"All of these major changes in organizational life and business are raising powerful questions about what a team can and should do. Today’s high performance team cannot just focus primarily on its producing. A high performance team gives equal, if not more, attention to how it provides for its team members."
We're throwing the doors open at Edgework Consulting in 2016, offering some of our most popular materials in open enrollment workshops. For those of you curious about seeing an Edgework Consulting workshop live, this is a great opportunity. Each workshop will be held at our headquarters in Boston's Financial District. Our next one is Giving & Receiving Feedback. Here are the details:
A positive culture can drive growth, increase retention, spur productivity and inspire creativity. A negative culture can lead to disillusionment, reduced engagement, and send good team members and promising talent heading for the exit. Here are three reasons to invest in building a positive culture for your company.
Culture change is difficult. Organizations, big or small, have many moving parts, and culture exists in each part of an organization. To succeed, it pays to have a plan, but before you plan, it's helpful to understand how culture takes hold. If you want to be an agent of culture change, keep these four guiding principles in mind.
The length of meeting should be determined by what needs to happen, not by how much time is available. Different people, different topics, and different decision making processes mean that each meeting is unique. Despite the differences, almost every meeting is scheduled in the same half-hour increments. When sending a meeting invite to your team, you’re stuck deciding between two imperfect options. Your mouse may hover on 30 minutes as you think “well, I guess we don’t need a decision until next week…”, then it scurries to 60 as you consider “…but Jason is traveling until Tuesday...”
Negative feedback, passive aggressiveness, and a steady stream of departing employees are all symptoms of something rotten in a workplace culture. For otherwise thoughtful, productive people, a negative workplace culture causes stress, stifles productivity, and communicates that a long-term career in the company is not likely to be possible. When people start to leave the team and productivity starts to slump, acknowledging that something is wrong is an important first step. But then comes the hard part: what do about it.
Remote teaming is still teaming, and whether you’re new to the remote game, grappling with the decision of working remotely, or have been working remotely for a while, communication with your teammates remains key. In our research on remote teaming, we've found these those who excel at remote communication share these four characteristics.