Patti Cotton

Executive Coach & Career Strategist

engagement

Three Micro-Connections to Increase Positive Team Culture

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Three Micro-Connections to Increase Positive Team Culture
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Human beings need connection.

The workplace suffers from a lack of it, due to the demands and pace of the work at hand. Virtual and semi-virtual teams are hit harder than those who occupy the same physical space.

Suggestions such as more team building and socials fall flat. They not only require time from busy schedules, they are often impractical, sporadic connections; and, thus, are not enough to build bonds and trust.

Without bonds and trust – the results of human connection – your team will experience lowered engagement, minimized trust, and a lack of commitment (and you know the kinds of things that come from that!).

How can you rectify this?

The five-minute morning huddle, whether in-person or virtual, is a good start. However, grouping to communicate and keep each other informed does not satisfy the deeper hunger to connect.

Three Micro-Connections

The good news is that there are three micro-connections you and your team can immediately adopt that will strengthen powerful human connection, and which require no more time on anyone’s part.

These micro-connects, when not incorporated into your behaviors, are actually the first things to suffer in a fast-paced work environment. Check yourself on how well you are doing with them now – and seek to increase them in all your interactions.

Here they are:

  1. Increase your eye contact.

When you are in a conversation with others, do you find your eyes wander? Be intentional about your eye contact with the other person. Becoming comfortable with eye contact is a first important step to connecting on a deeper level. It says, “I recognize you. I’m present and paying attention to you.”

  1. Monitor your tone of voice.

Do your tone of voice and pace of your words reflect stress or hurry? If so, you are implicitly communicating that you don’t have time for the person on the other end of the conversation. Take quiet stock of this the next time you speak with people, especially when on the phone.

  1. Begin each conversation with a personal connection before diving into business.

Take 30 seconds to a minute and ask the other team member how they are, how the week is going, or another personal “connection” that shows you care about them as a human being. Re-establish connection before diving into the agenda at hand. This is a big one for most busy executives – and a big “miss” if they don’t incorporate it.

These three micro-connections will support a more positive, caring team culture that says, “You belong. You are important.”

They bring meaningful validation, which is something we all seek.

HOW MUCH

DO OTHERS REALLY TRUST YOU?

​Learn the two vital parts to trust and how they can help you become a more highly effective leader.

GET THE INFOGRAPHIC

© Patti Cotton and patticotton.com. All rights reserved. Unauthorized use and/or duplication of this material without express written permission from the author is strictly prohibited. Excerpts and links may be used, provided that attribution is made to Patti Cotton and patticotton.com, with links thereto.

Are You Sabotaging Your Team with Workarounds?

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Are You Sabotaging Your Team with Workarounds?
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Are you undermining your team? You may think not – but they may answer differently.

I was once contacted by a frustrated leader. He had already lost one of his most valuable executives, and the rest of the team had fallen into an energy rut.

When he called me, Sam said, “I need to light a fire under these executives! They aren’t working to capacity. Can you come and do some team building with me to get this team back on track?”

But after a bit of investigation, I told Sam the pressing problem was not his team – it was him.

“Sam, I recommend that you and I work together to enhance your leadership,” I said. “Because, frankly, I believe that you are the problem.”

“What?” Sam sputtered. “What am I doing?”

“You are sabotaging your team with workarounds,” I replied. “You are undermining your executives’ authority,” I answered. “And it’s killing your team.”

“I don’t understand,” he responded. “I would never undermine anyone.”

“I know you don’t mean it,” I answered, “But it’s happening, and it’s serious. Let me give you just one example,” I said. “It’s always easiest when we take a real-time situation and dissect it so that you can see it.”

John, senior Vice President reporting to Sam, had shared the following with me:

Janet, manager of IT and one of John’s direct reports, was reticent to confront one of her employees on some poor behavior. As a consequence, things had reached a critical point. John urged Janet to step up and place her employee on a performance improvement plan – and Janet wasn’t happy.

In fact, Janet went to Sam, and she complained. Janet felt John’s edict was too harsh and Sam sympathized. Moreover, he overrode John’s directive and told Janet to forget writing up a performance improvement plan and just “work harder” with the employee.

When John found out, he was furious. Sam had disempowered John by getting in the middle.

“Well,” said Sam, “John was a bit harsh on Janet. I’ve known Janet a long time – and I think she just needs to work harder with the employee.”

“You aren’t hearing me, Sam,” I said. “You just disempowered John by doing this. Janet reports to John, right?”

“Well, yes, but…”

“Sam, when you allow people to work around their boss by coming directly to you, you are triangulating. You have created a conflict. Moreover, you have rendered their boss ineffective by showing others that they can just come to you when they don’t like a directive. And you have sent a clear message to their boss that you don’t trust them to handle things.”

