Tag: #leadership

Enhancing Virtual Team Dynamics in the Digital Workspace

Post author By Brett Hodge
Post date April 1, 2024
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Brett Hodge 03/01/2024

In the era of remote work, virtual teams have become the backbone of many organizations. However, maintaining the dynamics of a team that interacts primarily through screens presents unique challenges. This blog explores strategies to improve virtual team dynamics, ensuring a cohesive and productive work environment.

Understanding Virtual Team Dynamics

Virtual teams operate across various time zones and cultures, often without ever meeting face-to-face. This can lead to feelings of isolation and disconnection. To combat this, it’s essential to understand the nuances of virtual communication and foster a sense of belonging among team members.

Building Trust and Accountability

Trust is the foundation of any successful team. In a virtual setting, trust is built through transparency, consistent communication, and reliability. Leaders should encourage open dialogue and provide regular feedback to create an atmosphere of mutual respect and accountability.

Communication: The Lifeline of Virtual Teams

Effective communication is vital for virtual teams. It’s not just about the frequency of interactions but also the quality. Utilizing the right tools—whether it’s video conferencing, messaging apps, or project management software—is crucial for facilitating clear and efficient communication.

Fostering Engagement and Collaboration

Engagement can be a challenge in virtual teams. To keep team members engaged, incorporate interactive elements into meetings, such as polls or brainstorming sessions. Collaboration tools that allow real-time editing and sharing can also enhance the sense of teamwork.

Cultivating a Supportive Culture

A supportive culture is characterized by recognition, inclusivity, and the promotion of work-life balance. Celebrating achievements, acknowledging milestones, and providing support during challenging times are all practices that contribute to a positive team culture.

Continuous Improvement

The virtual workspace is ever-evolving, and so should the team dynamics. Regularly assess the effectiveness of communication strategies, tools, and team morale. Be open to feedback and willing to make changes to improve the team’s performance.

Conclusion

Improving virtual team dynamics is an ongoing process that requires attention and effort from every team member. By building trust, enhancing communication, fostering engagement, and cultivating a supportive culture, virtual teams can overcome the barriers of distance and become more cohesive and effective.

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Tags #leadership, #Management, #Organizational Development, #people assessments, #team skills, #teameffectiveness, #teamwork, #Virtual teams, Teams

Organizational Development Team Effectiveness

How employee management tools can significantly impact your company’s bottom line:

Post author By Brett Hodge
Post date March 27, 2024
No Comments on How employee management tools can significantly impact your company’s bottom line:

Brett Hodge, CEO 03/27/2024

Introduction

In today’s dynamic business environment, organizations face multifaceted challenges. Managing human resources effectively is a critical aspect of achieving overall success. Employee management tools play a pivotal role in optimizing workforce performance, streamlining processes, and ultimately contributing to the bottom line.

1. The Expanding Role of Finance and HR

Traditionally, finance departments focused primarily on financial operations. However, the landscape has evolved. Finance professionals now actively participate in shaping overall business strategy. They contribute to cost management, forecasting, and labor optimization. Understanding the workforce—often the largest and most complex expense—is essential for creating a successful business strategy.

2. Workforce Intelligence: The Power of HR Data

Workforce intelligence, derived from HR data and metrics, empowers finance professionals with valuable insights. Here’s how it can impact your bottom line:

a. Cost Optimization

Recruiting Efficiency: HR metrics help identify steps to optimize recruiting costs. By understanding which channels yield the best results, you can allocate resources effectively.
Talent Assignment: Assigning the right talent to the right tasks ensures productivity. HR data reveals how efficiently employees are assigned and engaged.
Pay Practices Alignment: Ensure that compensation and benefits align with performance, avoiding unnecessary costs.

b. Productivity Insights

Declining Productivity: HR metrics highlight signs of declining productivity. Addressing these early can prevent revenue losses.
Talent Development: Determine whether it’s more beneficial to build talent internally or hire contractors. Investing in employee development pays off in the long run.

c. Process Improvements

Efficiency Gains: Identify and implement improvements across various workplace processes. Streamlining workflows directly impacts the bottom line.
Diversity and Profitability: A diverse workforce contributes to innovation and profitability. HR data helps create an inclusive work environment.

