I don’t mean a legal contract that is signed by all parties, I mean an agreement on how you work together. Every time someone joins or leaves a team, or changes roles, there is a significant impact on team dynamics. Openly talking about the impact of this and agreeing expectations of each other is good discipline and can mitigate future drama. I am preparing for a session with a team this week and this is one of the topics we will be covering. If you would like some help on how to frame up a contracting conversation, please get in touch.
- Jul 26, 2020
- 1 min read
I have been thinking about the biggest issue facing teams right now – without doubt it is change and uncertainty. Many of you will be familiar with the Kubler-Ross change curve below. I know I have referred to it many times to normalise my own emotions around change. I think the change curve can also be applied in a team context. Change in the environment, change in business focus and priorities, change in organisation structure and resources, all elicit emotions of grief that impact a team collectively. Talk openly as a team about how change and uncertainty is impacting you both individually and as a team.
- Jul 20, 2020
- 1 min read
Updated: Jul 21, 2020
I was back in the area where I grew up over the week-end, not too far from Ohope beach (see pic). As I walked along the beach I thought about how grateful I am to have grown up in New Zealand. And so grateful to be in New Zealand now, as the world we live in is so uncertain and changing.
There is plenty of empirical evidence that focusing on gratitude improves mental health, wellbeing and optimism and reduces anxiety, stress and depression. If you are not already doing it, take some time very day to focus on things you are grateful for.