Happy Ltd’s Post

We often discuss accountability in the course of our work. When working with teams, it's often necessary to be clear who is accountable for outcomes, whether strategic priorities, objectives, or projects. The Five Behaviors helps us understand that accountability has individual and collective dimensions. We are all accountable for the 'team' result (or should be)! But is accountability more than a current buzzword? We recently published a blog on the topic: https://lnkd.in/enXRF7JW #fivebehaviors #accountability #teams #leadingchange

Building High-Performing Teams: The Power of Trust "The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it." - Theodore Roosevelt Micromanagement and constant check-ins can significantly hinder a team's progress and create a sense of distrust. It's essential for upper leadership to foster an environment where team members feel empowered and trusted to do their best work. Here's why: Increased Efficiency: When teams have the autonomy to make decisions and execute tasks without excessive oversight, they can work more efficiently and effectively. Boosted Morale: Trusting your team demonstrates confidence in their abilities, leading to higher morale, increased motivation, and improved job satisfaction. Fostered Innovation: A culture of trust encourages team members to think creatively and take risks, leading to greater innovation and problem-solving. Developed Talent: Providing opportunities for growth and development, along with the freedom to make decisions, helps team members build their skills and confidence. Remember, a truly high-performing team thrives on trust and autonomy. Empower your team, and watch them excel! #leadership #trust #teamwork #micromanagement #highperformingteams #empowerment

In leadership, it's crucial to recognize when team members armor up to shield themselves from vulnerability. This often manifests in avoiding tough conversations, shying away from productive feedback, and hesitating to take smart risks or share bold ideas amidst evolving challenges and the constant push for innovation. When setbacks occur, the tendency towards shame and blame can overshadow opportunities for accountability and learning, perpetuating a cycle that stifles growth and innovation. As leaders, our role extends beyond managing tasks; it's about fostering a culture where team members feel safe and empowered to thrive. Inspired by Brené Brown's "Dare to Lead," operationalizing BRAVING can transform how we nurture trust and resilience within our teams: 🔹 Boundaries: Clearly defining what is acceptable and why sets the foundation for a respectful and safe environment. 🔹 Reliability: Providing a safety net where team members can take risks, supported by an understanding of their capabilities and limitations. 🔹 Vault: Safeguarding confidentiality and respecting the privacy of team members builds trust and strengthens relationships. 🔹 Accountability: Empowering team members with accountability fosters ownership and growth. 🔹 Integrity: Leading with integrity and upholding values cultivates a culture of honesty and trustworthiness. 🔹 Non-Judgmental: Creating a space where team members can express themselves openly without fear of judgment encourages authenticity and collaboration. 🔹 Generosity: Sharing knowledge, offering constructive feedback, and demonstrating empathy enriches team dynamics and promotes continuous learning. By embracing BRAVING principles, we create an environment where vulnerability is not seen as a weakness but as a catalyst for innovation and growth. Let's empower our teams to embrace authenticity, cultivate resilience, and drive meaningful progress together. 💪 #Leadership #BRAVING #TeamSuccess #DareToLead

Commitment Issues? It’s Not Just for Relationships Anymore! A common issue in teams is a lack of commitment to decisions and goals, often rooted in the fear of conflict and absence of trust. Patrick Lencioni’s "The Five Dysfunctions of a Team" model explains that without trust, team members are unlikely to engage fully, leading to half-hearted commitments and lack of follow-through. To build commitment within your team, implement these strategies: • Clarify Goals and Expectations: Ensure that every team member understands the goals and their role in achieving them. • Foster Accountability: Create a culture where team members hold each other accountable for their contributions and commitments. • Encourage Participation: Involve all team members in decision-making processes to ensure buy-in and commitment. • Model Commitment: Leaders should exemplify dedication to team goals and demonstrate the importance of follow-through. These actions help teams move from mere agreement to genuine commitment, driving better results and higher engagement. PointerWise can guide your team in developing the practices and mindsets necessary for genuine commitment and success with our coaching and workshop programs. Learn more about these approaches in our blog post here: https://lnkd.in/gFrN5FcG Teamwork is one of the many Organizational Development topics we cover on our blog, OnPoint. Come give us a read! https://lnkd.in/eGWWJ2Bv #Commitment #TeamEngagement #BusinessConsulting #TeamBuilding #VulnerabilityBasedTrust

What does commitment among colleagues really mean? It’s not “till death do us part” like in marriage. (And let’s face it, even that isn’t the case for over 50% of marriages.) Commitment at work is a choice. It’s a choice to play with and for your team. It’s a choice to participate openly and authentically in a process you believe in, because you want to be part of something bigger than yourself. It’s a choice to support decisions born from that process, even when you don’t entirely agree. It’s a choice to follow leadership that drives long-term success—not just for today, this week, or this year, but for the future. It’s also a choice to be patient with results. You understand the value of slogging toward meaningful goals, enduring mistakes (your own and others’), forgiving them, and still moving forward. Poor leadership isn’t about the mistakes on the list. It’s about not having a list—because no real process or participation was allowed. Great leaders inspire commitment to the process, the dream, and the team—not to fleeting comfort. #LeadershipDevelopment #TeamCommitment #AuthenticLeadership #LongTermSuccess #WorkplaceCulture

