#10 – Building A Culture of Collaboration: Insights From Nature

#10 – Building A Culture of Collaboration: Insights From Nature

by | Jun 11, 2024

Welcome back to our exploration of impactful teamwork and sustainable business practices. Today, we delve into how nature’s age-old strategies can reform the way we approach business in the 21st century. This insight draws not only from the animal kingdom but also from the inherent wisdom found in natural ecosystems.

The Need for a New Business Model

Our current business models often promote short-term gains at the expense of long-term stability. This approach, dominated by a silo mentality within departments, encourages competition over collaboration, leading to inefficiencies and a fragmented organizational culture. However, by looking to nature, we can find a blueprint for creating more integrated and sustainable business practices.

Lessons from the Wild

Nature operates on a system of interdependence where every entity plays a role in maintaining the ecosystem’s balance. For example, in a pride of lions or a herd of elephants, every member contributes to the group’s survival, demonstrating the power of collective effort and mutual support.

Symbiosis in Business

Just like in natural ecosystems, businesses thrive on interconnections and mutual benefits. By fostering a culture of collaboration, where departments and individuals align their efforts with the organization’s goals, companies can enhance efficiency and adaptability. This approach counters the destructive ā€˜siloā€™ effect and builds a resilient organizational structure.

The Cycle of Nature and Business

Natureā€™s cycles offer a metaphor for business operations. Just as ecosystems go through seasons of growth, maturation, and renewal, businesses experience phases of expansion, consolidation, and innovation. Understanding these cycles can help leaders manage transitions effectively, ensuring sustainability through times of change.

Implementing Nature-Inspired Strategies

  1. Promote Interdepartmental Collaboration: Encourage departments to share resources and information freely, breaking down barriers to innovation and performance.

  2. Adopt a Holistic View: Recognize the business as a living system where each part’s health contributes to the whole’s success, much like a natural ecosystem.

  3. Embrace Adaptive Leadership: Like the dynamic leadership seen in animal groups, business leaders should be flexible and responsive to the organization’s needs and external changes.

Overcoming Challenges with Natureā€™s Guidance

Nature swiftly deals with imbalances to restore harmony, a practice from which businesses can learn. Addressing conflicts promptly and fostering a cooperative culture prevents minor issues from escalating into major crises.

The Infinite Game: A Call for Sustainable Practices

Echoing Simon Sinekā€™s insights in “The Infinite Game,” the pursuit of endless growth mirrors natureā€™s rhythm of continuous adaptation and balance. Businesses should aim for sustainability over quick wins to ensure long-term viability and integrity.

Conclusion

By studying nature, businesses can learn to operate more like interconnected ecosystemsā€”efficient, resilient, and inherently collaborative. This shift could revolutionize not only how we think about success and leadership but also how we achieve it, ensuring that businesses not only survive but thrive in harmony with their environments and stakeholders.

Call to Action

Join us in transforming business practices by integrating these nature-inspired strategies. Share your thoughts, connect on social media, and download an e-version of my book Unbridled Business here.

 

Show Notes:

Here are the highlights from this episode:

01:30Ā Nature’s Influence on Business

04:16Ā Lessons from Horses and Business Systems

06:13Ā The Power of Collaboration

17:55Ā Command and Control vs. Collaborative Leadership

21:36Ā The Natural Rhythm of Business

25:25Ā Conclusion and Final Thoughts

 

#9 – Teamwork Lessons from Nature: Insights From The African Big Five

#9 – Teamwork Lessons from Nature: Insights From The African Big Five

by | Jun 4, 2024

sToday, I’m excited to discuss the teamwork lessons we can learn from nature. As someone passionate about nature, I believe there is much we can learn from observing animals in their natural habitats to make businesses better. From tiny insects to large mammals, animals depend on their teammates to survive and fend off predators. These principles also apply in business, where a well-coordinated team can help your business withstand the challenges of a free market.

Learning from the African Big Five

During my three months living in the African bush, I became a qualified Safari guide and learned a lot about the importance of being present and paying attention. This experience taught me valuable lessons about teamwork from some of the African Big Five animals: lions, elephants, and Cape buffalo.

Lions: Masters of Teamwork

Social Structure and Roles: Lions live in prides with 2 to 14 members, consisting of two teams: the lionesses and the male lions. The lionesses, responsible for hunting and protecting the cubs, form lifelong bonds and rarely leave the pride. Male lions patrol the territory and defend the pride from external threats.

Key Lessons:

  1. Teamwork in Hunting: Lionesses hunt big game like buffalo and zebras, requiring cooperation and clear roles. Each lioness has a specific role, ensuring efficiency and success.
  2. Appreciating Contributions: Each team member’s contribution is vital. In business, appreciating each other’s roles enhances teamwork and productivity.
  3. Delegation and Clarity: Lions have clear roles and responsibilities. In business, clear job definitions improve productivity and accountability.
  4. Discipline and Authority: The alpha male maintains order within the pride. In business, addressing conflicts and maintaining discipline is crucial for a harmonious work environment.
  5. Strategic Partnerships: Young male lions form partnerships to protect their new prides. Similarly, strategic partnerships in business can counter competition and gain expertise.

