Sanderson Government & Defence’s Post

Human system dynamics remains invisible in most organisations. By human systems dynamics I mean the intangible forces that exist between people such as trust, power, conflict, emotions …. We all know these things exist, and yet we seem to be kidding ourselves that we can work together without being skilled in these dynamics. Over the last 10 years I have seen a rise in the use of culture surveys and the implementation of culture change projects which indicates that there is a growing awareness that there is something intangible at play in our organisations. However, the way culture change is handled is through old paradigms of change, rooted in models of organisations as machines with people as components, where change is done through restructuring, systems and processes. You can’t change human system dynamics through structural means, it requires a whole different mindset, skillset and toolset that most people are unaware of. The challenge we have in the world right now is that human systems dynamics is not part of our mainstream education, at school, in higher education or in management / leadership development. Let’s take just one human system dynamic, the energy of trust. Almost every theory of groups, agrees that trust is the fundamental energy that needs to exist for people to work together effectively. And yet, teaching people how to develop trust intentionally and skilfully, in groups, does not happen unless we choose to study behavioural science. We compensate for this through informal conversations at the coffee machines, in the corridors, at social events. Despite how blunt and unprecise this is, it does have some positive impact and we felt it when we went into lockdown, when we didn’t have these spaces any more. However, informal trust building is not a reliable form of group development, and it also does not work when trust is broken, where do you turn then, if you don’t understand how trust energy works? Trust is just one example of the intangible energies that drive how people work together and these intangible energies are powerful. It is my view that, if we want to create healthy workplaces, where people can work well together, we need to develop our capacity and capability to do the invisible work. The world needs this work right now. #meetingmagic #theinvisiblework

What sets apart the innovative organizations from the stale ones? A culture of confidence. Within any innovative organization, this confidence entails: the courage to step into a big vision, the ability to create within the unknown, and the commitment to see things through to the end. This month, PK and Matt Gaston share some tips for organizations seeking to build their own cultures of confidence. https://lnkd.in/eCJwg6W4

People don't care what you know until they know you care, value of caring is often overlooked until it is demonstrated. People want to be seen and treated as individuals, not just a number. Cultivating a culture of positivity, recognition, and collaboration improves emotional and mental well-being and enhances productivity. Organizations must prioritize trust and collaboration, with leaders setting the example by exhibiting desired behaviours and values. Open communication and acknowledging collaborative efforts empower employees to contribute effectively. Managing conflicts, developing conflict-resolution skills, and promoting a collaborative problem-solving approach are vital for building trust. When team members feel supported in sharing their ideas and perspectives, job satisfaction, engagement, and overall team performance improve. Demonstrating integrity, reliability, and competence, taking ownership instead of resorting to negativity, and maintaining consistent positive behaviour are key to gaining trust. Collaboration thrives when a contribution mindset is adopted, goals are shared, effective communication is practised, and respect is shown. Building trust is integral to effective leadership and education, as it fosters vulnerability and understanding among team members. Successful team culture relies on trust, and clear communication, and embracing diversity goes beyond a concept and becomes an integral part of everyday life, ensuring that every member feels involved and contributes to the group's goals. To facilitate team learning and growth, organizations must establish a culture and structure that enable continuous learning. Identifying learning opportunities and supporting innovation are crucial for unleashing a team's full potential. Continuous learning enhances performance and potential, while growth signifies ongoing improvement and a proactive embrace of change. Constructive feedback, coaching, mentoring, and creating opportunities for learning and reflection are essential for fostering a culture of continuous improvement and innovation. Failure as a stepping stone to success and sharing the lessons learned are important aspects of the learning process. Enjoyment in working as a team is critical for team culture. It fosters positivity, bonding, trust, and willingness to communicate and share, sustaining a positive team dynamic. #leadership #emergencyservices #police #adf #wellbeing #culture #trust #integerity #positive #mentalhealth #change #people #australia

Fostering a Problem-Solving Culture: Embrace Challenges, Encourage Collaboration 🤝 Great leaders don't simply expect their teams to bring solutions to the table without considering the journey. Recognizing that not every problem has an instant fix is crucial in creating a supportive environment. 👇 Find out how three simple steps can encourage a culture of productive communication within a team. Join the conversation in The Modern Finance Forum. 📌Can't comment? No worries! Request to join our exclusive group and secure your spot on the waiting list: https://lnkd.in/e3rmhje8 #EffectiveLeadership #TeamManagement

