How to Appreciate Your Colleagues This Christmas – Enjoy Team Bonding

Happy Christmas

Happy Christmas

We’ve all heard the old joke  – ‘what I don’t like about work Christmas parties is….looking for a job the next day’ [fill in your examples].

Here are three ways to show appreciation for your colleagues at Christmas.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

T: 07779 345 499

Marjorie Raymond

Marjorie Raymond

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practitioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

Photo by kantapat. Published on 28 November 2014

Do you have brilliant team bonds and good followship in your team?

Good follow-ship helps teams to advance their effectiveness

Good followship helps teams to advance their effectiveness (1)

Conversations with Managing Directors, senior leaders  and their people often reveal that they feel good ‘followship’ helps teams – at all levels – to advance their effectiveness. Good followship, especially by team members, is an ability to: promote team bonds, take direction well, actively support the team tasks, and deliver what is required.

 

The importance of both leadership and followship – and therefore, effective teamwork – is powerfully encapsulated by Rudyard Kipling in the first stanzas of his poem ‘The Pack’:

Now this is the law of the jungle, as old and true as the sky,

And the wolf that shall keep it may prosper, but the wolf that shall break it must die.

As the creeper that girdles the tree trunk, the law runneth forward and back;

For the strength of the pack is the wolf, and the strength of the wolf is the pack.

J K Kipling

J K Kipling

Kipling neatly sums up the importance of social bonds and social cohesion to team performance. His poem underlines that repercussions from poor team social cohesion can be far reaching, fatal in fact.

Thejunglebook_movieposter

Jungle Book Poster (2)

J.R. Kipling (1865-1936) is a well known late Victorian poet and story-teller. He won the Nobel Prize for literature in 1907. All Kipling’s major work remains in print. Kipling’s writing for children is still popular perhaps best represented by ‘The Jungle Book’ (1894) and inspired the film by Walt Disney Productions in 1967(2).

 

 

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments
    1. Image courtesy of stockimages at FreeDigitalPhotos.net
  1. “Thejunglebook movieposter” by Source. Licensed under Fair use via Wikipedia – https://en.wikipedia.org/wiki/File:Thejunglebook_movieposter.jpg#/media/File:Thejunglebook_movieposter

Three ways to help team members commit support to each other

Commit to helping each another will develop your team spirit.

teams who commit to helping each other lift their team performance

Teams who commit to helping each other lift their team performance

Have a team voice: involve your team in issues that affect them, give them their voice and listen to what they say. Help team colleagues to identify when and who may need help. Then support and show gratitude to each other when help is received.

Stretching team goals provide a unifying focal point

Stretching team goals provide a unifying focal point

 

 

Make the team mean something: have stretching team goals that have a purpose, are clear and also compelling in order to be a unifying focal point. Talk about your team goals when you are together. Put team goals into the limelight so they mobilise your team spirit. Goals need clear finish lines, so you all know when they have been achieved.

 

Pride (2)Celebrate the big and little wins: This can be as simple as a thank you and well done. It’s about taking a moment, all together, to enjoy and learn together about what works well for you as a team – see previous blog about appreciation.

 

Building an effective team happens through leadership and team involvement. It is supported with authentic gratitude and a shared team vision.

This is the third blog about how to help your team to be the best it can and be successful. The principles below can deepen team bonds when implemented well and greatly improve team performance.

Principles:

  • Observe confidentiality
  • Appreciate statements that each team member makes
  • Commit to helping each other
  • Give everyone a chance to speak and support each person’s contribution

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

Why does a positive emotional climate lead to creativity and innovation?

A positive team vibe is essential for team success

A positive team vibe is essential for team success

A positive team vibe or emotional climate* is essential for team success. Perhaps you haven’t thought about this? But it is a characteristic of high performing teams.

A positive, engaging workplace provides psychological safety and helps develop team commitment. It helps people to speak up and collaborate and take risks together. The result: a team works well together. Other people also notice and are attracted by the warm atmosphere. A positive team vibe makes for popularity.

Teams create their emotional climate through a shared history, their work context and members’ characteristics.

Surprisingly, almost every team, even those in highly regulated call centres (as in our research study*) are creative to some degree. Opportunities for creativity, for example, open up when dealing with uncertain customer problems and inquiries.

Often such complex customer interactions are satisfied best when the team involved collaborates. Successful teams lay the groundwork for responding to such uncertainty by their use of positive emotions such as joy, gratitude, serenity, interest, hope, pride, amusement, inspiration, awe and love (see my previous blog post for more information about these http://ow.ly/Lv6GQ ).