Elephants: The Wise Leaders

Matriarchal Leadership: Elephants live in matriarchal groups led by the oldest female, who uses her memory and experience to ensure the herd’s survival. This includes knowing where to find food and water and avoiding predators.

Key Lessons:

  1. Coaching and Mentoring: The matriarch grooms the older females for leadership, highlighting the importance of coaching and mentoring in succession planning.
  2. Cultural Development: The matriarch influences the herd’s behaviour, similar to how leaders can drive cultural change within an organisation.
  3. Building Relationships: Elephants have strong social bonds, emphasizing the importance of building relationships in the workplace.

Cape Buffalo: Unity and Protection

Cooperation and Synergy: Cape Buffalo live in large herds and are known for their unity and cooperation. They protect each other from predators and demonstrate empathy and inclusiveness.

Key Lessons:

  1. Unity of Purpose: Buffaloes have a shared sense of direction, crucial for achieving goals in business.
  2. Empathy and Trust: Caring for injured members strengthens team spirit and trust.
  3. Effective Communication: Buffaloes use various sounds to communicate, highlighting the importance of effective communication in business.
  4. Synergy and Symbiosis: The relationship between buffaloes and egrets shows the benefits of collaboration and mutual support.

Applying Lessons from Nature to Business

Nature provides invaluable lessons in teamwork that can be applied to the business world. By observing the behaviours of lions, elephants, and Cape Buffalo, we can learn the importance of clear roles, strategic partnerships, effective communication, empathy, and strong leadership. These lessons can help business leaders create more cohesive, efficient, and resilient teams.

In future podcasts, we’ll explore teamwork lessons from other animals, such as bees and ants. I encourage you to reflect on what lessons from lions, elephants, and buffalo you can apply to your business to enhance teamwork and productivity.

 

Show Notes:

Here are the highlights from this episode:

00:00Ā Introduction to Teamwork Lessons from Nature

02:16Ā Personal Journey: From Corporate to Safari Guide

04:27Ā Teamwork Lessons from Lions

13:37Ā Teamwork Lessons from Elephants

17:04Ā Teamwork Lessons from Cape Buffalo

22:38Ā Conclusion and Future Topics

#8 – Transforming Teams By Leading With COURAGEOUS IMPACT

#8 – Transforming Teams By Leading With COURAGEOUS IMPACT

by | May 28, 2024

Today I’d like to explore the dynamics of effective team building and leadership in the business world. I want to delve into a subject that serves as the backbone of any successful team: the role of the leader.

In previous episodes, we’ve discussed the importance of diverse teams and understanding each member’s role. However, a great team cannot exist without a great leader steering the ship. I was recently reminded of this through an insightful piece by Simon Bowen, founder of the Models Method, which vividly outlines why leadership is pivotal.

Bowen presents a compelling model that depicts the interplay between the quality of a leader and the performance of their team. Imagine a square divided by a cross into four smaller squares. Each dimension represents the ‘brilliance’ of the business owner and the team. This model brilliantly illustrates potential scenarios: from ‘failure squared’ā€”where poor leadership meets a failing teamā€”to the ideal ‘brilliant squared’, where excellent leadership aligns with a high-performing team, amplifying success and competitive advantage.

 

Square with four quadrants showing impact of leadership v teamwork

This visualisation spurred a reflection on what truly makes a leader effective, which I term “Unbridled Leadership.” This form of leadership transcends mere actions; itā€™s about embodying the qualities that inspire and drive a team forward. It’s not about doing; itā€™s about being. Great leaders are distinguished not just by their competencies but more significantly by their character.

The concept of leadership is evolving. Itā€™s no longer the sole responsibility of a designated few. Modern leadership mirrors a herd of horses, where leadership roles shift fluidly among the members based on situational needs. This notion of shared leadership can radically transform organisational dynamics, fostering a culture where every member feels empowered to lead when necessary.

As leaders, our primary task is to foster this environment by changing our mindset and behavior. Authenticity and congruency are key. You might recall the ABCDE leadership model Iā€™ve mentioned, where ‘A’ stands for authenticityā€”a leader’s ability to remain genuine and consistent, which builds trust and facilitates open communication within the team.

I’ve identified sixteen attributes that I believe every leader should possess to truly make an impact, which I’ve summarized in the acronym ‘COURAGEOUS IMPACT.’ Each letter stands for a crucial trait, from Clarity and Openness to Understanding and Sharing. Leaders need to nurture these qualities to foster a team environment that is innovative, collaborative, and resilient.

To help you assess your leadership style, Iā€™ve created a quiz available at www.unbridledbusiness.net/leadershipquiz

This tool is designed to help you understand where you stand on these attributes and where there might be room for growth.

In conclusion, the success of a team starts and ends with its leader. How you show up as a leader not only affects the immediate team environment but also sets the tone for the entire organisationā€™s performance.

This week, I encourage you to reflect on your leadership style: Are you making an impact? Are you driving your team towards excellence? Or is there something in your approach that could be enhanced to foster better results?