The Solution to Get Everyone Involved in DE&I Culture Over the last 20 years, I've noticed that building a DE&I culture often encounters significant obstacles and can even be blocked regularly. I see several reasons for this, which often appear in different forms. And I believe I have a, or even the, solution: 1️⃣ "I don’t see the problem; I treat everyone the same. This is going to create problems." This common phrase reflects well-meaning intentions but a lack of awareness about the complexities of DE&I. It’s a case of "not knowing what they don’t know," particularly prevalent among senior management. These leaders have worked hard to overcome their obstacles, leading them to believe others can do the same. Solution: Just hire me! 😊 But jokes aside, when interviewing potential partners, ensure this topic is brought to awareness. Pay attention to how it feels when they discuss DE&I. It’s not about preaching, convincing, or lecturing. 2️⃣ Guilt and Fear are poor advisors. Unfortunately, poorly guided DE&I workshops can leave managers feeling guilty or fearful. Guilt comes when they realize the harsh realities (even if they’re not at fault), and fear arises from the possibility of saying the wrong thing and facing backlash. But fear also stems from the desire to do the right thing. A good DE&I intervention should not create fear or guilt but rather empowerment. The good news is everyone has the tools to be inclusive; it’s a matter of choice, focus and confidence.  Solution: Again, hire me! 😊 But seriously, ensure you and your team are choosing partners who handle DE&I with care, avoiding approaches that induce fear or guilt but look for empowerment of the participants more than theoritical talking about. 3️⃣ Application and Rollout can be challenging. After a successful DE&I intervention, managers are often motivated to make a difference, but daily responsibilities can drag them back to the norm. Even with the best intentions, it’s not easy to integrate DE&I into daily conversations naturally. In some parts of the world, Diversity and Inclusion have become so politicized that bringing them up can spark conflict. And as a manager, you might not feel equipped to translate workshop insights into team discussions during a quick meeting. Solution: I’ve spent a long time developing a tool to roll out DE&I initiatives without the need for an external facilitator, that’s both time-efficient and has a sustainable impact. The answer is the iN-Clue journey—a transformative experience with an interactive toolbox. DM me for more info or visit my website. www.diversito.be #DEI #InclusionMatters #Leadership #Empowerment #DiversityAndInclusion #CorporateCulture #LeadershipDevelopment #iNClue

Looking for a hands on lasting way to tackle the real conversations around Inclusion- see below - my Pluribus colleague created the perfect tool

Neurodiversity is your company's hidden superpower. And you're squandering it... And not giving these colleagues the opportunity to fully express their talents, denying them the chance to truly shine. In meetings a neurodivergent colleague could buck conventional thinking and might challenge assumptions, steering ideation in richer directions. As your teams collaborate the interplay of ideas and novel ways of thinking can change the game - yet we aren't doing enough to offer employees neurodiversity-friendly workplaces! In coaching leaders I flag that unconscious biases and rigid norms stand to block companies potential Check out the 6 suggestions in my carousel--among many I often share with clients that help them neutralize these barriers. Let's reimagine how we collaborate, embracing the full spectrum of cognitive styles. Are you making space for your usual thought process to be challenged by neurodivergent colleagues? _____________________________ 🌱 Want employees who feel more trust and confidence in your management team, so you raise the bar on outcomes? ✅ Let me help you get to the root of what's holding people back, and deliver real solutions that work. 🔔Follow me for weekly reflections on creating 𝐀 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐓𝐡𝐚𝐭 𝐖𝐨𝐫𝐤𝐬™ Reach me here for help to triumph over culture and performance hurdles: https://lnkd.in/eEnzBAss

Understanding the Difference: Intervention vs. Assistance In the corporate world, the lines between intervention and assistance can often blur, leading to confusion and inefficiencies. Here’s a clear distinction and an exploration of their advantages and disadvantages. **Intervention: Intervention involves stepping in to take control or make decisions on behalf of others. It often means directly managing or correcting an issue. Advantages: --> Immediate Action: Quick resolution of urgent problems. --> Clear Direction: Provides unambiguous guidance in critical situations. -->Control: Ensures obedience to company standards and policies. Disadvantages: --> Dependency: Can create a reliance on the intervening party. --> Reduced Autonomy: Limits employees' ability to develop problem-solving skills. --> Potential Dislike: Can be perceived as micromanagement, leading to decreased morale. **Assistance: Assistance, on the other hand, involves supporting and empowering others to handle their own issues. It’s about providing resources, guidance, and encouragement without taking over. Advantages: --> Empowerment: Encourages employee growth and independence. --> Skill Development: Enhances problem-solving and decision-making abilities. --> Positive Culture: Nurtures a collaborative and supportive work environment. Disadvantages: --> Time-Consuming: May take longer to see results as employees learn and grow. --> Risk of Mistakes: Employees may make mistakes as they learn, which can impact the business. -->Need for Patience: Requires a culture of patience and trust. In Practice: Consider a project going off-track. Intervention might mean a manager steps in to take over the project, ensuring it meets the deadline. Assistance could involve the manager coaching the team, helping them find solutions, and providing the tools they need to succeed, thus developing their skills for future projects. Choosing the Right Approach: -->Context Matters: Use intervention for critical, time-sensitive issues where immediate action is required. -->Long-Term Growth: Opt for assistance to foster a culture of continuous improvement and employee development. In summary, both intervention and assistance have their places in corporate strategy. The key is to balance them effectively, ensuring immediate needs are met while also investing in the long-term growth and autonomy of your team. #Leadership #Management #CorporateCulture #EmployeeDevelopment #TeamEmpowerment

