Tracey Britton

Tracey Britton has more than 10 years of experience in training, program design, managing teams, and diversity and inclusion work. Tracey balances an extensive background in facilitation, and community engagement with a unique ability to build relationships, communicate genuinely and make a lasting impression. Her professional experience began as a college soccer coach, where she helped lead Division I Syracuse University to the top 25. Upon relocating to the Boston area in 2005, Tracey put her skills and talents to use in a variety of roles centered on youth development and cultural competency. Most recently, Tracey designed and implemented programs and trainings for the Office of Institutional Diversity and Equity at Northeastern University, where she excelled at creating programs that supported faculty, staff, administrators, students and local residents.
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Recent Posts

Do You Actually Want Your Workplace Culture to be Strong?

Posted by Tracey Britton on Feb 12, 2016 9:23:10 AM

How strong is your workplace culture? Very strong? Is that a good thing? "Strong" is a word you’ll often hear championed in the workplace, and if you ask executives if they want different aspects of their company to be strong they’ll nod vigorously in response. But "strength" is a modifier: strong growth, strong quarterly reports; strong recruitment. You’ll get a more tepid response from executives when you mention strong competition, or strong staff turnover rates. So while you may want a strong culture, it’s just as important that it's a positive culture.

When evaluating your culture, you need to determine where it lies on two axes before you decide where you want to move it.

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Topics: Organizational Culture, Workplace Culture

Culture Change: A Sticky Issue

Posted by Tracey Britton on Jan 5, 2016 2:56:15 PM

Unless you are starting it from scratch, your company comes with its own culture already baked in. And that culture is sticky – it can seem intractable. In some instances this works to your favor, such as when good characteristics are there for good. But sticky culture presents challenges. If things like how people are treated, character traits that are, or are not, valued, or internal competition are negatively persistent, you could have a major culture challenge. You can and should work to change any negative aspects of culture, but it takes time, and long-lasting change is incremental. It pays to be patient. Recognize what needs to change for your organization to thrive, make a plan for how it will change, and be the biggest advocate you can for that plan. Enlist the support of others. Promote your plan in private discussions and public forums. And celebrate the small wins.

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Topics: Organizational Culture, Workplace Culture

Power to the People: The Meeting Attendees' Bill of Rights

Posted by Tracey Britton on Nov 12, 2015 3:56:33 PM

Meetings shouldn’t be awful. It’s this stance that has led some organizations to throw off the shackles of ambiguous meetings, which tend to be short on details and long on time. In response, they’ve come together to implement a Meeting Attendees' Bill of Rights. And if those rights aren’t respected, they have the right to leave the meeting.

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Topics: Teamwork, Time Management

The Myth of Zero Conflict and Successful Teams

Posted by Tracey Britton on Oct 22, 2015 9:19:10 AM

In this series of blog posts we'll share some of our research and insights into four myths about teaming: luck; weak links; zero conflict; and success is the deliverable. Today, we're talking about zero conflict.

There’s a pervasive myth that high performing teams are well oiled machines, which glide along with no friction or internal strife. In reality the most successful teams are among the most combustible and prone to conflict, and may fight as often and as intensely as some of the lowest performing teams. But there are two differences between those teams in conflict that are high performing, and those for whom conflict is a symptom of low performance. First, high performing teams actually address the problems they face. Second, their conflict leads to progress.

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Topics: Teamwork

Precision in Workplace Communication: Important vs. Urgent

Posted by Tracey Britton on Oct 1, 2015 3:24:57 PM

The words we use to express ourselves in the workplace dictate so much of what gets done and when it gets done. If you send a colleague a draft of a report you need back Wednesday by noon at the latest, you wouldn’t ask them to return it “sometime mid-week,” because if it arrives Thursday at 9:00 am, that’s too late. It’s about precision. But our vocabulary can get sloppy, and in today’s fast paced work world there are two words that are conflated constantly: urgent and important.

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Topics: Time Management, Workshops and Training

Face Your Biggest Workplace Challenge with the Help of a Leadership Coach

Posted by Tracey Britton on Aug 27, 2015 11:42:33 AM

Whether it’s public speaking, writing, managing others, giving feedback, or receiving feedback, we all have an area in our work lives that we don’t enjoy, and avoid at all costs – and it can impact the way we progress in our careers. At Edgework Consulting, we love the challenge of working with coaching clients to help them face and overcome these obstacles. We call it getting to your stretch zone – that area beyond your comfort zone but before you get to your panic zone. It’s safe in your comfort zone and terrifying in your panic zone; but there’s the tiny area between the two where growth happens. You’re still safe, but looking over that ledge you’re seeing possibilities you never imagined. A good coach can get you to your stretch zone, and act as a safety, giving you the confidence to lean further over that ledge by knowing that someone will be there to grab your hand should you slip; it allows you to lean a little further, see more, and take that step into the unknown.

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Topics: Leadership Coaching

4 Benefits of Learning and Development Programs

Posted by Tracey Britton on Aug 24, 2015 8:40:00 AM

Training, education, learning and development – whatever you call it, a training program for your team will help them work more effectively as a unit. But it’s more than just that – good learning and development programs help teams with cohesion, growth, and problem-solving. Here are four ways your team can benefit from an intentional training program.

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Topics: Workshops and Training