Outcasts at Work

Outcasts at Work

An Outcast at work is the member who tends to stay aloof and can even be non-participative in team discussions/activities. Reasons: Social Anxiety, Innovative Streak, Distasteful Team Experience, Lack of Communication Skills or more.

A leader can easily handle this behaviour by following these steps:

1.Have a dialogue to understand his/her reasons.

2.Create a safe environment to express the reasons.

3.Establish yourself as a confidante and mentor.

4.Acknowledge the emotions.

5.Explain the implications of this behaviour.

6.Build a Plan of Action to overcome this.

7.Provide constant support and follow-up.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Problems as Opportunities

Problems as Opportunities

Multiple problems can break down the momentum at work. They can be perceived as hurdles and not as opportunities for a step-up to current skills & knowledge.

Leaders need to be aware of the attitude of their team-members towards the problems & challenges. If they’re looking at them as hurdles and pausing their momentum then there are either bottle-necks, unmet expectations/needs or not enough support systems.

Quick 3H to-do in this case:

1.Huddle the members and create a Fish-bone or a similar diagram to understand the details.

2.Help develop solutions – brain-storm, assign responsibilities & deadlines and follow this up.

3.High-light the need to have a ‘get-ahead’ attitude.

Repeat the 3H till this is in their DNA!

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

What’s a Collaborative Workspace?

Collaborative Spaces

Our DAIC Model of Collaboration is an acronym of the 4 Influencers that enable collaboration at work. ‘C’ stands for Channel, i.e., platforms and mediums that bring people together.

Be it processes & meetings or the Design of the Workspace where people work.

Aspects that enable a Collaborative Workspace:

  • Dedicated space for Brain-storming and Idea Generation
  • Bright, yet soothing lighting & wall-colors
  • Glass doors & cabins as opposed to wooden/concrete walls/cabins
  • Play areas: from a carom-board to table-tennis
  • No fixed seating’ system

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Too Many Cooks?

Too Many Cooks

There can be times when there are multiple people managing same things on a project. Result: lack of clarity on execution and decision making, clashing egos, power-controlling instincts, unhealthy competition to name a few!

As a leader, some of the ways you can address this early and avoid a mess:

-Distinctly know the interest of each member and let them handle those tasks.

-Lay-down clear KRAs and communicate to all members.

-Lead brain-storming discussions to bring everybody’s perspective.

-Facilitate idea-sharing forums and Reward & Recognize the workable ideas.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Have an Elephant?

Have an Elephant

If there’s a general feeling that there’s ‘An Elephant in the Room’, it clearly denotes the lack of courage and ownership that exists to acknowledge and absolve the issues. The elephant can prevail fear, insecurity or other emotions that breed negativity.

Rarely are there team-members who are able to bring up such issues. Even as a leader, you may not be aware of them. Quick steps to help your team gain courage & be accountable for the elephant:

1- Make them write or briefly talk about the issue

2- Take a little time to understand the back-ground

3- Differentiate issue from the person(s) involved

4- Help visualise the workplace without the elephant

5- Create a strategy to remove the elephant

6- Reward/Recognize efforts of all involved

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Overcoming Blame-games

Overcoming Blame-games

Blame-games are often heard at work. Some indicators – when members don’t take accountability, cover mistakes & not fix them, or unhealthy gossips.

This largely affects the momentum at work, further adversely impacting growth and clients!

As leaders, some of the things you can do to overcome this issue:

  • Begin with YOU – set the pace by not blaming your seniors/co-workers for faults in the system.
  • Recognize Emotions – inquire deeply that why are your members blaming each other? What are the under-lying emotions at play? Let them vent and handle them calmly & strategically.
  • Encourage Credit Sharing – acknowledge all the relevant people who made things happen for a task/project. This is a great anti-dote to blames!

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Collaborating Individual Contributors

An Individual Contributor (IC) is someone who contributes individually, the purpose is not management. IC brings specific skills to the table and team-playing abilities are not what he/she’s immediately supposed to project.

But at times, they may need to be team-players, which can turn out as a very difficult process!

Quick Tips for Leaders to make ICs be team-players:

  • Be clear with expectations – yours and theirs
  • Help them see the benefits of the Collaboration
  • Provide the benefits and recognition
  • Design a custom-made rewards program if needed

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

UNCONFERENCE: CHAPTER #15

There’s no end to learning, not for anyone, no matter how learned. Constant learning humbles and strengthens!