Employees may stay silent about their concerns for a variety of reasons: • Fear of negative repercussions • Feeling powerless to effect change • Lacking the emotional support they need When these concerns aren’t voiced, it’s challenging for management to fully grasp what their team truly needs, leading to disengagement and unresolved conflicts. Now, imagine the difference it would make if your management team had the tools and confidence to encourage open, honest conversations. At Symbiosia, my training is designed to help leaders create a nurturing environment where employees feel safe to share their concerns. By overcoming the barriers of fear, perceived powerlessness, and emotional suppression, we empower organisations to address issues head-on, ensuring everyone feels understood and valued. Let’s create a workplace where communication thrives and problems are resolved before they escalate. Book your complimentary 15-minute call today: https://lnkd.in/ekVfbagG #LeadershipExcellence #HRTraining #ConflictResolution #WorkplaceWellbeing #EmployeeEngagement #Symbiosia #Polarisation

🌟 𝐓𝐡𝐞 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲 𝐢𝐧 𝐂𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐇𝐢𝐠𝐡-𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐓𝐞𝐚𝐦𝐬 🌟 In the quest for high #performance and #innovation, psychological safety is a critical ingredient that cannot be overlooked. It's the cornerstone of a thriving workplace where team members feel #valued, #respected, and free to #express their ideas. Here’s why psychological safety matters and how to cultivate it within your organization: 🔍 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲? #Psychological #safety is the belief that one can speak up, share ideas, ask questions, and admit mistakes without fear of #punishment or #humiliation. It’s about creating an environment where everyone feels secure enough to take risks and innovate. 🚀 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: 1. #Enhanced #Innovation: When team members feel safe, they’re more likely to share creative ideas and solutions, driving innovation. 2. #Improved #Collaboration: Psychological safety fosters open communication and trust, enhancing teamwork and collaboration. 3. #Higher #Engagement: Employees who feel psychologically safe are more engaged, committed, and motivated. 4. #Better #Problem-Solving: A safe environment encourages diverse perspectives, leading to more effective problem-solving. 5. #Increased #Learning: Teams that feel safe are more willing to admit mistakes and learn from them, fostering continuous improvement. 🌟 𝐇𝐨𝐰 𝐭𝐨 𝐂𝐫𝐞𝐚𝐭𝐞 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲 𝐢𝐧 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦: 1. #Encourage #Open #Communication: Create an open-door policy where team members feel comfortable sharing their thoughts and feedback. 2. #Embrace #Mistakes: Treat mistakes as learning opportunities rather than failures. Encourage a growth mindset where continuous improvement is valued. 3. #Show #Empathy: Understand and respect your team members’ feelings and perspectives. Empathy builds trust and connection. 4. #Value #Diverse #Opinions: Actively seek and appreciate different viewpoints. Diversity of thought leads to better decision-making and innovation. 5. #Provide #Constructive #Feedback: Offer feedback in a supportive manner. Focus on behaviors and outcomes, not personal attributes. 6. #Model #Vulnerability: As a leader, show vulnerability by admitting your own mistakes and uncertainties. This sets a powerful example and fosters a culture of openness. 7. #Celebrate #Contributions: Recognize and celebrate the contributions and successes of your team members. This reinforces a positive and inclusive environment. 𝐈𝐟 𝐲𝐨𝐮 𝐟𝐨𝐮𝐧𝐝 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞, 𝐤𝐢𝐧𝐝𝐥𝐲 𝐟𝐨𝐥𝐥𝐨𝐰 𝐦𝐞 https://lnkd.in/dVkwFHXh 𝐚𝐧𝐝 𝐥𝐞𝐭'𝐬 𝐜𝐨𝐧𝐧𝐞𝐜𝐭! 𝐓𝐨𝐠𝐞𝐭𝐡𝐞𝐫, 𝐰𝐞 𝐜𝐚𝐧 𝐟𝐨𝐬𝐭𝐞𝐫 𝐬𝐭𝐫𝐨𝐧𝐠𝐞𝐫 #𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐡𝐞𝐚𝐥𝐭𝐡𝐢𝐞𝐫 #𝐰𝐨𝐫𝐤 #PsychologicalSafety #Leadership #TeamPerformance #WorkplaceCulture #Innovation