Coach | Consultant | Facilitator
Team culture so good...
It takes the bins out for you.
When your team culture thrives, it not only supports your people, it also fuels your business, making your role as a leader more seamless.
Building a strong team culture requires a foundation of strong values, self-awareness and a clear vision.
Each of the tools I provide are designed to enhance your team's culture in meaningful ways.
Whether you're aiming to:
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Improve communication
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Clarify roles and responsibilities
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Streamline workflows
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Foster transparency and trust
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Make meetings more engaging
The tools I provide are crafted to support and strengthen your team’s effectiveness.
Resources
Two free resources that support your team's culture, nurture your people's wellbeing and develop your business efficacy.
Relational Spaces At Work
An accessible process that supports your team's emotional intelligence.
Run them monthly or quarterly depending on your team's availability.
Define The Focus
Anyone in the team can create the focus for your relational space. Get creative with the theme and alternate who sets the theme and who facilitates the space. Your people could collaborate and co-facilitate if they want to.
Check In
Everyone has a minute or two to call out any distractions or share something to help get focussed and present. Check ins happen one at a time and there’s no cross-talk or responses needed.
The Main Event
Introduce the focus of theme for the session and then everyone has 3–4 minutes space to share. No cross-talk and no responses are needed as each person takes their turn to contribute. This open space creates a vibe of deep listening, empathy and connection.
Conversation
If there’s time after the main event, you can have a conversation about anything that might have been sparked from listening to each other. The conversation is led by whoever has something to say and is a free-flowing space.
Close
Your space to say whatever you need to say to feel complete on leaving the session. Go one at a time and just like the check in, there’s no crosstalk or responses needed. It’s like a punctuation mark to close off the session.
Examples of themes for your relational space:
What dish would you bring to a pot luck dinner and why? What memories does the dish evoke for you?
What is your favourite memory of somewhere you have travelled to?
What are the most important things you do for your own self-care? What practices, activities or techniques do you enjoy?
What are you not saying? This might be something you are scared of, something you are thinking about a lot at the moment, something you’re looking forward to or something that you feel emotional about.
Is there anything you’d like to express or share about caring for the environment?
These kind of relational spaces are a bit like being part of your own live podcast episode.
They are rich, emotive, expansive and nourishing.
Value Exchange
Capturing value exchange supports your team's self-awareness and recognition.
Create an online survey with the points below that your team can complete monthly or quarterly.
Your Name
It's important that responses are transparent and ‘owned’ by everyone to nurture trust and transparency.
What value did you give in your roles last month?
This is a question about what you have given to the organisation.
For example have you gone above and beyond to help? What skills have you used to get your job done? Have you applied any skills that are not necessarily required for your job role?
This is your chance to write down all the good things that you have done and all the ways that you have given value to your organisation.
What value did you receive in your roles last month?
This question is not about your salary or financial compensation.
It's about the non-monetary value that you have received through doing your job. For example have you enjoyed collaborating with your team? Have you developed relationships that you value? Have you learned something that is important to you? This is your chance to reflect and record all the things that you have enjoyed and received value from in relation to your work.
Do you have any unmet needs in terms of the value you gave last month?
Apart from money, what would you like to receive from your organisation that you are not currently getting?
It might be that you’d like more team social events, you might want training in a certain area, you might want greater transparency of information or to be able to work for a charity one day a year.
This is your chance to list things that you would like to gain from working in your organisation.
Do you have any unmet needs in terms of the value you received last month?
This is a question about your potential and whether you have more to offer in your roles.
You can write things that you'd like to bring to your job.
For example you might be a great facilitator but you don’t currently facilitate any meetings. You might have knowledge in an area that is of value to your organisation but it isn’t part of your current job role. You can write this information here to share the values/skills/experience that you would like to offer.
Any reflections on this process?
Share any thoughts about the survey you have just completed.
Send the survey to everyone you want to complete it.
The process should not be compulsory so give your people the choice as to whether they wish to take part.
Collate the results into one easy-to-read document and make it available to everyone who participated.
There's no pressure to resolve or find solutions to any of the comments made in the survey.
The process is designed to share people’s thoughts and reflections and allow self-organisation around what happens next.