Positive emotions help us open up and also make us receptive to new ideas and experiences. They encourage our interest in connecting with other people and provide us with the resources to strengthen personal resilience. A positive team climate raises productivity.

Here are five actions you can take to build a positive emotional climate in your team:

  1. Use positive emotions consciously to help develop the feeling that people are a part of their team and their organisation
  2. Make it safe for people to speak up and influence decision making
  3. Show clearly that people are treated evenly
  4. Provide opportunities for people to learn and master new skills – and to share these with other team members
  5. Address interpersonal conflicts, and conflict between different teams

*Peralta, C.F. et al. (2015) Innovation processes and team effectiveness: The role of goal clarity and commitment, and team affective tone, Journal of Occupational and Organizational Psychology, vol 88, part 1, March

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level

Straight Talking: …Straight Talking create change through conversations

Photo by stockimages. Published on 19 January 2014

Three Ways to Show You Appreciate Your Colleagues this Christmas

Being appreciated is a motivational experience

Being appreciated is a motivational experience

Being appreciated makes working together a positive experience

Taking the opportunity to encourage your team, deepen bonds and appreciate one another is a positive aspect of Christmas. It provides us with a moment in dark mid-winter to consider those we work with.

Take my colleague Ed, for example. Ed’s strength is his enthusiasm. He gets excited about ideas and people. He is always passionate, interested and positive about what the team does. A few months ago we were given some work most of us thought was boring. Not Ed though. He had us seeing the importance of the work, and his enthusiasm helped everyone do a great job. What would we do without him? Has anyone told Ed this, specifically? Probably not. Yet it would certainly show appreciation to do so.

So, here are three steps your team could take, ideally in a team get-together, to show appreciation. However, if you can’t be together then you could use email, cards or even calls instead.

  1. Each person takes a moment to think about each team member and note a valuable strength each person has and how it would feel to be in the team without that strength. There are many strengths to choose from. For example, you may have colleagues who have good ideas or who communicate well, who are dependable or who know their own mind. There are colleagues who are the life and soul of the team, who bring a splash of colour and original thinking to the team, who can sell an idea or who are excellent with detail. There are also people who develop solutions or are well organised, or are loyal and, so on. You should have a list of colleagues linked to their valuable strengths.
  2. Now each person should think of a time when he or she saw each person use their particular strength. What was it that made you smile and appreciate that person?
  3. And now each team member should take it in turns to share their appreciation of each other’s strengths and what makes them smile when they see these strengths being used.

If you can’t all be together, or someone is missing or you feel that people would appreciate a less public approach, then consider an email, a card or a call. Being appreciated makes working together a positive experience.

ID-100167019

If you can’t show appreciation face to face then consider an email, a card or a call

Enjoy Christmas by showing appreciation for your colleagues.

Have a Merry Christmas.

 

 

 

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Team development and team building
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

 

Top tips about how to use Job-crafting to personalise and advance employee engagement

Involve as many of your people as we practically can.

Collaborative team job-crafting positively advances employee engagement and team performance

Compliance to best practice, and especially LEAN principles, demand tight control of work practices to secure efficiency. However, sometimes ‘best practice’ may lack specific contextual relevance. This may result in work lacking in meaning, organisations experiencing low employee engagement that adversely impacts performance.

 

However, researchers1 studying three call centres found that when supervisors support their teams to make informal adjustments to procedures and processes, known as ‘job-crafting’, this resulted in higher employee engagement and team performance. Job-crafting met team needs for control and helped make their work meaningful. Researchers also revealed that job-crafting built connections with other team members and aided collaboration between teams. So, how did job-crafting work in the 3 call centres studied?

The researchers received two surprises:

  • call centre teams – notoriously low in control – were capable of complying both with standardised LEAN approaches and job-crafting. For example, after a customer call, during ‘wrap up’ to complete actions and update records, job-crafting allowed individuals and teams to experiment and try new approaches
  • team supervisors actively supported individual and team job-crafting. They helped target and set boundaries around tasks and procedures that were available to be job-crafted.

The researchers recommended 5 things that firms should do:

1. Develop supervisor practices to foster team job-crafting

2. Encourage and support supervisors to foster team social and task cohesion

3. Create a climate that encourages experimentation and sharing of new working methods and document them

4. Provide boundaries and develop areas within which team job-crafting can take place and encourage it – talk about it- share it

5. Undertake team training to help teams to think widely about the kind of issues where job-crafting would be suitable.

Call centre supervisors and managers need to recognise the benefits from targeted team based job-crafting.

1 McClelland, G.P., Leach, D.J., Clegg, C.W., McGowan, I. (2014) Collaborative crafting in call centre teams, Journal of Occupational Psychology, 87, 464-486

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations