Strengthening Team Collaboration

On the best teams, people don’t feel pressure to fit in. They feel valued for what makes them stand out. Here are a few ways to create a culture where diverse perspectives are encouraged and celebrated. 🤝 To prevent groupthink and make it easier for everyone to chime in, split into duos for discussions and then do share outs with the larger group. 💬 If you see someone get interrupted, jump in and ask them to continue sharing. This sets a norm of letting people finish their full trains of thought. ✅ Make an “It’s okay to…” list. As a group, write down things teammates should not hesitate to do. Think, "Ask why, and why not" or "Flag a potential problem." And remember: If everyone on your team agrees on everything, all the time, you're probably not coming up with innovative, broadly accessible solutions.

When I started leading a high-powered recruiting team, I had the traits of the TYRANT leaders I now call out. Here's why: Despite my degrees, certificates, and ongoing professional development, nothing prepared me to transition into leading. I still had an individual contributor (IC) mindset, which unintentionally led me to compete with my very capable team. At the time, I engaged in behaviors like: Taking over projects instead of developing my team. Working long hours, thinking it showed commitment. Making unilateral decisions vs collaborating. Giving orders instead of providing clarity and context. Hoarding information instead of communicating transparently. Prioritizing my metrics over team goals. A month in, my boss at the time sat down with me and told me to own my transition and to stop taking over work when someone asked for help. (she's one of the best Leader's I've ever had) To transform my mindset, I sought out a few internal sponsors and observed how they managed their teams. I also asked my team for feedback on where I could do better. Once I made the changes: mindset and action, I began demonstrating new leadership behaviors: Coaching my team and developing their problem-solving skills. ↳Created an authorization matrix to empower them to make decisions. Promoting work-life balance through prioritization and delegation. ↳I stopped working on vacation to set a better example. Making collaborative decisions to increase buy-in. ↳They worked on the reqs, so I asked for their ideas and where I could implement them. Painting a vision and equipping the team to get there themselves. ↳I translated the organization's vision down to how it affected our team goals. Openly communicating to build trust and transparency. ↳I promoted democratic decision-making and explained when it needed to be autocratic. Aligning on and championing team goals over my individual metrics. ↳I held weekly reviews where I celebrated their success because it was OUR success. Here's what I want you to take from this: 1. Develop your team's skills rather than trying to be the expert. 2. Delegate decisions to increase buy-in and leverage diverse perspectives. 3. Openly share information rather than hoarding knowledge and insight. 4. Recognize and elevate your team's contributions rather than taking individual credit. #aLITTLEadvice #leadership

𝗛𝗼𝘄 𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗢𝗻𝗲-𝗼𝗻-𝗢𝗻𝗲𝘀? . . . 💫When you become a manager or leader, your responsibility shifts. Your role isn’t to maximize the potential for the work; it’s to maximize the potential of those around you.   💫Having one-on-one meetings is an excellent chance to have routine discussions about professional growth, and if conducted effectively, these regular check-ins can increase engagement, accomplishments, and employee retention. Additionally, one-on-ones serve as the basis for top-performing teams.   🚩Yet so few leaders fulfill this core responsibility, and no one should consider themselves a leader if they can’t commit time and effort to improve the abilities of their team members.   👉Recommendations for effective one-on-ones:   ✅Prepare Well: Go over previous notes or, if first time, request they fill out a survey with open-ended questions, complete an online tool to identify their strengths, or use other templates to gain some insight before the meeting.   ✅Proper Schedule: Ensure they have proper time to prepare and the meeting doesn’t conflict with a hectic or stressful time for them.   ✅Use Open Space: Sometimes, being away from the workplace can lighten the mood and improve the conversation.   ✅Set the Agenda Beforehand: Facilitate the conversation to stay on focus.   ✅Let the Team Member Lead: Don’t deliver a monologue; this approach isn’t very effective. Instead, let team members set the tone. Remember, it’s only about them!   ✅Encourage Self-Awareness: Help them become more introspective by asking the right questions.   ✅Be Open-Minded: Their view of their future may differ from what you think is best for them. Don’t let your experiences and biases overtake their passions and ambitions.   ✅Pay Attention to Their Well-Being: Team member well-being may not be tended to, which can impact their ability to consider signing up for a mentorship program or training opportunity.   ✅Build Trust: Managers must recognize their limitations and provide accurate information to build trust and connection with team members and create a supportive work environment.   ✅Be an Active Listener: Pay attention, ask questions, summarize, and ensure no distractions!   ✅Take Notes: Keeps track of the conversation for revisiting progress in the next session. But don’t violate the previous point! Write notes when appropriate or after the meeting so as not to distract.   ✅Revisit Previous Goals: Did the team member pursue mentorship or certification? How are you supporting?   ✅End on a Positive Note: Motivate them at the end of every meeting and pave the way for a positive working environment!   🔥It requires dedication and focus to initiate discussions on team member growth during one-on-one meetings. However, these personalized discussions are invaluable for creating customized learning and development plans that can significantly enhance and nurture talent!