Leadership is an ongoing journey of self-improvement and adaptation. As we continue to navigate the complexities of modern business environments, let’s strive to lead with courage, integrity, and a deep commitment to our teams. Let’s be the leaders who not only dream of a better future but who act to make it a reality.

Show Notes:

Here are the highlights from this episode:

00:59 The Crucial Role of Leadership in Teamwork

01:38 Introducing Simon Bowen’s Leadership Model

04:35 The Attributes of Courageous Leadership

06:58 Deep Dive into the Attributes of Courageous Impact

08:15 The Importance of Data and Decision Making

21:04 Exploring the IMPACT Acronym in Leadership

28:37 Final Thoughts and Invitation to Lead with COURAGEOUS IMPACT

Take the COURAGEOUS IMPACT Leadership Assessment at www.unbridledbusiness.net/leadershipquix

#7 – Know Your Role: Enhancing Team Collaboration and Efficiency

#7 – Know Your Role: Enhancing Team Collaboration and Efficiency

by | May 21, 2024

Welcome back to “Impactful Teamwork,” where today we dive deep into understanding our individual roles within a team and the profound impact they have on achieving collective success.

I am thrilled to discuss a topic that resonates with so many business leaders, especially in this era of relentless change. Understanding the roles we play and the contributions we make is not just beneficial; it’s crucial for any high-functioning team.

“Teamwork is the ability to work together toward a common vision. It’s the fuel that allows common people to attain uncommon results.”

This quote by Andrew Carnegie beautifully captures the essence of effective teamwork. As business leaders, our superpower lies in unleashing the potential of our teams, transforming individual contributions into extraordinary collective achievements.

The Power of Flow

One of the most transformative states for achieving peak performance in a team is the state of “flow.” Flow occurs when individuals are fully immersed and energized by their tasks, feeling a harmonious blend of challenge and competency. In this state, work not only feels easierā€”it becomes more enjoyable, leading to higher productivity and deeper connection to the organization’s goals.

I have personally experienced and witnessed the benefits of flow in a team setting. It’s a state where time seems to stand still because you are so absorbed in the task at hand. This alignment and engagement are what I aim to cultivate as an accredited high-performance coach. By fostering an environment where flow is accessible, we empower team members to excel in their roles and find joy in their contributions.

Achieving flow requires a delicate balance between the perceived challenge of a task and the skills possessed by the team member. This balance not only enhances productivity but also contributes to a team’s overall morale and creativity. When people are in flow, they report feelings of joy and a profound engagement with their work, often losing track of time due to their deep focus.

Creating conditions conducive to flow involves setting up a work environment free from distractions, where team members can concentrate fully on their tasks. This might involve practical steps such as turning off notifications, using “Do Not Disturb” signs, or wearing headphones to block out office noise. Additionally, it’s vital to provide continuous feedback, helping individuals adjust and recalibrate their efforts in real time. This feedback loop is crucial for maintaining the engagement and momentum needed to stay in flow.

Why You Need To Understand Your Role

The benefits of understanding and optimizing individual roles within a team cannot be overstated. In the business realm, it is often tempting to take on tasks solo, but true success is a team sport. As President Lyndon Johnson once said, “There are no problems we cannot solve together, and very few we can solve by ourselves.” This is why fostering teamwork is more than just a strategy; it’s a necessity.

Effective teamwork brings diverse perspectives and skills together, maximizing strengths and minimizing weaknesses. It enables leaders and their teams to approach challenges creatively and share the burden of obstacles and the triumph of successes equally. This not only enhances the outcomes but also strengthens the team’s cohesion and morale.

However, placing the right people in the right roles is just as critical as fostering the right environment. All too often, individuals are placed in roles that do not align with their skills or passions, leading to frustration and underperformance. As leaders, we must be adept at recognizing where each team member can make the most significant impact and contribute most effectively.

Take, for instance, the analogy of a rugby team. Each player has a specific role that is crucial for the team’s overall success. Imagine if a skilled player like Jonny Wilkinson, known for his strategic play as a flyhalf, was placed in a completely different position. It would not only diminish his ability to contribute but also affect the team’s performance as a whole.

As leaders, our goal should not only be to achieve business objectives but to do so in a way that empowers and fulfils our team members. By fostering an environment where individuals understand their roles and are supported in achieving flow, we can significantly enhance both individual satisfaction and team productivity.

Let us strive to place the right people in the right roles, create conditions for optimal flow, and continuously engage in honest and constructive dialogues with our team members. This approach will not only change the statistics of workplace happiness but also transform our teams into high-performing units capable of achieving extraordinary results

Show Notes:

Here are the highlights from this episode:

00:04 The Power of Teamwork and the Concept of Flow

01:05 Achieving Flow in the Workplace

05:32 Creating the Right Conditions for Flow

09:41 The Importance of Team Dynamics and Roles

15:04 The Right People in the Right Roles: A Deep Dive

21:11 The Impact of Proper Role Alignment

#6 – Building Trust: A Cornerstone for Successful Teamwork

#6 – Building Trust: A Cornerstone for Successful Teamwork

by | May 14, 2024

Trust is essential to create a successful team and foster a collaborative business environments. In my book, Unbridled Business, I explore how trust serves as a crucial cornerstone for developing an energised and engaged business culture and how embedding purpose and building trust within an organization can create transformational results.

