Good teams take time to become that way. All the research shows that good teams put effort into being a team as much as they put into delivering their purpose.Good teams do all the things that the research says it takes to be a good team because that’s what the research says and they start off by wanting to be good. But are they truly high performing?
Time spent developing our Positive Intelligence Quotient (PQ) can deliver increased happiness, improved sales, better relationships, higher performance in teams etc. Doing so requires the application of some simple mindfulness type techniques.
Heather Price, an international diversity expert, helped us to make links between how our unconscious biases inhibit advancing the diversity agenda. She also provided some rather compelling evidence that having women in senior leadership positions, including Board positions, significantly increases financial performance and that there is a dearth of women in such positions in New Zealand. Unconscious bias is by its nature hard to grapple with and acknowledge. Our biases are not usually logical. Biases – both conscious and unconscious – are part of our human condition. When overdone, biases are the foundation of stereotypes, prejudice and ultimately, discrimination. And they limit diversity, and thereby opportunity. They are not inherently evil, but they are limiting. Given the trickiness of this condition, it is no surprise that, as yet, there is no ready roadmap for undoing either overt or especially hidden stereotypes and prejudices. We know that conscious attitudes and beliefs can change with effort and dedication. So like a lot of things, being aware, keeping open and giving our assumptions air time in a safe environment, all help with addressing diversity and importantly with seeing opportunity for both personal and company growth.
I was recently involved in a Global Women’s forum on Resilience and it reminded me of the importance of taking time out from our BAU to think more broadly about our work environments and (more so) our wider lives. When you take the time to stop and look around, you might be amazed at the… Read more
Being a leader takes a lot out of you. The minute you have responsibility for other people, their motivation, direction, performance etc, you have a lot demanding your attention compared to the days when you were an individual performer. Taking a senior role ramps that up even further when you have more stakeholders to pay attention to (the board, media commentators etc).
The one thing that is common is that both take significant time and energy. Many successful people begin to notice a lack of personal energy resulting in diminished performance or motivation at work. This blog explore that lack of energy and motivation