Tag Archives: team

Unconference: Chapter #18

A leader plays the most crucial role in building a Collaborative Organisation, the right Direction is of utmost importance. Followed by Channels/platforms provided, and Interest to contribute and Affinity nurtured amongst team-members. DAIC is the norm to follow!

On Feb 26th 2019, we curated our 18th Unconference on ‘Building a Collaborative Organisation’. An event hosted by Vodafone Idea and Pace Setted by Ankur Warikoo, CEO, Nearbuy.

At Collaborative Climate, we promote Value of Collaboration at work and KoSolve is our Gamified Collaboration and Knowledge Management tool for organisations. Our Unconferences are Collaborative and Informal Peer-learning experiences we host with Sr Leaders across industries and functions.

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Here’s a summary about the Unconference #18.

Ankur Warikoo facilitated a discussion about what all a leader has to do to ensure that the team-members stay collaborated. From ways to establishing trust to setting a culture of understanding & transparency. Also the aspects that inhibit collaboration and how to overcome them. Aspects such as hostility, unhealthy competition, knowledge flow bottle-necks, infrastructure etc.

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The Unconferencers were:

    1. Abhay Parashar, Circle Retail Head at Vodafone Idea Limited
    2. Abhishek Srivastava, HRBP North and South at Aditya Birla Payments Bank
    3. Angira Agarwal, Circle VIBS Head at Vodafone Idea Limited
    4. Arvinder Singh, Circle Business Head at  Vodafone Idea Limited
    5. Farhan Shahid, Region HR Head at Sodexo
    6. Joypratip Sengupta, Circle Sales Head at Vodafone Idea Limited
    7. Misha Rai, GM Circle HR at Vodafone Idea
    8. Mohit Khanna, MD at Lloyd Insulations
    9. Natasha Sharma, Client Relations Lead at KoSolve Pvt Ltd
    10. Neehar Chaturvedi, Circle Network Head at Vodafone Idea Limited
    11. Nikhil Taneja, CHRO at S Chand
    12. Pamesh Gupta, Circle Operations Head at Vodafone Idea Limited
    13. Parag Bhattacharyya, Circle Commercial Head at Vodafone Idea Limited
    14. Priyank Bajpai, Head Talent and Capability at Vodafone Idea
    15. Puja Mehra, Circle Customer Service Head at Vodafone Idea Limited
    16. Ravi Swaroop, Circle Marketing Head at Vodafone Idea Limited
    17. Sandeep Das, GM HR at Aditya Birla Payments Bank
    18. Sandeep Kumar, HR and IR Head at Sodexo
    19. Shikha Rastogi, President and Group HR Head at ITV Network
    20. Shweta Sharma, Founder at Collaborative Climate and KoSolve Pvt Ltd
    21. Suneel Thakur, DGM Risk and BCM at VFS Global
    22. Sunil Pathak, Director HR at Cadence
    23. Usha Srivastava, Circle HR & A Head at Vodafone Idea Limited

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Collective Feedback Quote:

We are glad that we joined today’s session; it was extremely helpful.

We thank team at Vodafone Idea, esp Usha Srivastava and Ankur Warikoo for co-creating the great experience. And of course the Unconferencers!

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If you’d like to be part of our Unconferences, please mail us at contact@collaborativeclimate.com or support@kosolve.com

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!

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!

 

Do they listen during meetings?

Do they listen during meetings

Through our surveys and experiences, we have learnt that poor meetings at work are a common-place. There are many factors that make a poor meeting so, and one of the highest rated factors is when ‘members are more interesting in talking than listening to understand.’

Some tips for Leaders to facilitate sound listening skills during meetings:

-Encourage reflection on each other’s point.

-Collectively highlight the positives of points instead of dismissing them on face-value.

-Write down the common vision and task on a board or slide where everybody can see and remind self about the end-goal & largely talk about that only.

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!

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!

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!