I believe that these two foundational pillars ā€“ purpose and trust ā€“ support the three unique cornerstones: evolving leadership, empowering others to act, and engaging the environment. Together, these elements catalyze what I refer to as “Unbridled Performance,” a state where no time, energy, or money is wasted, and everything flourishes under the auspices of trust.

The Essence of Trust

Stephen R. Covey states that ā€œtrust is the greatest business commodity of the decadeā€. In our interconnected world, trust influences every relationship and situation, whether personal or professional. Like water sustains life, trust sustains businesses. Without it, projects falter, employees disengage, and strategies crumble. In this light, trust can be seen as a hidden lubricant that reduces friction and fosters a high-performance business environment.

An intriguing lesson on trust comes from working with horses during my “Unbridled Success” retreats. Horses, sensitive and feedback-oriented, do not respond to authority but to influence. This learning extends to human teams; leaders must earn trust to effectively inspire and lead.

Trust as a Leadership Tool

Robert A. McDonald of Procter & Gamble, states that ā€œtrust is both a mindset and a toolbox essential for 21st-century leadership.ā€ It is foundational for harmony within a team. Without trust, there’s discord and chaos, much like a herd of distrustful horses that live in fear and conflict.

Often I like to think of trust like money. Good decisions build trust akin to earning money, whereas poor decisions erode trust as if losing money. Every leader starts with a “trust fund” that can either grow or deplete based on their actions. One of the challenges for leaders is that once the bank of trust is emptied it is not easy to build it without considerable time and effort and by demonstrating day in day out that your behaviours have changed, thereby making you now a credible leader.

The Dynamic Duo: Value and Leverage

Trust intertwines seamlessly with the concepts of value and leverageā€”two critical metrics for business success.Ā 

Matrix showing the measures and outcomes of value and leverage

Team members deliver the most value when they are undertaking a task that they are trusted to complete. Often then they are in the state called Flow where work is both enjoyable and effortless, maximising their contribution and impact.

Value is determined by the level to which a team memberā€™s talents are of value to those around them and a team memberā€™s effectiveness in business is measured by the amount of value they deliver to the business. Value results in attraction whereby people are drawn to your goods and services. Wherever you see people getting attracted ā€“ Ā to a product, person or company ā€“ you will find value. Value creates market attraction. This is the Secret Energy of Business. When value is created, it acts like a magnet, attracting resources to it.

Leverage allows the value to be delivered effectively and sustainably. If a business delivers value and leverages its resources effectively, it will be proō€itable. Increasing leverage results in growth and reveals the level at which each team member is having an impact.

Leverage is about doing more with less and this is where proō€it is produced. Value in itself does not ensure a healthy business. Leveraged value ensures that you not only have attraction but the attraction results in profitable results for everyone involved. A business must establish value before it can leverage it effectively. This sequence is crucial; attempting to leverage without established value leads to instability and potential failure.

The Unbridled Team Equation

The impact that team members can have on the business is also a function of value and leverage. When team members are in flow and operating at their full potential, they are naturally adding value by operating at their best, and when they align this with other resources in the organisation, they can leverage for optimum impact. This is what happens when we create high-performing teams. One team member adds value and this is leveraged by someone else

Unbridled Team Performance = Value x Leverage

The talent of an individual is their personal, sustainable value to the team. The talent of a team is the teamā€™s sustainable value to the company. The talent of a company is the companyā€™s sustainable value to their market. In this way, we can see how interconnected an individualā€™s performance is to the success of the team, which in turn impacts the success of the companyĀ 

Real-World Application: The Case of Tipico

An illustrative example of these principles in action is the case of Tipico, a leading provider of sports betting and casino games. Tipico embarked on a talent management program using the GC Index to identify and cultivate the potential of its team members. This tool helped individuals understand their unique contributions and how these could be harnessed collectively to enhance team performance. The result was a more focused and impactful team, fully aware of their strengths and how to synergise them for greater effect. This simple exercise increased the level of trust amongst team members as they began to appreciate each other for the unique contribution they all made.

Conclusion

Trust, value, and leverage are more than business buzzwordsā€”they are the pillars upon which thriving businesses are built. As we continue to navigate a world where trust is both a precious commodity and a critical success factor, understanding and implementing these principles is paramount. By fostering an environment where trust is paramount, and by strategically managing value and leverage, businesses can not only survive but thrive.

 

Show Notes:

Here are the highlights from this episode:

3:38Ā  Trust as a business lubricant

4:30Ā  Impact of no trust

5:00Ā  What is trust

6:03Ā  We donā€™t trust rules we trust people

7:19Ā  Examples of the government losing trust with the public

8:10Ā  Effect of a lack of trust in business

8:45Ā  Extending trust

10:11Ā  Value v Leverage

16:45Ā  How team members add value and leverage

17:18Ā  Unbridled Team Equation

18:28Ā  Case Study: Tipico Group

22:24Ā  Power of relationships

You can get a complimentary e-version of Unbridled Business here

 

#5 – 5 Signs of An Under Performing Team

#5 – 5 Signs of An Under Performing Team

by | May 7, 2024

Recently I led an open leadership development session for local business leaders with my horses and experienced first-hand the powerful impact of effective teamwork. Despite being strangers, the participants managed to guide a horse around an obstacle course by working together seamlessly. This made me wonder why teams in the workplace often underperform while a temporary group of people can excel.