3. Uncovering Top Performers

Armed with HR insights, you can identify top performers who significantly impact your company’s financial success. Recognize their contributions and learn from their practices.
Equally important is understanding why some employees fall behind. Addressing performance gaps can boost overall productivity.

Conclusion

Employee management tools bridge the gap between HR and finance. By leveraging HR metrics, you can make informed decisions, optimize costs, and create a thriving work environment. Remember, data-driven strategies lead to a healthier bottom line.

So, embrace the power of employee management tools and watch your business flourish! Contact us at OEC, Inc. for more information 812-345-7519.

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Tags #Business Finance, #Business Performance, #leadership, #Organizational Development, #people assessments, #teameffectiveness

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The Best Human Asset Software for your Business

Post author By Brett Hodge
Post date February 22, 2024
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benefits of using the Predictive Index (PI) in your organization. OEC, Inc. is a Certified PI Partner. Contact us for more information. https://www.oecleadership.com

Predictive Index: The Key to Talent Optimization

In today’s dynamic workplace, understanding employee behavior and optimizing talent is crucial for organizational success. The Predictive Index (PI) is a powerful tool that provides valuable insights into workplace behavior, motivators, and potential. Let’s explore how PI can enhance your organization:

1. Understanding Workplace Behavior

Scientific Validation: PI is a scientifically validated behavioral assessment tool. It evaluates the motivating needs that drive an individual’s workplace behavior. By understanding these needs, organizations gain insights into what makes their employees tick.
Predicting Performance: PI measures cognitive ability, behavior, and interests. It predicts how individuals will perform in specific roles or work environments. This knowledge helps in making informed decisions during talent acquisition and team building.

2. Talent Optimization

Hiring Right: PI assists in identifying candidates who not only qualify for a role but are also likely to thrive in it. By assessing personality traits and cognitive abilities, organizations can make better hiring decisions.
Team Dynamics: Understanding the mix of driving needs within a team is essential. PI helps identify potential areas of conflict or cooperation, promoting effective collaboration and communication.
Leadership Development: PI identifies individuals with leadership potential. It enables personalized development plans to nurture their skills, ensuring a strong leadership pipeline.
Management Support: Pi integrates behavioral data with AI to provide managers all they need to schedule 1:1 meetings, Team meetings, feedback and communication, performance management and more.

3. Aligning Individual Capabilities with Organizational Goals

Behavioral Mapping: PI provides a ‘behavioral map’ of an individual’s work persona. It reveals factors like dominance, extraversion, patience, and formality. Organizations can align these traits with their goals and requirements.
Stress and Team Response: PI helps understand how individuals respond to stress, scrutiny, and team dynamics. This knowledge aids in creating a supportive work environment.

4. Not Just a Test, But Insights

Detailed Insights: PI isn’t a ‘pass’ or ‘fail’ test. Instead, it offers detailed insights into behavior and performance. Organizations gain clarity on their workforce’s strengths and areas for improvement.

Conclusion

The Predictive Index is more than a tool; it’s the key to talent optimization. By leveraging PI, your organizations can create a harmonious workplace, maximize productivity, and align individual capabilities with strategic goals. So, contact us at OEC, Inc. to embrace PI and unlock the potential of your workforce! ????

Tags #group effectiveness, #leadership, #Organizational Development, #team building, #team skills, #teameffectiveness, #teamwork, Teams

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Key Changes Companies Should Make

Post author By Brett Hodge
Post date August 9, 2022
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Key changes companies should make in 2022

Josh Bersin, the founder of an HR research firm, says that “you have to run your company as if every employee has one foot out the door.” And he is right because employees today demand fast, positive change from their employers.

Let the data talk:

8 out of 10 employees feel ‘more empowered’ to hold leaders accountable for workplace changes in 2022.
And 56% of workers said they will only wait 30 to 60 days for employers to make needed changes before they consider leaving. (Human Workplace Index)

So what can companies do?

Well, every company is different and has its unique challenges. But one thing is for sure: now is not the time to let up on the gas (despite today’s prices, har har).

