Wellbeing Archives - Great People Inside Sweden

Why Team Building Is An Essential Investment

07/11/2019/in Team Building /by great people inside

Team building does not have the best reputation nowadays. Most people imagine being stuck with their co-workers for 1 or 2 days doing meaningless exercises that technically are supposed to increase productivity and collegiality.

Even though its reputation for being ineffective, team building has become one of the most important investments organisations can make for their employees. Despite the negatives emotions, it gives people, team building does build trust, alleviates conflict, boosts communication and enhances collaboration. Effective team building is what every company is looking for because it means a higher level of engagement in employees, which is fantastic for the bottom line. It can also be extremely fun if it’s done right.

It is clear as the light of day that the most successful team-building activities are the ones that make employees feel at ease and not all as having to go to work. Activities that are not at all subtle about aiming to reveal leadership and talent are obviously lowering enthusiasm amongst participants. By simply just spending time together and sharing experiences into completing a common goal allows co-workers to bond in a more natural way and it is by far more effective.

Unsurprisingly, happiness and learning have been correlated to work very well together. Most of the time, all companies have to do is introduce their employees to new things and activities which will, more often than not, will generate a feel-good factor which obviously translates into good news for the organisation. In the majority of cases, exercises that are out of the ordinary get people to work together in various new ways.

What is the purpose of team building?

Numerous analyses have revealed that people who participate in team building feel more positively about their team. This positivity is manifested in various ways such as more trust in their co-workers, more satisfaction that they’re part of a certain team and a lot more confidence that the team will achieve its targets.

Furthermore, employees that complete team building sessions together have better interactions: they communicate, coordinate and manage conflicts better. These processes are key in accomplishing the team’s ambitions.

However, team building may not directly improve team performance. Despite a better line of communication and more trustworthy workers, team building by itself doesn’t have a direct impact on performance. The reason for this is simply because performance relies on so many other factors besides team interactions that it shouldn’t be the only thing a company does if it wishes to improve performance levels.

When is team building the most effective?

Amongst team building activities, some are more effective than others. What sets apart most sessions is this: team building activities that focus on achieving goals and/or clarifying roles have the most beneficial impact. Achieving goals refers to define and clarify both individual and team objectives, and planning what actions need to be taken in order to turn objectives into reality. Clarifying roles purely means team members discuss what is and isn’t their task and understand their duties better.

On the other hand, team building exercises focused on improving interpersonal relations or solving already existing problems bring smaller, but still relevant benefits. Improving interoffice relations sees team members work on their trust among themselves whilst also building connections on a more personal level. Solving problems means identifying what doesn’t necessarily click between team members and planning on how to improve future situations.

Organisations must always remember that team building is not a splurge but merely an investment in the future! For example, one of the partners of NASCAR was invited for a day out on the tracks. 350$ for each employee wasn’t the most expensive nor cheap investment but at the end of the day, everything made sense. Everyone felt appreciated, given the fact that they were going around the track at over 233 kilometres per hour.

Daily Team Building Opportunities

Team building can include the daily interaction that employees engage in when working together to carry out the requirements of their jobs. This form of team building is natural and which can be assisted if the team takes the time required to come up with their own set of norms. The criteria help group members know how to appropriately interact with each other and the rest of the organisation.

Team building can also involve structured activities and exercises that employees on the team can lead, one way in which team criteria are established. As an alternative, with the proper budget and benchmark, managers can contract out for facilitation with an external resource. External facilitation, by an experienced person, can give your team building a boost.

No matter how an organisation chooses to build their group of employees into a team, the resulting bonds will enable them to accomplish the work and goals of the organisation more effectively than a group of people who don’t really know each other. As long as the company’s focus is dedicated to team building opportunities that lend themselves to the accomplishment of the actual work of the team, you are effectively building a team.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://www.thebalancecareers.com/what-is-team-building-1918270

https://scienceforwork.com/blog/team-building/

https://www.forbes.com/sites/brianscudamore/2016/03/09/why-team-building-is-the-most-important-investment-youll-make/#1ba7fb90617f

Betrayal in the Workplace and How to Deal with It

02/08/2019/in Human Resources /by great people inside

Betrayal comes in many ways and forms and the one that happens in the workplace is no different. There may be times when you be undermined by a co-worker during a presentation, ignored by your manager or blindsided by a fellow colleague. This almost always leads to professional and personal deception, which, more often than not, leads to unwarranted stress and disappointment. The next logical step in this situation would be to take some affirmative action, but caution is key here. It is imperative that you have a clear understanding of the situation and circumstances of the betrayal in order to fully understand what and how you have to act next.

