Frustrating or Productive Meetings?

Frustrating or Productive Meetings

As per our DAIC Survey in organisations – the survey gauges Collaboration Quotient in teams by assessing the 4 different Influencers: Direction, Affinity, Interest & Channel (DAIC) – we learnt that Unproductive Meetings is one of the top 3 factors that affect team-members’ Engagement and Productivity.

One out of every two members has quoted that

‘even if tasks are thoroughly discussed, no or insufficient action for successful completion’.

This is definitely a toll on the Collaborative Spirit of team-members and can bring much frustration.

What’s your top tip to handle this?

Share with us and we’ll share your best-practice with other leaders with credits to you!

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!

 

A Collective Mission

A Collective Mission

Mission statements are directly proportionate to the vision of the organisation, and thus individual divisions and teams. While defining vision is mostly a singular effort, mission statements can be a collective one.

It’s important that the people who are on the mission are able to relate to each statement and feel the drive to execute them!

When building Mission Statements, a leader must:

— Engage the core team-members in drafting (not copy-pasting from competitors). These team-members must also be great influencers and should know the pulse of the organisation and other members.

— Be open to creating multiple drafts before finalising. No harm in reconsidering the Mission when it must equate with the Strategy.

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 #16

An Entrepreneur creates chances and opportunities, and then makes them happen! The need for an Entrepreneurial Spirit at workplace therefore becomes a must as the business needs growth.

On May 25th 2018, we had an intense discussion at Amazon on ‘Nurturing Entrepreneurial Spirit at Work’.

At Collaborative Climate, we promote Value of Collaboration at work and CoSolve is our Collaboration Tool for organisations. Our Unconferences are Collaborative and Informal Peer-learning experiences we host with Sr Leaders across domains.

Here’s a peep into the Unconference #16.

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Aamir Jariwala, Start-up and VC Business Development Leader at Amazon, did a great job in Pace Setting this discussion. He brought many insights to the table on how Jeff Bezos, CEO – Amazon, built Amazon and moreover how he has driven the Entrepreneurial Spirit within each employee of Amazon. He high-lighted the Culture of Innovation that runs in the veins of Amazon and the 14 Leadership Principles everybody abides by.

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We also talked about: Hiring the Right Talent – The Culture Adds and the reasons why it’s crucial to a business’ success.

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The Unconferencers were:

  1. A Sudhakar – Director HR, Dabur
  2. Aishwerya Srivastava – Sales Leader, CoSolve by Collaborative Climate
  3. Arati Sood – GM, Digital Practice, IBM
  4. Arpita Kuila – Head HR, NEC Electronics
  5. Arun Karna – MD, AT&T India
  6. Deepak Malhotra – Global Campaign Leader, IBM
  7. Hriday – L&D Head, Vikas-Senden Group
  8. Kaushalendra Yadav – Product Head, Vajor
  9. Manasi Das – Director HR, Vikas-Senden Group
  10. Praful Tickoo – AI, Machine Learning and Digital Transformation Lead, Genpact
  11. Richa Agarwal – Business Strategy Leader, Josh Talks
  12. Sai Kumar – AMEA Sourcing Head, British Telecom
  13. Sandeep Das – GM Learning & Talent Development, Aditya Birla Bank
  14. Sandeep Tyagi – Director HR, Samsung Electronics
  15. Saurabh Pal – Data Mining and Machine Learning Lead, CoSolve by Collaborative Climate
  16. Saurabh Sharma – Sr Manager Talent Acquisition, Ericsson
  17. Shweta Sharma – Founder, Collaborative Climate & CoSolve
  18. Siddhant Tiwari – Sales Leader (North & East), Pine Labs
  19. SN Rao – Head Campus Recruitments, British Telecom
  20. Sundeep Verma – Entrepreneur & Ex Creative Director, Ogilvy & Mather
  21. Tushar Joshi – Machine Learning Leader, Genpact

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Collective Feedback Quote:

The Unconference #16 was a fabulous discussion on the topic. There are many take-aways.

We thank team at Amazon, esp Aamir Jariwala for co-creating the great experience. And of course the Unconferencers!

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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

 

 

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!