Sam was silent.

“I have other examples, Sam,” I said. “You told me that Tim, your senior vice president of operations, has become disengaged. After a long conversation with him, he admits that you openly interfere with his decisions on even very small things, such as the color of paint in the bathrooms in the new offices. Evidently, you called the painters and had them change the color.”

“Well, yes, but…”

“Sam, if I came in and changed whatever directives you gave to your team, if I openly challenged your decisions on even the smallest things and went behind your back to alter things, how would you feel?”

“Oh.”

“Right,” I said. “The reason your team is disengaged is because you are actively disempowering them and they are simply giving up. One of your team members said, ‘Why should I put myself into this? Sam will just come along and change it and make me look inept.’”

Sam was, in fact, actively breeding mediocrity. No one wanted to fully engage anymore. They were loath to make decisions. One said, “I feel like a simple paper pusher. My people don’t respect me – they just run to Sam if they don’t like something I’ve decided.”

“Sam, moreover, you are thwarting your company’s succession plan – you are in the way of any true leadership development that can occur.”

Sam stared out the window. “But I’m not always in agreement with their decisions. Sometimes, I feel like they are going down the wrong track.”

“If you feel like that, Sam, this tells me that they haven’t received the expectations and mentoring from you that they need in order perform well – and this is where we need to work, now.”

Over the next few months, I worked with Sam and his team to set expectations around roles and responsibilities. We then worked on holding each other accountable in a way that mentored each to assume greater autonomy. As we used this framework, Sam became more comfortable with their decision-making. At the same time, I had to ask Sam to catch when he recognized employees were working around their bosses to come to him.

“Here’s what you do, Sam,” I said. “You redirect. You ask them to go back to their boss to solve the problem Whatever you do, you mustn’t give them the impression that you will step in the middle. Support your people.”

This was hardest for Sam to do – he had received great affirmation by having people come to him with problems. But he had to let go and take on a new approach with his leadership to empower and support his team so that they learned how to do the same for their own teams.

If you are a workaround artist, stop it. You are eroding your team’s credibility and engagement, and long-term, driving mediocrity as leadership culture.

And if you have a boss that is a workaround artist, you need to have a talk. Tell him or her that you are working on your own team-building, and that you recognize they need to respect your authority. Say that in order to do this, to please redirect your team member back to you, and to give support to your leadership so that you can be effective.

This is a tough conversation to have – but unless you do it, you will continue to disengage and feel helpless in the face of big decisions.

What has your experience been with workarounds? Let’s keep the conversation going.

The Clockwork of Excellent Leadership:   3 Essential Gears

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© Patti Cotton and patticotton.com. All rights reserved. Unauthorized use and/or duplication of this material without express written permission from the author is strictly prohibited. Excerpts and links may be used, provided that attribution is made to Patti Cotton and patticotton.com, with links thereto.

What is so Important about Purpose at Work?

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What is so Important about Purpose at Work?
Image Credit: Shutterstock

Why talk about your purpose? Aren’t you too busy for such introspection?

When you are driving for results, it may seem odd to reflect on your purpose.

But purpose drives results. If you aren’t in touch with your purpose and the meaning of your contributions, you may be creating results right now, but you may lose the longer game.

And if you can’t help your employees see the value of their purpose as it relates to company results, you are losing out.

Here’s the long-game secret to staying engaged, performing well, hitting target goals – and helping others to do all this, as well:

Purpose + Motivation + Engagement = Results

These three things work together to help us move forward in life with joy and resolution. Together, they are what compel us to climb mountains, to learn foreign languages, and to work with commitment on those challenging new endeavors that require tenacity and perseverance.

You see, all humans seek meaning and purpose. We ask ourselves questions such as, “Why do I exist?” “Why am I here?” “How do I bring value to life, to the larger picture?”

Understanding the answers to these questions is a powerful driver. If we do not find our purpose in life, we lose interest in life. Purpose is what tells us the value of our unique self. It gives us a reason to be, a goal to work toward. If we can’t understand our reason for existing, we lose sight of our value as human beings.

If, on the other hand, we understand how we best contribute to a larger picture, how we bring value to life’s table, this allows us to recognize our worthiness as human beings.

When we have purpose, we live differently. Looking outside ourselves to a larger picture removes the tendency to center on ourselves. We a sense of well-being and contribution. Our dopamine rises to give us pleasurable feelings of energy and positivity. We have a reason to live.

In his epic work, Man’s Search for Meaning, Victor Frankl illustrates this. As he recounted his experiences in a World War II concentration camp, Frankl observed that those inmates who gave themselves a goal or recognized they had a purpose were much more likely to survive. Some held onto the vision of seeing their families in the future, and Frankl himself found purpose in reconstructing a manuscript he had written and lost on the way to the concentration camp. This purpose, these goals often meant the difference between the will to live – or not.

