to fundamentally initiate real shifts and follow on implementation.
Then, no surprise that deep trust in the Team leader significantly raises engagement level. On the other hand, is 45% the mark you would hope to achieve then?
Lucky you if you think you can disregard and/or discredit these results, comfortable to fully trust the “It’s certainly better around here, in our organisation”.
Or are you open, courageous and confident enough to face what the facts and figures could potentially look like in your organisation? And explore with a team coach how trustful relationships and connections in the team can be designed and supported to achieve a higher engagement and therefore team performance? Let us talk if you are willing to explore !
My understanding of my role as facilitator and executive coach is to support the leadership Teams I work with to have the conversations they wouldn’t have otherwise, starting by creating a safe place for them. This article gives you some tips on how you can do this when your facilitator /team coach isn’t there.
How do you think your next Leadership Team meeting would go if you also include the following questions:
– What do you think I need to know?
– Where are you struggling?
– What are you proud of?
Enjoy the safe place!
Are you leading a purposeful organisation?
( “Purposeful organizations= where leaders bring the stated purpose to life through behaviors.”)
If not sure, read how to:
What is the one question you can keep on asking to your key leaders to close the gap and foster an environment in which CURIOSITY will be lived?
If not, what do you need to do differently?