In this podcast, I delve into the criticality of teamwork in our modern economy. The shift from industrial to service and information societies, coupled with the rate of change and explosion of knowledge, has made it impossible for individuals to keep pace alone. It’s evident that harnessing the power of teams gives companies a competitive edge.

All teams, at some point, struggle due to various factors, such as lack of direction or clear roles but what exactly constitutes an underperforming team? That was something I wanted to explore and I discovered that and under-perfoming team is one Ā ā€œthat falls short of its goals or required performance levelā€. Therefore, constant assessment and feedback are crucial for improvement.

In 1959 Frederick Herzberg conducted some ground-breaking research on Ā why teams falter. Known as the Hygiene Theory it separates job satisfaction factors (motivating factors) from job dissatisfaction factors (hygiene factors). Surprisingly, these are independent; improving one doesn’t necessarily improve the other. For instance, a pay rise won’t always boost motivation. This distinction is crucial for leaders to understand when they need to motivate and engage team members.

Richard Hackman’s work also echoes the importance of teams having a clear purpose and being self-organised albeit sometimes challenged by organisational structures. In future discussions, I’ll explore the idea of dynamic teamsā€”bringing together the right mix of people at the right times for specific projects, which can be highly effective in execution and innovation.

So how would you know if a team is underperforming? Typically, you might notice absenteeism, conflict, lack of motivation, and silo mentality thinking. However, the five most common reasons for underperformance include: Ā 

  • Lack of clarity: Teams need clear responsibilities and deadlines.
  • Lack of ability: Teams require appropriate skills and resources.
  • Lack of confidence: Team fit and adjustment to roles are critical.
  • Lack of direction: Clear goals aligned with the organization’s purpose are necessary.
  • Lack of motivation: Understanding and addressing the root causes is essential.

Complex matrix management structures when not executed effectively can also create under performance, especially when the various business leaders have no compassion and empathy for the conflicting priorities that team member can find themselves with. However, when done well matrix management can foster collaboration and lead to extra-ordinary results as everyone starts pulling together in the same manner.

Warren Bennis’s believed that leaders need to role model the behaviours they desire in effective team members. He cites that the “management of attention, meaning, trust, and self” are the behaviours that managers must master. Additionally, effective communication, understanding the teamā€™s Ā history, and building trust are also vital for leading successful teams and avoiding under-performance.

Show Notes:

Here are the highlights from this episode:

(02:26) Real-Life Example

(08:10) Identifying Underperformance

(15:12) Addressing Underperformance

(18:12) Teamwork is essential

 

#4 – Teamwork In Practice

#4 – Teamwork In Practice

by | Apr 30, 2024

ā€œTeamwork is the ability to work together towards an uncommon vision. Itā€™s the fuel that allows common people to attain uncommon resultsā€ Andrew Carnegie

Today Iā€™d like to explore what it is that makes some teams successful and importantly share some great examples of teamwork in practice.

There are many amazing examples throughout the world of when teamwork has accomplished great things. Perhaps one of the most impressive examples I’ve ever seen, was when I was on holiday in Egypt, and we went to see the pyramids because I have no idea how they managed to get all those massive blocks of stone to the location, let alone physically get them in place. This is an incredible feat of engineering and a group of people had to work together effectively to make that happen.

Iā€™ve witnessed another great example of teamwork in Africa where the termites build these amazing termite mounds, that must be at least a metre and a half tall. Its just incredible that these tiny creatures not much bigger than an ant can collectively and collaboratively work together to make a structure that is that impressive.

There’s also a number of events throughout history that illustrate the importance of teamwork. One such example is the D Day landings, and the invasion of Normandy, because this was a fundamental turning point in World War Two. And so many things made that made this a success, because there was all the logistics operation of getting all those troops and equipment there. And also, there were people that actually had to go in and clear the beaches of all the land mines, so that the troops could land on the beach. And then, of course, the whole evacuation process of getting people away afterwards. So that was only possible because of the way that everyone worked together and collaborated to make that whole event a success.

And what about the Apollo 11 Moon landings. Many people remember the three astronauts Neil Armstrong, Buzz Aldrin and Michael Collins but did you know there were over 400,000 people working in the background that made that first walk on the moon possible.

Wikipedia is a really interesting example of effectively crowdsourcing everybody’s knowledge together to create an online Encyclopedia. They have managed to effectively recruit an army of volunteers who put all of this information onto the web. And it’s been incredibly successful. And yes, sometimes there are mistakes. But things are constructed in a way that any mistakes or errors can be corrected easily. Effectively anyone who has ever been on the Wikipedia site is effectively part of that team, because they can provide feedback if they see something that isn’t correct on the site.