A universal principle is companies must deeply understand what their employees want and then take action to deliver. By collecting employee feedback, companies will unlock a treasure trove of opportunities to improve retention, productivity, and workplace happiness.

How can they take it a step further? Companies must double down on improving the employee experience end-to-end. To start, that means:

purging any signs of toxic culture (one way is to create a set of strong company values and reward the right behavior)
hiring the right people for the right roles
giving employees a meaningful mission and purpose to work toward
training managers to listen and support employees (versus telling)
creating and communicating legitimate career paths (only 11% of companies offer formal career pathing programs).

The MIT study also revealed four short-term strategies companies can use to increase retention.

Identifying lateral career opportunities
Offering remote work arrangements
Hosting company-sponsored social events
Offering predictable schedules

Tags #leadership, #Organizational Development, #teameffectiveness, Teams

Team Effectiveness

The need for Social Emotional Learning in Team Development

Post author By Brett Hodge
Post date January 23, 2020
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In my last article written on January 16th, 2020 I wrote about the importance of Human Connection both to our work and all other parts of our lives and the science behind it. This week I am following up with an article on the importance of Social Emotional Development in teams.

Human connections are critical to business results and employee engagement and workplace contentment. Daily I speak with leaders about the joys and challenges of the workplace. All of the joys and challenges boil down to successes or failures that at the root have a human component. You would be hard pressed to find a success or failure that was not at some level due to connection between people.

Working with teams over the last 30 years I have accumulated hundreds of experiences assessing and creating developmental opportunities for teams. One constant is that the human connection factor has been at the root of all of those experiences and the strength of those connections has been the key to current success or frustrations.

In my experience both as a consultant and as a Senior Organizational Development Practitioner inside of organizations, Emotional Intelligence is a standard Learning opportunity/course offered, BUT I usually see it offered only to leaders of the organizations. If it is a fundamental skill for all employees we should not just offer it to leaders but should instead offer Social Emotional Development to all employees. Most people have their main interactions throughout their day with teammates and other people they work with to complete the organizations work, not their leader.

Self Awareness, Self Management, Social Awareness, Relationship Skills, and Responsible Decision Making Skills are skills we all need in order to maximize our connections with others. Studies on human development would say that we should be learning and honing these skills from an very early age and should be part of our early education curriculum in the classroom. School Bullying is rampant and Teen suicides are up 47 percent in the past two decades. This is getting schools and parents attention that SEL must be integrated into our youth experience. Based on the research, these skills are fundamental to successful Teams as well. Instead of only training leaders in one day intensive EQI principles, healthy organizations of the future will make Social Emotional Learning part of an ongoing developmental strategy for teams and not just a 3-6 hour course. Ongoing Social Emotional Learning as a team is a great way to build trust and develop strength and understanding of team connections.

This attached article by Marc Brackett & Diana Divecha addresses the need for SEL as they celebrate the “30th anniversary of the first scholarly publication on emotional intelligence. In it, Peter Salovey of Yale University and John D. Mayer of the University of New Hampshire challenged the proposition that emotions mostly cloud judgment and get in the way of rational thought. Instead, Salovey and Mayer said, when we use emotions wisely, we make better decisions and have improved mental health and relationships.” https://www.edweek.org/ew/articles/2020/01/22/sorry-theres-no-easy-toolkit-for-social-emotional.html?cmp=eml-contshr-shr

Tags #emotional Intelligence, #leadership, #team development, Teams

Team Effectiveness

Is your Team Connected?

Ask yourself, “What groups of people do I know that could benefit from being better connected”? Whether your thoughts went to work, community or family, we can easily identify connections that are strong as well as connections that are weak.

Why are human to human connections so important?

We are genetically and socially programmed to be connected to others. Evolutionary theory developed by Charles Darwin and widely accepted as having some scientific validity theorized that in order for a species to survive it must be driven to behave in ways that promote Survival and Reproduction. Because of these two basic “Survival of the Fittest” drives humans have continued to evolve specific adaptive behaviors to stay connected and Thrive. Believe it or not, even though the news of current events catches our focus, we are actually living in the most peaceful time in history according to historians looking at 100 plus year periods. Survival is actually getting easier to do. Reproductive adaptive behaviors drive what we are attracted to and can unconsciously effect our interpersonal behaviors, not just as mates but how agreeable or valued we see each other, how accepted we feel, how much automatic trust we place in each other and many other unconscious psychological dynamics.