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Misunderstandings happen more often than they should. Why? Because we often forget a key principle in communication: UNDERSTAND OTHERS BEFORE SEEKING TO BE UNDERSTOOD. This simple change can transform our interactions, leading to stronger relationships, better collaboration, and the ability to tap into diverse perspectives. When we feel truly heard and understood at work, we're more likely to do our best and share our unique insights. If this idea is so important, why don’t we use it more often? Here are a few reasons: (a) Time Pressure: In an environment where our calendars look like heavily-stacked pancakes, we're focused on meeting deadlines and getting results. This urgency can lead us to make quick decisions instead of taking the time to listen and understand. (b) Ego and Self-Interest: We often prioritize our own opinions, driven by the need to prove our competence or authority. This focus on advancing our own agendas can make us overlook the value of understanding others. (c) Lack of Awareness or Skills: Many people aren't aware of their listening habits or how their communication style impacts others. Plus, active listening and empathy are skills that require practice and intention. (d) Emotional Barriers: Stress, anxiety, or frustration can create barriers to understanding. When overwhelmed by these emotions, it can be hard to empathize with others or listen effectively. (e) Cognitive Biases: Biases like confirmation bias can prevent us from considering other viewpoints objectively, making understanding difficult. Here's the good news! We can overcome these barriers and build better habits. Here are three tips to do just that: 1.    Practice Active Listening: Truly listen to others without thinking about your response. Focus on what is being said, ask questions, and reflect on the information to gain deeper insights. 2.    Ask Questions to Understand: Instead of assuming you know what others are thinking, ask open-ended questions to invite them to share their thoughts and feelings. This encourages a deeper understanding of their perspectives and builds trust. 3.    Encourage Open Dialogue: Create spaces where team members feel comfortable sharing their thoughts and ideas. Be vulnerable. Encourage diverse perspectives and value each person's contribution. By seeking to understand first, we strengthen collaboration and ensure everyone feels valued and motivated to do their best. #understanding #relationships #collaboration #energy #humanbehavior #workplace #leadership #teamwork #skills #listening #empathy #dialogue

3 team building activities to try at your next company offsite. —Leadership team— Have every member of the leadership team answer the following 3 questions in advance: 1. What do I love most about my job? 2. What’s the hardest part of my job? 3. What’s something people often don’t know or misunderstand about my job? Share everyone’s responses as a pre-read ahead of the live session and then lead a group discussion with helpful prompts like: What’s one thing that caught you by surprise? How did it feel to share this with the group? What patterns stood out to you? This is a great way to build x-functional empathy and awareness while surfacing underlying challenges. —Managers— Ask your managers to answer the following Q: On a scale of 1-5, how hard is it to be a manager? Facilitate a live discussion with follow up Qs like, “What’s the hardest part?” and “How does it feel looking around the room and seeing everyone else’s responses?” Then break everyone into pairs for a peer coaching session on a management challenge they’re currently facing. (Link below for template.) This is a great way to foster community and resilience for managers. —Employees— Break everyone into pairs and have them answer the following prompt: What’s a piece of feedback you’ve been sitting on? Provide them with coaching Qs like, “What’s holding you back?” and “How do you think the person would feel if they knew you were feeling this way?” This is a great activity to surface underlying issues, foster communication, and provide a peer coaching buddy your employees can lean on the next time they’re facing a challenge. Looking for more offsite tips and resources? Check out my favs here: - How to coordinate an in-person offsite (including template comms to employees): https://lnkd.in/eMQyHeNa - Leadership team building activities: https://lnkd.in/epGKs9ZH - Low lift management training activities: https://lnkd.in/ea3SPTVN What are your favorite company offsite activities?