As you can see, purpose drives motivation.

What is your purpose?

Purpose compels us seek to achieve something with our contributions so that we can fulfill this purpose. We are stimulated to move forward, to target goals that will help us reach what we feel is our purpose – and as we see in Frankl’s illustration, is what gives us a reason to live, even in the most difficult of circumstances. We are motivated.

And motivation is what gives us the energy, drive and excitement to move forward in a certain direction or go after something we want to achieve. It’s the fire that fuels us and is necessary for us to steadily remind ourselves of who we are, our meaning and purpose.

But if purpose and motivation are what gives us meaning and energy, engagement is what keeps us going. Engagement compels us to persevere when times get challenging. We need engagement to truly reach the top of the mountain or to master that foreign language. One can be motivated to begin a new endeavor, but quickly abandon this when the going gets tough.

Think about a time when you set out to achieve something great and succeeded. What kept you going when you faced obstacles to your goal so that you remained engaged?

How can you use your experience with this to motivate and engage others so that they move forward with purpose? Here are four ways you can begin that are simple to implement with great returns:

  1. Be intentional about recognizing your team members as human beings.

We talk a lot about how to recognize and reward people for their good work, because this is key to motivating them. However, there are lots of resources out there on this, so I want to focus on a more basic, daily recognition of others as human beings. Begin the day and each interaction by eliminating feelings of anonymity. Check in by touching base personally before jumping into the task at hand. Remind them that you care about them as people by asking about their family, their weekend, or if they’ve been able to work on that hobby lately. We all get extremely busy, and sometimes, this can become a troublesome trend whereby people feel undervalued or not seen. Don’t let this become your culture.

  1. Find out what drives your team members.

Set a time when you can talk to your reports individually about their career aspirations and how you can best support them. Include an exploration about their strengths, what they feel they bring to the larger picture, and what drives them. They will feel recognized, supported, and energized. This also helps you to move them toward those projects, assignments and roles that most excite them – and will benefit the company most. It will aid you in knowing how to coach and mentor them, seeking those opportunities that align with their passion and interests.

  1. Connect work to a higher meaning.

When motivating and engaging others, it’s necessary to help them remember how their work connects with higher meaning. In order to do this, we need to understand how tasks and activities assigned to a role affect the larger picture. Let’s say, for instance, that some of your employees are in charge of customer service. The role requires problem-solving for customers all day long.

If your employees understand their contribution to the larger picture, this can keep them motivated and engaged when the going gets tough. Here’s how you help them make this connection: list the outcomes that come to mind when you have a satisfied customer.

I can think of the following: A happy customer = boosted company reputation, new business leads and referrals, more company profits, more jobs… This is one example of taking one’s tasks and responsibilities and connecting them to a higher meaning. When we understand our contribution to this larger picture, it reinforces our purpose, allowing us to recognize our value and worth.

  1. Give people more authority – not just responsibility.

People thrive on decision-making authority. It’s empowering and allows them to learn and grow, releases you to focus on other things, and brings fresh perspectives to the company. This means that you need to take more of a coaching and mentoring approach to your leadership. This helps you to leverage your people power and ability to achieve at the same time that you grow and develop others so that they can assume more responsibility.

Motivating and engaging yourself and others requires intentionality. It requires different conversations, but ones that are much more meaningful and rewarding. I challenge you to begin by incorporating one of the four steps above to see how it works for you.

HOW MUCH

DO OTHERS REALLY TRUST YOU?

​Learn the two vital parts to trust and how they can help you become a more highly effective leader.

GET THE INFOGRAPHIC

The 3 Things You Need to Get Ahead

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The 3 Things You Need to Get Ahead, Influence Others, and Drive Results

Once upon a time, there was a talented executive who was on her way to the top. She excelled at everything that was thrown her way, and remained hungry for more.

The great boss at the top turned to the leadership team and said, “Let’s bring her into the circle. Let’s promote her. For she has done well, and she will therefore do well, here, with greater responsibility.”

And so they did. And everyone applauded. And the talented executive beamed. She knew she had this one.

She knew she could achieve the impossible at this new level, because she created a large trail of success, wherever she went.

But instead of succeeding, she fell flat on her face.

And the leadership team began to doubt its decision.

“What do I do?” she cried out one evening at her desk. “I know I am talented. And I have always achieved at whatever has been placed before me. Am I not leadership material, as I previously thought I was?”

Right then, there was a knock on the door.

“Who is it?” she called out.

