Offered from a position of care, [feedback] can become an act of belief in them. It says: I see your potential. I trust you can handle this. I believe you can grow from it.

You were sure their expectations aligned with yours, and still, they failed. Is it time for feedback?

Exploring how they perceive the situation and how they plan to proceed will allow them to maintain their accountability, provide you with the insight to their thinking and allow you to maintain your support role.

How have you felt when a boss reprimanded you, or provided feedback, for doing something “wrong,” when in fact you had misunderstood what was expected?

Exploration into how your team member thinks changes the purpose of interaction – from feedback to learning – for both of you.

Those 30 second hallway interactions or the pause as a team member passes the office or desk: The “hey, how did X go?”, and “did you have an opportunity to speak with. . . let’s go talk with them. . .” These small micro-interactions contribute to culture and provide the leader the added opportunities to build a psychologically safe, and therefore innovative and creative, environment.

What are you missing by not having these spontaneous micro-interactions? What observations are not being shared? What concerns or challenges aren’t being mentioned?

Culture and Talent Retention: This is perhaps the most nuanced risk category of remote and blanket hybrid arrangements: The critical role of the team’s understanding of their value, and team member trust, respect: It’s about what it means to be a team: And it’s about the components that enable the environment where the leader can effectively utilize the power-tools of leadership.

It takes Courage to be Bold. And Boldness to be Great!

The risk of remote work on Team Resilience

Loneliness can have a negative impact on employee mental health, and productivity. Stress, especially in the current atmosphere of uncertainty we all experience can amplify the negative experiences. A cohesive team with whom to forge into the future can go a great distance to mitigating these risks.

While remote plus intentional, strategic and well planned hybrid arrangements can be immensely productive, observations are mounting that in Remote + Hybrid arrangements without clear intentions, the potential for growth, collaboration and resilience are being lost.

Coaching enabled a small diverse team to deliver more, better, faster. It fostered high-value and innovative contributions and facilitated pro-active and nimble adaptation to changing circumstances.

Bringing together the required strengths to meet our goals, and positioning each team member to excel, encouraging each to recognize their own value in the team as well as the individual brilliance of each of their colleagues

While brainstorming, a lightning-bolt inspiration beginning with “I think….” would be shared enthusiastically with the team as a possible solution to the challenge. Invariably one of the group would respond “There is no I in Team”. In the end, it was clear: There were eight profoundly unique “I”s in that team. And every single “I” contributed to their success.

I wasn’t a quitter. I couldn’t just not try. That wasn’t me – despite that voice.

You can read all the books available on the topic of your choice. It is in finding/ developing your own solutions, proving to yourself they are effective, that they will “stick”.

…your fears can backlight your super powers - like a spotlight!

“Fear that’s examined yields powerful discoveries about you at your best”
~ Marcus Buckingham from Work+Love

There’s so much on your plate. A coach could never understand the challenges you face, the complexity of your world or the crushing timelines.

You are, absolutely, the leader you have always wished you had!

You don’t NEED a coach or a personal trainer. . .

And, I bet it would be kinda nice not to feel so worn out, and have a safe place to think, with someone who believes in you. . .