What does "COMMITMENT" among colleagues really mean? It’s not “till death do us part” like in marriage. (And let’s face it, even that isn’t the case for over 50% of marriages.) Commitment at work is a choice. It’s a choice to play with and for your team. It’s a choice to participate openly and authentically in a process you believe in, because you want to be part of something bigger than yourself. It’s a choice to support decisions born from that process, even when you don’t entirely agree. It’s a choice to follow leadership that drives long-term success—not just for today, this week, or this year, but for the future. It’s also a choice to be patient with results. You understand the value of slogging toward meaningful goals, enduring mistakes (your own and others’), forgiving them, and still moving forward. Poor leadership isn’t about the mistakes on the list. It’s about not having a list—because no real process or participation was allowed. Great leaders inspire commitment to the process, the dream, and the team—not to fleeting comfort. #LeadershipDevelopment #TeamCommitment #AuthenticLeadership #LongTermSuccess #WorkplaceCulture

When teams lack accountability, it shows up as: -Missed deadlines -Passing the buck -Breakdowns and defects -Avoiding difficult conversations -Lack of initiative The cost runs deep, leading to: -Decreased productivity -Financial costs -Erosion of trust -Low morale -Increased turnover -Reputation damage -Stifled innovation -Toxic work environment -Lack of leadership credibility One reason accountability for teams is elusive is that they have not developed clear commitments. If no one is clear on what they are committing to… how can they hold each other accountable? We must be willing to say, “I want to achieve x” and be vulnerable enough to share it with others. That is the first step to creating accountability. With our Big Impact Teams Solution, we help clients understand the fundamentals of relationships and effective behaviors (leadership development) so they understand what they want to improve, commit to change, and hold themselves and each other accountable. One of the concepts we teach is Peter Block’s Six Conversations for Commitment and Accountability. It entails asking well-designed, purposefully ambiguous questions for reflection and small group conversation, giving people the opportunity to share their responses with team members and move through these conversations through: 1. Invitation 2. Possibility 3. Ownership 4. Dissent 5. Commitment 6. Gifts and Gratitude As a result, participants move from the posture of “observer” to “participant” for the work at hand. It creates shared ownership and distributed accountability. Team members build more meaningful connections as a step toward high-performing teams and individuals often have insights and paradigm shifts that are otherwise unavailable in everyday operations and a hectic work pace. This is just one of the ways we support clients to prepare for the future of work and build organizations that thrive with our Big Impact Team Solution. Ready to develop your Big Impact Team capable of confidently handling any future challenge? Book a call below to learn how we can partner. https://lnkd.in/eP4bHgk2

For #teams and #organizations to grow and achieve their objectives, there has to be a culture that allows innovation to grow. This culture must be based on two key pillars — Psychological safety and Intellectual honesty. The flow of team dynamics and power structures within organizations coupled with the varied cultures of individuals within that team creates a push-pull tide that impacts positively or negatively the potential of that team to perform optimally. Dominant individuals often create team culture (attained by role, #status, or #performance). These are people I like to call Corporate Tribal Chiefs — they are the ‘designated’ drivers of team culture and this can be attained by job function, role classification or on-the-job performance. . . . To learn more about the role of team culture in driving innovation, check out my insightful article here🚀🚀🚀: https://lnkd.in/gfpv4U9J . #Dayotinkerman #innovation #pschologicalsafety #Intellectualhonesty #teamdynamics #leadership

#TransparencyThursday: Transforming Teams With Transparency Want to Lead with Clarity & Integrity or Confusion & Chaos? Imagine if… your team was constantly left in the dark, unsure of what goals they were chasing or why certain decisions were being made. Productivity disappears, morale drops, & trust vanishes. 𝐋𝐚𝐜𝐤𝐢𝐧𝐠 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐜𝐚𝐧 𝐥𝐞𝐚𝐝 𝐭𝐨: ❌ Misalignment of team objectives ❌ Distrust and uncertainty among employees ❌ Decreased engagement and job satisfaction ❌ Lower productivity ❌ Increased turnover Now, instead… imagine a team where leaders openly share company goals, challenges, & expectations. Team members are empowered with information, decisions are backed by reasoning, & everyone knows the “why” behind the “what.” That’s the power of 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲! 𝐇𝐨𝐰 𝐭𝐨 𝐜𝐫𝐞𝐚𝐭𝐞 𝐦𝐨𝐫𝐞 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡𝐢𝐧 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦: 𝟏. 𝐎𝐩𝐞𝐧 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Regularly share updates on company goals, strategies, and challenges. 𝟐. 𝐒𝐞𝐭 𝐂𝐥𝐞𝐚𝐫 𝐄𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬: Ensure everyone understands their roles and how their work contributes to larger goals. 𝟑. 𝐂𝐫𝐞𝐚𝐭𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐋𝐨𝐨𝐩𝐬: Encourage two-way communication, where team members feel safe sharing ideas and concerns. 𝟒. 𝐁𝐞 𝐇𝐨𝐧𝐞𝐬𝐭 𝐀𝐛𝐨𝐮𝐭 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬: Leaders who openly address obstacles build trust. 𝟓. 𝐃𝐚𝐭𝐚-𝐃𝐫𝐢𝐯𝐞𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬: Share data and reasoning behind important decisions, showing employees the “why” behind actions. Are you ready to lead with more transparency? It starts with clear communication, sharing both wins and challenges, and fostering an environment of trust. 𝐏.𝐒. 𝐇𝐨𝐰 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡𝐢𝐧 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦? Let's build cultures where openness leads to greater success! ~~~ ♻️ #Comment, #like, #reshare if you found this valuable & #follow me, Josue Rios, for more leadership & continuous development content.