Maslow’s hierarchy of needs; Physical, safety, security, love and Belonging, Self-esteem, and Self Actualization; all depend on solid close social connections. One failure to Maslow’s model is that we have examples both in the animal and human world where social connection is chosen over food, water and shelter. A study by Lunstad, Smith, and Layton at Brigham Young University and published in the Journal of Medicine https://journals.plos.org/plosmedicine/article?id=10.1371/journal.pmed.1000316 showed that a lack of social connection has a greater detriment to your health than obesity and smoking. On the positive side strong human connections have been proven to lead to a %50 higher chance of life longevity, strengthened immune system, lower rates of anxiety and depression, higher self esteem and greater empathy towards others. Social connectedness creates reciprocal connections that affect our physical and emotional well-being. We live in a time where a lot of people do not feel connected and technology seems to be pushing us even further from the authentic human connections we all need in order to thrive.

Most people’s primary social group is their work. This is where a lot of us spend 40 – 60 plus hours a week for the majority if not all of our lives. This is not including the time spent ruminating about work issues. Like it or not this is where we get most of our social connections. For those teams where the connections are strong, you are enjoying higher levels of endorphins, strengthened immune systems, overall sense of wellbeing, higher productivity, lower costs and very possibly a longer life.

For those teams that are struggling to connect, unfortunately the opposite is true. You will experience higher levels of fear and stress hormones (adrenalin, cortisol, and nonadrenalin) resulting over time in exhaustion, maladaption, burnout and dysfunction decreasing results at higher costs, and very possibly affecting the quality and quantity of life. (effects of chronic fear)

So… since developing strong connections is so important, how can we improve connections in and between our teams, groups, and families? Whenever I am asked the question “How can our team or organization improve its peoples sense of belonging”? I first ask “How do people in your life know that they belong”? I think too often at work we try to make human connection way to scientific and technical. True bonding and connecting with others is first emotional and second practical.

Here are some ideas to get you started:

Emotional Connection:

Use Greetings and manners, smile and acknowledge others, use people’s names, give compliments, apologize and forgive, offer help.
Be the teammate you would like to have, be reliable, thoughtful, timely, authentic, and sensitive. Intentionally include others and acknowledge their importance.
listen to others attentively, show genuine interest in what others think and feel.
Share things about your past, present, and future with each other. Trust only comes from practicing vulnerability.
Structure team building time, do a community service project together, plan informal social gatherings, include family at some of them.

Practical Connections:

Establish a strong purpose at the individual and team level that gives teams a reason to want to connect and stay connected. Keep that purpose front and center.
Ground the team with clearly shared goals that drive connection, make sure division of roles and responsibilities and accountability are mutually understood and the connections are regularly discussed.
Assure that everyone is getting to use their talents and strengths in contribution to the teams objectives.
Create a culture of true psychological safety where teams feel free to exchange passionate ideas, disagreements and dreams leading to synergistic solutions. A place where teams can feel free to be themselves without fear. A place where they can connect safely on an emotional level building Trust and creating a strong group identity.
Define and establish measures of success, regularly discuss progress. Strong teams are interested in their scorecard.
Support each other when the occasional hard work does not yield intended results.
Celebrate, have Fun, show love and caring for each other.

If you could use some help connecting your people and teams contact us at www.oecleadership.com

Tags #connection, #group effectiveness, #leadership, #organizational effectiveness, #teambuilding

Team Effectiveness

Tis the season…for Teams to Practice Forgiveness

Post author By Brett Hodge
Post date December 31, 2019
No Comments on Tis the season…for Teams to Practice Forgiveness

The Christmas season is the perfect time to think about Forgiveness. Forgiveness is the true meaning of Christmas and whether you celebrate the religious meaning behind Christmas and Hanukkah, or you celebrate the holiday as a family and work tradition, this is the perfect time as a team to reflect on forgiveness.

