Tag Archives: interpersonal

Match’em like Lego?

Match'em Like Lego

If only it were as easy as Lego Blocks to just instantly know each team-member and match them up for tasks and projects!

Here are some steps for leaders:

1.Create a template where each team-member can pin-up their knowledge, skills and passion (something that they are really excited to pursue or develop in themselves).

2.Ask them to fill it and have a one-to-one discussion with them to understand more and fill in your remarks on the side.

3.Feel free to share this with everybody within the team so that they understand each other more.

4.Keep a (fun) periodic review of this and do refer to this in meetings or when assigning tasks/projects.

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!

 

Free-willed Collaboration

Free-willed Collaboration.png

Collaboration requires free-will of attempts and task-completion. Independence, Innovation and Free Thinking can’t breed in constricted regimes and routines. Such regimes can not only add stress but also self-doubt making team-work ineffective.

This is how leaders can have Collaboration going without constricting regimes.

Get to know your members and help them focus on their brighter side, show faith and patience in that.

Let all team-members appreciate and monitor each other’s strengths over set periods of time.

Build a community of problem resolution and solution finding for tasks and projects.

Create opportunities for a win-win for all through different Rewards & Recognition programs.

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!

How to use Technology?

How to use Technology

Technology has facilitated communication and even collaboration to some extent. Filling yours and your team’s work-space with communication/collaboration tools is not enough; the purpose may be lost!

Here are some of the tips for leaders to maximise communication/collaboration from the online tools with team-members:

— Define your reasons and opportunities, know why you need such tools.

— Hunt & select the tool(s) that best fit yours and yours team-member’s needs & comfort.

— Adoption of technology can be difficult at start, so give it time and efforts.

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!

#collaborativeclimate #kosolve

Workplace Annoyance

Workplace Annoyance

Annoying, Irritating, Disturbing, Displeasing, Bothering – some of the terms we use to describe some of the co-workers we don’t like.

For coffee-table gossip, this may seem like a light-hearted conversation but  it can have a cascading effect on overall morale and culture at work.

Some steps for leaders to correct this phenomena:

— Create once a month/fortnightly forums for your team-members to let go off the steam collectively. Let them vent and listen in a safe space.

— Guide them to be careful with their thoughts and words.

— Help them see each other’s perspectives and give time to cool down.

— If a member is too stubborn, discuss separately.

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!

 

Holding Grudges & Grievances?

Holding Grudges & Grievances

Long-lasting Grudges and Grievances at work are such a common-place.

The waves they create can have torrential impact on future of organisation & the professional(s) who hold them.

3C Step-Approach is one of our suggested Models for Leaders to handle this:

  1. Create a regular Schedule to formally dedicate time and efforts to handle them.
  2. Categorize to filter and to know the types of Grudges/Grievances members carry.
  3. Call for collective solution(s) to acknowledge and bring focus towards future.

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!

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!

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!