In the business sphere, Google commissioned Project Aristotle to study hundreds of teams and understand the keys to effective teamwork. And what they discovered was that the attributes that created effective teamwork included things like psychological safety, dependability, structure, meaning and impact. As a result of that, Google implemented new training and communication strategies to enhance teamwork across the company, including allocating time every week for team members to work on a passion project. This has resulted in innovative solutions such as Gmail and Google Maps.

Southwest Airlines, Zappos and Starbucks have all achieved stellar success by fostering strong teamwork demonstrating the power of a team-centric approach in delivering exceptional customer service. All these companies aim to deliver the WOW factor by collaborating together and going beyond expectations to delight the customer. This is what happens when team members feel empowered and have the latitude to make choices in the best interest of their customers.

And yet weā€™ve all seen what happens when teamwork and collaboration falter and companies fail to innovate and adapt to the changing business landscape. Think Block Buster Movies, Kodak and Nokia. They were all once household names but alas they no longer trade today because they failed to respond to the rapid technological shifts going on in business. They didnā€™t listen to their team members who saw the danger as the leaders were too myopic in their view of success.

Iā€™d love to hear about any example you have great teamwork, whether in your business, personal life or maybe even a sports or music team that you are part of.Ā  Great teamwork is a super-power that helps ordinary people achieve extra-ordinary results and it needs to be celebrated and acknowledged.

Listen now to discover even more on this fascinating topic

Show Notes:

Here are the highlights from this episode:

(01:12) Teamwork as a competitive advantage

(03:53) Historical Example of Teamwork: D-Day and Apollo Landing

(13:27) Modern Business Success Stories: Google, Southwest Airlines, Starbucks, Zappos, and Apple

(20:05) Empowerment and Innovation

 

#3 – Diversity Drives Team Success

#3 – Diversity Drives Team Success

by | Apr 23, 2024

In todayā€™s episode we are talking about the power of diversity in teams and how diverse teams accelerate the power of teamwork exponentially.

In today’s business world we are witnessing a profound shift taking place as diversity is being defined to extend beyond the conventional boundaries of gender and ethnicity to encompass a kaleidoscope of thoughts, experiences, and cognitive styles. This seismic transformation isn’t just a social change, it’s a strategic manoeuvre that is fundamentally altering the how business succeeds. Welcome to the era where diversity isnā€™t just a buzzword but its the engine of innovation.

Diversity is no longer a quota to be met rather its embedded into the fabric of business providing unique perspectives on every aspect and so crafting a resilient organisation that thrives on innovation. We are witnessing an evolution from diversity as compliance to diversity as a strategic competitive advantage.

The Stats

The empirical data is irrefutable; diverse companies see a staggering 2.5 times higher cash flow per employee. Inclusion catapults teams to outperform by 35%, and decisions made by diverse teams are superior 87% of the time. This isnā€™t mere coincidence; it’s the outcome of harnessing a variety of experiences that resonate with the multifaceted nature of global markets and the complex issues they present.

Diversity of thought is the unsung hero of innovation and the catalyst that propels teams to challenge the status quo and approach problems with fresh, disruptive perspectives. Todayā€™s

workplace is a melting pot of generations, cultures, and neurodiversities, each adding depth and colour to the organizational narrative.

It’s Not All Plain Sailing

However, building a diverse workforce is not devoid of challenges. The quest to populate the boardrooms and C-suites with a fair representation of society is ongoing and arduous. This journey is marred by the subconscious biases that often skew our perceptions and decisions. The transformative process of building a diverse team is not merely about hiring practices that reflect a wider spectrum of society but fostering an environment where every unique trait is not just acknowledged but celebrated.

To mitigate unconscious biases, companies must adopt comprehensive hiring panels, conduct bias awareness training, and implement structured interview processes. A culture that actively solicits diverse opinions is a culture poised for success. But beyond the structural changes, there is a profound need for a shift in mindset ā€“ one that values every voice and recognises the strength in differences.

As business leaders and executives, I invite you to reflect on our organisations’ diversity and inclusion efforts. Are we merely scratching the surface, or are we delving deep into the untapped potential that a truly diverse team offer?

We need to move past traditional notions of diversity and foster a holistic environment that cultivates all forms of diversity ā€“ the seen and the unseen, the loud and the silent, the norm and the neurodivergent.

The call to action is clear: to harness the superpower of diverse teams, we must embark on a relentless pursuit of inclusivity, challenging our preconceived notions and embracing the diversity that lies within and beyond our office walls. It is a journey that promises to redefine workplaces, ignite innovation, and lead businesses to not just survive but thrive in the unpredictable tides of the global market.

In conclusion, the mandate for businesses is to not just build teams that are diverse but to cultivate ecosystems where diversity is the bedrock of innovation, strategy, and growth.

Show Notes:

(2:48) Diversity as a competitive advantage

(3:15) Key Stats of having a Diverse Team

(5:30) What do we mean by Diversity?

(6:51) Different kinds of Diversity

(8:20) Invisible aspect of Diversity

(12:18) Why do we need Diverse perspective?