In my 30 years of working with teams I often spend time observing the interactions and dynamics of people working together. One of the least prevalent interactions I have witnessed is people on teams saying “I’m sorry” or “thanks for acknowledging that your interaction was hurtful. I forgive you”.

Interactive conflict at work is linked to absenteeism, lowered productivity, stress, physical and mental health issues. I have asked thousands of teams over the years these three questions “How often do you hear your team mates apologize?” “how often do you hear words of forgiveness?”and “are there missed opportunities?”. Almost always the three answers are “hardly ever”, “rarely” and “multiple times a day”.

The problem is that too many people are afraid to have these conversations, Their Ego won’t allow it or it is seen as a philosophical, psychological or religious principle that is “inappropriate” to discuss at work. Many organizations make it worse by using “safe” information against team members even though they preach open, safe, dialogue and even teach it!

In his book “Trusting You are Loved”, Epstein 1999 wrote: “We are by forgiving, in essence granting complete absolution and redemption. We relinquish the right to punish, cling to resentments, and hold grudges. We give ourselves and each other permission to move on, free of baggage and history, able to progress without the burdens of the past. Forgiveness fosters our wellbeing when we know that no matter what happens, we will forgive and be forgiven. In an environment of love and forgiveness, we thrive”.

If we fail to realize that by not openly forgiving our teammates for minor and major transgressions we pay a profound price. We lose, as a team, our ability to appreciate the strengths and awesome qualities of each other. Our discretionary effort is reduced, our health and wellness becomes threatened and we lose our ability to be fully present and focused on work issues. We then take this stress home with us and negatively inject this stress into those relationships and conversations. Many times people feel safer to vent their frustrations with people outside the team. This leads to distrust by others and questions about the teams ability to manage itself and its affairs.

So what can we do? Here are 6 proven strategies

1. Be the first. If no one on your team is practicing forgiveness, be the first. as people witness the power of forgiveness it grows in their hearts as well.

2. Create a team environment that is safe. Not feels safe, but is actually safe. A place where teammates are free to share and ask for help. Just one negative action by the leader can throw safety out the door.

3. Use Forgiving language and eye contact as a team. Look at each other and say things like “Thanks for letting me know”, “I understand”, “I apologize” “Thanks for talking with me about your concerns” “You are forgiven, no worries”.

4. Acknowledge anger and resentment but own your perceptions of the situation. Be respectful and use “I” statements. Separate facts from perceptions. Listen..

5. Make owning and forgiving a part of your teams discussions. When it is structured and practiced it becomes part of the teams culture “I need to apologize to Sara for not letting her know my progress on the work she needed” “I need to let the team know that I have had some resentments over how we made a decision and I would like to clear the air and move past them”

6. Team Development interventions. Sometimes the problems within the team can get out of hand and the team members no longer trust the intent of each other. Even a sincere apology can be filtered by mistrust and not believed. In these cases outside expertise can be very helpful. A good expert can help the team by being a neutral party with no agenda other than helping the team get un-stuck.

Visit https://www.oecleadership.com 812-345-7519

Tags #conflict, #conflict resolution, #forgiveness, #leadership, #team building, #team skills, Teams

Team Effectiveness

Habits of Highly Effective Teams

Post author By Brett Hodge
Post date December 5, 2019
No Comments on Habits of Highly Effective Teams

Practice these habits regularly for success!

Research has validated for us many realities of being human. How and why we respond to different stimulus in similar and categorically different ways can be predictably measured. Research on teams and collaboration has been a specific human dynamic that man has tried to understand since the beginning of time. The difficulty is that teams are constantly changing in membership, focus, process, motivation, reinforcement, qualities of relationships and so on. In the linked article written by Catarina Lino and Brad Desmond in Positive Psychology, the writers discuss 7 Habits that if practiced and made habits, consistently create highly effective teams. https://positivepsychology.com/psychology-teamwork/

1. Team Identity

2. Motivation

3. Emotional Awareness

4. Communication

5. Stress Tolerance

6. Conflict Resolution

7. Positive Mood

Visit https://www.oecleadership.com 812-345-7519

Tags #groupeffectiveness, #leadership, #Organizational Development, #Productivity, #teamwork, Teams