“Burt,” the voice responded. “It’s Burt, the leadership genie. I heard your cry. And I have a package here for you – it’s the missing ingredient to your success…”

Okay, dear Reader, now you know why I’m not a well-known author of fairy tales. But let me pick up here to make the point:  There are just 3 ingredients to success. Really – just 3 ingredients. And we are often missing just one when we find ourselves on the other side of the window looking in at the inner leadership circle.

Here are the 3 ingredients:

mindset-engagement-energy_model 

You must have all 3 of these supporting each other in order to get ahead. If one of them is out of sync, you cannot lead effectively.

Here is a brief explanation of each, and how they need to play together to support you:

  • Mindset: How you lead yourself. Mindset is the way you perceive yourself; your beliefs in your ability to lead and succeed. And it’s what you do with these – how you manage yourself – your thoughts, emotions, and behaviors – in an aligned way that reflects integrity, strength, and authenticity.
  • Engagement: How you lead others. Engagement is how you show up and connect with others. It’s how you communicate to build trust and influence. It’s your ability to exude a powerful and respected presence, which causes others to stop and listen when you speak, and to regard your opinions with respect.
  • Energy: How you lead the enterprise. Energy is how you support the larger vision while masterfully aligning and managing the moving parts. It is systems thinking in your goal-setting, decision-making, and your action-taking to keep the enterprise relevant and vibrant.

So what does this have to do with our talented executive in the fairy tale?

Let’s listen in to the scene where she is carrying on about her frustration…

(knock on the door)

“Who is it?” she called out.

“Burt,” the voice responded. “It’s Burt, the leadership genie. I heard your cry. And I have a package here for you – it’s the missing ingredient to your success…”

She opened the door to find – her boss.

He smiled, came in, and sat down.

“Okay, true confessions, as you know, my first name is Burt, but surprise, surprise, I’m not a genie. However, I think I have the answer to what you were carrying on about in here a minute ago.”

“Oops,” she said sheepishly.

“Talented Executive, you’ve been a success up to this point in whatever you’ve undertaken. And I believe you can be a success in this new appointment as well. But you are going to have to change something fundamental about the way you operate.”

“The way I operate?” she said. “It’s always gotten me where I need to go – what do I need to change?”

“Talented Executive, you have a healthy Mindset. You believe in your ability to succeed, and you are eager to take charge and achieve your goals through successful implementation.

What’s more, you are able to look at the larger picture strategically, so that your goal-setting and work supports the larger vision of the company. So your use of Energy is great.”

“So what gives?” she answered. “What’s not to love?”

“What got you here won’t get you where you want to go. Just because you’ve succeeded with a certain approach in the past doesn’t mean it will work in this new position. I don’t know if you’ve noticed, but you’ve been getting sideways glances from some of your new leadership team. And a bit of rumbling. I saw you bristle the other day when you heard someone question whether you could make your initiative work. What you may not know is that some are questioning your motives.”

“I don’t understand,” she protested. “It’s a great plan, and they should see that!”

“Talented Executive, when you joined this team, you forgot one thing. Everything you do affects the entire system, now. Your new responsibilities cover many areas, so what you do affects your entire leadership team and their areas, as well. And they don’t know you.  Why should they support your ideas? The one ingredient you are missing is strong Engagement, and your leadership future depends on this. Building trust, being able to exercise your influence effectively…  Heck, even getting others to listen to you when you speak up in meetings – think about it.”

Talented Executive was silent.

Burt Boss continued. “So although I think you can pull this initiative off, I’m going to ask you to put it on the shelf, for now. For this year, I want you to build relationships with your peers and key stakeholders. Because without establishing yourself as part of the team, strengthening your influence factor with them, getting them to listen to you and enlisting their buy-in, well, you just won’t get far in this position if you don’t have that rapport first.”

Talented Executive was floored. “You’re kidding,” she said. “You are going to kiss the potential of more than $3 Mil in the next 18 months goodbye?”

“You bet,” said Boss. “Because if you do what I am recommending, I believe we will see an even greater ROI.”

And they actually did. Talented Executive worked on her Engagement – and by the end of that first year, had actually worked with a couple of the other members of the leadership team to come up with something that generated far more revenue.

I love a happy ending – don’t you?

When you think about Mindset, Engagement, and Energy – which one is holding you back? Join us for our LinkedIn discussion and share!

Patti Cotton helps women executives optimize their effectiveness in leading self, others, and enterprises. Her areas of focus include confidence, leadership style, executive presence, effective communication, and masterful execution. With over 25 years of leadership experience, both stateside and abroad, Patti works with individuals, teams, and organizations across industries, providing executive coaching, women’s leadership development, change, and conflict management. She is also a Fortune 500 speaker. For more information on how Patti Cotton can help you and your organization, click here.