“I feel this in my bones.” Managers, if you want your team to feel valued and supported (and not comment or think the above words instead), think of your 1:1 meetings as how you can use it for your team member’s benefit. Here’s a few ways to do that: • Timing: Weekly 1:1s (or regular pre- and post-shift check-ins) can create consistency, showing your team that they’ll have dedicated time with you, instead of stretching them out to quarterly, or even bi-weekly (“Is this a meeting week?”) Plus, regular check-ins allow for more efficient use of your time and theirs. There’s less “quick questions” and door knocks when your team can count on getting your attention. • Starting Right: Be on time and avoid last-minute cancellations or lengthy delays unless it’s a true emergency. Seemingly “small” actions like showing up on time and genuinely asking how they’re doing send signals - good ones. And when your team member shares something they’re struggling with, take a moment to truly listen, rather than brushing it off with “Yeah, just how it is now. Anyway…” • Who Goes First: Give them the floor at the start. Your team member may have pressing questions or issues they need answers to, and letting them go first makes sure they can walk away from the 1:1 feeling more confident on next steps than when they started. Your team needs to know you’re present and listening - because while it’s great to have a good back (and front) 9, your team might just be nodding along, waiting to finally get answers to the questions they’ve had for days. #meeting #manager #managertips

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

Stop seeing employees as faceless figures. Start acknowledging them as unique individuals. That’s how you create vibrant and engaged workplace environments. Here’s how you can lead: ✅ Define collective values: ↳ Work together to create core principles everyone can align with. ↳ Let these values influence decisions and actions across the board. ✅ Encourage open dialogue: ↳ Create regular spaces for all team members to voice their thoughts. ↳ Embrace feedback and implement it where possible. ✅ Foster shared moments: ↳ Plan events, challenges, or volunteer opportunities that connect people. ↳ Strengthen bonds through common experiences. ✅ Highlight individual efforts: ↳ Acknowledge both the large and small contributions. ↳ Show your team that they are truly appreciated. ✅ Prioritize development: ↳ Launch mentorship programs and provide career advancement opportunities. ↳ Help people grow personally and professionally. What to avoid as a leader: ❌ Enforcing participation: ↳ Avoid pressuring people into social activities. ↳ Let relationships develop naturally over time. ❌ Overlooking remote workers: ↳ Ensure your efforts to build community include those working remotely. ↳ Keep everyone connected. ❌ Skimping on resources: ↳ Don’t cut corners on building culture. ↳ Invest the necessary time and resources to make it successful. ❌ Relying solely on top-down approaches: ↳ Don’t assume leadership has all the answers. ↳ Empower everyone to help shape the community. ❌ Ignoring differences: ↳ Stay away from one-size-fits-all solutions. ↳ Be mindful of diverse needs and cultural differences. See your team for who they are, not just what they contribute. Lead the way you wish someone had led you. ♻️Repost for those needing to hear this. ➕Follow Justin Bateh, PhD for more. Want to level up your management and leadership game? Try my free newsletter:  https://lnkd.in/e9xftTyU

In a world where most leaders focus on individual performance, collective psychological context determines what's truly possible. According to Deloitte's 2024 study, organizations with psychologically safe environments see 41% higher innovation and 38% better talent retention. Here are three ways you can leverage psychological safety for extraordinary team results: 👉 Create "failure celebration" rituals. Publicly acknowledging mistakes transforms the risk psychology of your entire team. Design structured processes that recognize learning from setbacks as a core organizational strength. 👉 Implement "idea equality" protocols. Separate concept evaluation from originator status to unleash true perspective diversity. Create discussion frameworks where every voice has equal weight, regardless of hierarchical position. 👉 Practice "curiosity responses”. Replace judgment with genuine inquiry when challenges arise. Build neural safety by responding with questions that explore understanding before concluding. Neuroscience confirms this approach works: psychologically safe environments trigger oxytocin release, enhancing trust, creativity, and collaborative problem-solving at a neurological level. Your team's exceptional performance isn't built on individual brilliance—it emerges from an environment where collective intelligence naturally flourishes. Coaching can help; let's chat. Follow Joshua Miller #workplace #performance #coachingtips