Failure occurs. Challenges appear un-navigable. Comfort is minimal. Learning happens when psychological safety + accountability are high.
For teams to reach high performance many areas of support can be helpful. I’m leading a series of learning session on the role of a Team Coach.
The people you work with make your business.
In managerial-leadership coaching & executive coaching a prime responsibility is to continually increase the choices that may lead to shared goals and outcomes.
New Location: We affiliate location with specific behaviors and roles. Our brain wants to make things simple by compartmentalizing what happens, how to act, how others may act within a location. This can be helpful / hurtful. Changing the location may be novel enough to change the discussion and therefore the behaviors and outcomes.
The good thing about a setback is that you had to be making progress to be setback. This means the team / people / you know how to progress…because you already have.
The hope is that when you can focus on the exceptions what is happening when the problem is absent you will identify and strengthen the solution – what you want to have happen.
How would you recognize which string is your solution?
“These guidelines suggest what you can do when you’re a lonely little low-ranking, cubicle-inhabiting, systems-thinking petunia trying to introduce a new philosophy of leadership to those rooted in the onion patch of an obsolete managerial philosophy.”
The guidelines align with team building & executive coaching activities. Illustrating through activities a team and person develop exceptions and see ‘what works’ in a context they’re not used too and is still familiar because they just made it happen.