We experienced this in Unconference #15 at IBM this March 9th, 2018. The topic of discussion was HR Analytics, a strongly emerging field. In the discussion, we had Unconferencers from diverse back-grounds and functions. All gathered to explore the topic intensely.

At Collaborative Climate, we promote Value of Collaboration at work for Higher Productivity & Engagement, and to Lower Stress & Hostility. Our Unconferences are Collaborative and Informal Peer-learning experiences we host with Sr Leaders across domains.

Here’s a glimpse to the Unconference #15:

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Praful Tickoo, Lead Artificial Intelligence, Machine Learning and Digital Transformation at Genpact, wonderfully Pace Setted the absolutely rich discussion.

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He kick-started the forum with ‘What is HR Analytics?’, moving towards ‘Why HR Analytics’, ‘How to do HR Analytics’ and finally ‘Best Practices & Examples’.

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Everybody reflected on each of these areas and threw questions to the forum and addressed each other’s questions/doubts. A true Collaborative and Peer Learning Experience indeed!

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The Unconferencers were:

  1. Aamir Jariwala – Lead India Start-up & VC Ecosystem, Amazon
  2. Adwait Hebbar – Head CSR & Corporate Affairs, IndusInd
  3. Anirudh Singh – Head Advanced Analytics, Evalueserve
  4. Arun Karna – MD, AT&T India
  5. Ewelina Janus – Director, Hult Prize India and Aster
  6. Deepak Malhotra – Global Campaign Leader, ADM Innovation, IBM
  7. Faisal Husain – Associate Director, KPMG
  8. Gurpreet Singh – Regional People Development Leader, APAC, Orange
  9. Kamal Kumar – Director HR, Dhanuka Agritech
  10. Manish Singhal – Head HR Analytics, ALS Group
  11. Mayuk Dasgupta – Head Projects & Alliances, Aditya Birla Group
  12. Nikhil Taneja – CHRO, S Chand Publishing
  13. Rajiv Gupta – Director Technology & Distinguished Engineer, Arris
  14. Ranjeet Oak – Chief Business Officer, Make My Trip
  15. Ranjiv Kapur – MD, Anil Agencies
  16. Rahul – L&D Head, S Chand Publishing
  17. Richa Sharma – HR Lead, S Chand Publishing
  18. Saba Alam – Sr Talent Acquisition Leader, LinkedIn
  19. Sandeep Tyagi – Director HR, Samsung Electronics
  20. Saurabh Sharma – Talent Acquisition and Employer Branding Lead, Ericsson
  21. Shweta Sharma – Founder, Collaborative Climate

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Collective Feedback Quote:

This was an amazing exposure and learning on HR Analytics, we look forward to the next Unconference!

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We thank team at IBM, esp Deepak Malhotra and Praful Tickoo for co-creating the great experience. Last but not at all the least, the very forth-coming and open Unconferencers!

Look forward to more in this space and if you would like to be invited for an Unconference, please write to us at contact@collaborativeclimate.com

Why People Collaborate

Why People Collaborate

Often Leaders have to and even need to get their team-members collaborating. And here they tend to give instructions on what all they should be collaborating on.

That’s a Push Approach, which can work but sometimes a Leader may have to apply a Pull Approach, i.e., get the members collaborating out of their will and choice for effective execution!

The 3Bs below indicate why people collaborate:

Belong – to feel belonged to a community

Benefit – to get tangible benefits for their efforts

Boost – to learn and grow

As ac leader, you ought to come up with some creative ways to apply these 3Bs above.

You’re welcome to share some of your ways and we can publish that to your credit!

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

 

Collaborative Dialogues

Collaborative Dialogues

Collaborative Dialogues are the ones that help us connect and respond better to others.

Each Collaborative Dialogue can create a great momentum & climate of collaboration at workplace.

A Leader has a very central role to play in Modelling and Facilitating such dialogues. Be it conflict resolution or daily solution-finding amongst the team-members.

Here are some quick tips for Leaders:

-Conduct role-plays and guide them with Verbal and Non-verbal Behaviour in daily or difficult situations.

-Help focus on relation-building & being cooperative.

-Teach them constructive ways when ‘disagreeing with others’.

-Promote value-based behaviour that keeps a check on Unhealthy Gossips at work.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!