(14:48) Case Studies about having Diverse Team

(18:50) Removing Unconscious Bias in the workplace to create a Diverse Team

(20:00) My experience with Unconscious Bias

Resources:

Josh Bersin – Diverse companies earn 2.5x higher cash flow per employee
McKinsey – Inclusive teams over 35% more likely to outperform competitors
Women in the Worplace – 23% C-Suite made up of women

7 in 10 millennials offer loyalty in exchange for workplace diversity

#2 – Discover the ABCDE’s of Leadership

#2 – Discover the ABCDE’s of Leadership

by | Apr 15, 2024

Today, I’m eager to share some enlightening perspectives Iā€™ve gleaned about the transformative approach to leadership that’s rooted in the wisdom of the natural world, specifically the world of horses. This approach has reshaped not just my business strategies, but my life philosophy, and the essence of how I engage with my teams. It’s a lesson in leadership far removed from traditional hierarchiesā€”instead, itā€™s about the dynamism and distributed responsibilities seen in a horse herd.

This brings us to the heart of todayā€™s discussion: the power of shared leadership. Inspired by how a horse herd operates, with shared roles between the lead mare and the stallion, and each member contributing to the herd’s well-being. Ā Shared leadership is about every team member taking collective responsibility for success. It promotes a collaborative environment where trust, harmony, and unity flourish.

Trust in leadership hinges on four key aspects. Leaders must be attentive to subtle shifts, give clear direction, energize the team appropriately, and exhibit authenticity. This model is articulated through the ABCDE of Shared leadership, inspired by the Diamond Model of Leadership created by TeachingHorse.

Diamond model containing letters ABCDE

Within this model of leadership each letter stands for a different leadership attribute we need to embody to effectively navigate change and so lead our teams to success.

A is for Attention:

Leaders must be observant and aware, not just of the team and environment but also of themselves. Attention is where energy flows, and leaders must discern where to best focus it.Ā 

Leaders need to notice what’s happening for ourselves and for our team members, and also for the environment that theyā€™re operating in. Ā And we can notice this by paying attention to our breath, our five senses, those intuitive hits. Ā What we know is that when we get anxious, we get up tight, and we unconsciously hold our breath. This makes our bodies taut. And when we’re in that state of kind of slight anxiety and fear, we can’t pay attention to what’s going on about us as we are so focused on ourselves

Where are you placing your attention? Are you placing your attention on things that can make a real difference? Are you wasting, placing your attention on things that make the you can make no difference to so there’s a real art to where we place our attention. Because wherever we place our attention, that’s where our energy goes

B is for Belonging:

At the core of shared leadership is the sense of belonging. As humans we all want to belong and belonging is integral for any collaborative effort.

And as a team, we all want to belong. Relationships are the lifeblood of teams. Ā As humans, we want to be part of social interaction at some level. And one of the things that the pandemic showed us was actually that we were social creatures. And most of us needed other people to get along with, we want that sense of connection, and belonging that comes as being part of a team.

C is for Congruence:

Leaders must be authentic, with their external actions reflecting their internal beliefs.

Congruence is about the emotional authenticity of leaders. Itā€™s about being in touch with one’s feelings, as they provide essential insights into our thinking and responses to any situation. Authenticity fosters trust and confidence in leadershipĀ 

The horses are very instinctive about this, they know when it’s time to move, they’re paying attention to what’s going on around us. And they get a gut sense maybe if there’s a predator in the environment, and they go and run away at that point in time. And as leaders, it’s really important that we use our authentic voice, because this helps increase trust and confidence in our leadership. And we need to share with the team what’s happening.

D is for Direction:

Selecting a clear focus point is essential, as is maintaining a balance between the big picture and the next immediate steps.

Direction requires setting a course based on what matters most, aligning with our mission and values. It’s about maintaining momentum, knowing when to amplify our efforts and when to conserve them.

Being in motion is really important. So moving forward becomes a fluid motion between seeing what’s on the horizon and taking your next step. So we need to keep balancing this against the big picture. When we stay too focused on the big picture, we can get confusion about what to do next. But we when we stay too granular, too myopic, then we lose the big picture. And we’re not sure why we need to take the next step. And when we’re leading and moving in the direction, we need to increase our energy to get things moving

What I often see happening in organisations is us trying to solve the problem of a lack of direction with more energy. And that’s just like putting your foot on the accelerator in your car, with no idea of where you’re going, you’re going to end up in the wrong direction.

E is for Energy:

Leaders should manage not just their energy but also the teamā€™sā€”identifying when itā€™s high and leveraging it, and recognising when itā€™s low and recharging it.

Managing energy is crucial for the success of any team. Energy takes various forms: physical, emotional, mental, and spiritual. Each type of energy requires different methods to replenish it, and it’s a leader’s role to facilitate this within their teams. Just like horses conserve energy for when itā€™s truly needed, we must learn to balance energy expenditure with periods of rest and recharging.

