Glenn Akramoff, team building consultant and author of The Human Centered Team, discusses showing love in leadership, gaining trust and permission to lead, building a 'communication culture', surfacing 'hidden rules' of culture, and the issue with rolling out change programmes on a schedule with the host.
Creating a healthy team culture through purpose alignment and addressing unwritten rules is crucial for success.
Compassionate leadership empowers individuals to heal, find their place, and contribute to a positive work environment.
Regular debriefing sessions and embracing performance flow optimize individual and team effectiveness.
Deep dives
Importance of Building Healthy Team Cultures
Creating a healthy team culture is crucial for the well-being and success of individuals and organizations. Toxic work environments can have devastating effects on employees, leading to burnout, mental health issues, and even tragedy. By prioritizing purpose alignment, communication norms, and addressing unwritten rules, leaders can proactively shape a positive culture. Building trust and providing support for individuals to heal and find their proper place within the team is essential. Additionally, embracing the concept of performance flow acknowledges that individuals have cycles of high and low performance, and leaders should encourage self-awareness and self-acceptance in managing energy levels and productivity.
Compassionate Leadership and Healing
Compassionate leadership plays a key role in building healthy team cultures. Leaders should approach individuals with empathy, seeking to understand their struggles and create an environment where they feel heard and supported. Rather than simply removing toxic individuals, leaders can initiate honest conversations, helping them heal and find the right fit within the team. The focus is on uplifting and rehabilitating individuals, while also ensuring the overall health and productivity of the team. By fostering a culture of trust and compassion, leaders can empower individuals to take ownership and contribute to a positive and thriving work environment.
The Power of Debriefing and Performance Flow
Debriefing and understanding performance flow are critical in maximizing individual and team effectiveness. Regular and honest debriefing sessions allow for learning and growth, enabling individuals to identify what went well, what didn't, and what can be done differently next time. Recognizing that human performance has natural cycles, leaders can encourage self-awareness, self-acceptance, and self-care. By embracing the concept of performance flow, leaders can help individuals manage their energy levels, avoid burnout, and optimize their high-performance periods. This not only improves individual well-being but also enhances team productivity and success.
Setting a Vision and Giving Ownership
One key aspect of leadership is setting a clear vision for the team or organization. The leader should express the vision and create a slogan or catchphrase that resonates with the team members. However, it is important to let go of the vision and allow team members to take ownership. By giving them a sense of ownership, they are more likely to be motivated and committed to achieving the vision. This can be done by involving them in the process and letting them feel that the vision represents their own desires and goals.
Defining Seasons and Taking Care of Employees
Creating defined seasons in the workplace can lead to better performance and well-being among employees. Just like in sports, where there are different seasons for training, competing, and resting, organizations can benefit from having periods of intense work followed by periods of rest and reflection. By defining these seasons, leaders can communicate expectations and provide opportunities for employees to recharge and improve their skills through training. It's also essential for leaders to take care of their employees' well-being and create a supportive and compassionate work environment.
This week, I speak with Glenn Akramoff, team building consultant and the author of The Human Centered Team.
Glenn led an extraordinary public career, starting as a maintenance worker and rising to City Manager. Experiencing the tragic loss of two work colleagues during his climb to the top led him to re-appraise what it means to be a leader.
We talk:
Showing love in leadership
Gaining trust and permission to lead
Building a 'communication culture'
Surfacing 'hidden rules' of culture
The issue with rolling out change programmes on a schedule