So our role as a leader is to harness that energy to use it for the best good. And when we’re in an organisation, and particularly where the energy is depleted, I think it’s really important that we name what the energy is. For example, I’m sensing a reluctance to share some ideas. Or if we reach an agreement and we’ve reached an agreement really quickly, is there anything else we need to say? And it’s just naming this energy. And us having enough attention on what is happening can totally change the dynamics of a conversation. So we need to trust that if we change the energy, we can change the outcome in different direction

To gain a team members confidence, a leader has to demonstrate that they’re paying attention to what’s going on in the community or the organisation give clear direction, which is focused, inspire energy and are authentic, that their intentions can be trusted. And it’s this confidence in leadership that makes a community or an organisation agile, when the time for change can no longer be avoided.

Reflect on these conceptsā€”consider where your attention lies, the direction you’re pursuing, the energy you’re investing, and the congruence of your actions. Engage with these principles, and I’m confident they will guide you towards more impactful teamwork where you feel a real sense of belonging.

 

Show Notes:

Here are the highlights from this episode:

(04:04) The VUCA Prime experience.

(10:10) The A.B.C.D.E model of shared leadership.

(15:52) How to harness your team’s energy and use it for good.

(20:17) Choosing a point of focus in leadership.

(22:00) You cannot lead if you can’t feel!

#1 – What Is IMPACTFUL Teamwork?

#1 – What Is IMPACTFUL Teamwork?

by | Apr 15, 2024

ā€œIt’s not finance, it’s not strategy, it’s not technology, it’s teamwork, that remains the ultimate competitive advantage. Because it’s both so powerful and so rare.ā€

 

These words of Patrick Lencioni have inspired me over the years and are one of the reasons for the launch of my new podcast IMPACTFUL Teamwork.Ā  Over the years I have come to appreciate the power of teamwork to transform business and escalate its success but that wasnā€™t always the case.

I confess when I was working in the corporate world I never fully appreciated how my team contributed to my success and it was only when I started my own business, and had no team around me, that my thoughts on this changed.

Today I am deeply passionate about the art of leadership and the science of team dynamics, which is why I am so excited to share this new podcast with you.

If you’re tuning into this conversation, you’re likely shouldering the responsibility of a team, searching for that elusive key to seamless collaboration. You may find yourself entrenched in a silo mentality within your organization, or perhaps you’re struggling with a team that approaches you with problems instead of solutions, lacking the passion and drive you exhibit. I understand these frustrations all too well, and it’s my mission to arm you with practical, actionable strategies that you can apply immediately to overcome these obstacles.

My conviction is that teamwork transcends being a mere function of businessā€”it’s the essence of it. Leaders need to recognise that aligned and engaged team members are a formidable competitive advantage..

Through my work, I’ve observed that many leaders possess untapped potential within their teams but donā€™t know how to unlock and harness this energy effectively. Iā€™ve also experienced the sheer waste of time, energy, and resources when teams work in isolation, duplicating efforts rather than synergising. In stark contrast, the natural world, including my herd of horses, operates on principles of efficiency and interdependenceā€”a model I believe modern businesses must emulate.

‘IMPACTFUL’ is not just a word but an acronym I’ve coined that embodies the attributes essential for peak performance in leadership and teamwork:

Intuition – Embracing our gut instincts to lead wisely.

Mastering Communication – Excellently conveying and receiving messages.

Personal Boundaries – Establishing clear delineations to stay on course.

Authenticity – Being genuine and vulnerable in our professional roles.

Connection – Building profound and trustworthy relationships.

Trust and Transparency – Laying the groundwork for efficient and effective operations.

Full Attention – Staying present, ensuring every moment counts.

Unity – Championing harmony and collaborative success.

Leader Self-Care – Recognising the need for self-awareness and self-preservation to fuel team vitality.

In our discussions, I’ll be debunking myths that often cripple team effectiveness. For instance, diversity within teams is not a hurdle but a strength. Healthy conflict is not a team’s downfall but rather its lifeblood when harnessed appropriately. And the assumption that everyone enjoys teamwork is simply not supported by researchā€”thus, understanding each team member’s unique drivers and working styles is crucial.

Another vital distinction I’ve realised is that managing a team’s dynamics is a far cry from day-to-day operational management. It’s about empowerment versus delegation, inspiration versus direction. Moreover, the myth that senior leaders naturally foster teamwork is often just thatā€”a myth. Real teamwork means sharing power and control, something that can be daunting for leaders concerned about their authority.

In this podcast, I’ll be drawing parallels between the harmonious interplay found in nature and the effective functioning of business teams. By learning from my horse herd, we will uncover lessons on maintaining health, harmony, and unity, crucial for any team’s survival and prosperity.

I invite you to ponder this: How can you cultivate impactful teams that not only elevate your business but also contribute positively to the fabric of our global business community? Let this be the beginning of our conversation, not the end.

Over the upcoming episodes, I look forward to unravelling the secrets of successful teamwork with you and urge you to reach out as we navigate this path together towards creating more engaged, productive, and thriving organisations.

Here are the highlights from this episode:

(02:59) Teamwork is the ultimate competitive advantage.Ā Ā Ā 

(12:43) Success is a team sport and we all need to participate to win.

(19:18) Trust and transparency.

(24:03) Conflict as an energy source.Ā 

(28:44) Nature and the importance of teamwork.

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