Of course, in a perfect world scenario, team members, managers and leaders work towards the same goal. But, unfortunately, there are moments when you’re doing your job at peak performance and, out of the blue, your manager throws you under the bus. It is never good when it happens and as an ‘added bonus’ it can damage your reputation with others.

You can count on the fingers of one hand things that are more hurtful than betrayal, especially when it is done by a person of trust. When the betrayal is done by your boss, the pain can be exacerbated given the fact that it’s the person who impacts your career and, more or less, livelihood. Betrayal by your boss can come in numerous ways: public shaming for a colleague’s mistake, taking credit for a project you solely did and oversaw and giving the promotion they have promised you to someone else.

Given the fact that we have a wide and complex range of emotions, our brains process betrayal as trauma and, just like every other trauma, we expect it to repeat itself. Reactions to boss betrayal can range from losing the ability to trust other co-workers, hindering your optimism and resilience during strenuous times and even lacking the capacity to deal with complex situations. When this happens, our own behaviour should start concerning us, not our boss’s.

Recent research has discovered that 85% of workplace betrayal is unintentional. Although your boss’s betrayal wasn’t intentional, it still raises serious questions regarding his personality and seriousness. Furthermore, the research has stated that after your manager behaves badly, you are more inclined to do the exact same thing. It is of the utmost importance that you are clear on the values you wish your professional relationship to be based upon.

Even though it is as clear as the light of day that you won’t be able to change your boss’s behaviour and attitude, you can still manage to keep their bad conduct from changing you. Here are a few ways how.

Focus and Get Your Facts Straight

Before you act on your emotions and anger you must be sure that the information you have is correct, especially if you have received it second-hand in the first place. It is recommended that we discuss and assess the situation with the people we trust the most and which witnessed the exact circumstances. Even if you discover that your boss actually betrayed you, emotions must be kept in check. If you give in to those emotions and react unprofessional, you will unwantedly pass along the negative news that is out there about you.

Patterns of betrayal

People who, unfortunately, tolerate abusive behaviour all their lives believe they deserve it and this can happen with an abusive boss. In some strange manner, a sort of Stockholm syndrome sets in and you start to accept betrayal as something normal. This type of action can be counter measured by interrupting them as soon and as much as possible. If they fail to keep their promises, keep their commitments to you well-documented. If they take credit for your work, make sure there are other managers who know that you have worked on that project. These actions may not change the behaviour, but they may just keep your mental health in order.

Reach out to HR

If the workplace treatment you are receiving is becoming more and more unfair and abusive and you cannot handle it any longer it may be time to involve the human resources (HR) department. By reporting the issue to HR, you are not just helping yourself, but the company as a whole. Problem managers can be easily identified and removed from an organisation if HR is involved. Worst case scenario, HR can help you find other opportunities within the company if a ‘cease fire’ cannot be agreed upon with the problematic manager.

It is quintessential to remember that not everybody is out to betray you. It is understandable that if you are constantly betrayed by your boss, you can easily become paranoid and stop trusting people altogether. It is imperative that you pay attention to your emotions and behaviours. You do not want to damage your professional relationships with other authoritative figures within the business. Are you constantly questioning the actions and motives of the people you rely on doing for your job? Are you over-analysing the decisions people are making in the office? As mentioned earlier, betrayal is an incredibly powerful and toxic force which can easily spread in to all other aspects of your life. Keep reminding yourself that not everyone is out to get you.

In conclusion, it is safe to say that when you are working for a ‘betrayal boss’ you should get out of there as quickly as can be. Until you can make your professional move elsewhere, do anything in your powers to protect yourself and not become a shadow of your former self. The choice to allow their betrayal to negatively impact you and who you are is and will always be yours.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://work.chron.com/survive-workplace-betrayal-18986.html

https://hbr.org/2019/07/what-to-do-when-your-boss-betrays-you

https://www.fastcompany.com/40437356/what-to-do-when-your-boss-throws-you-under-the-bus

Sleep Deprivation and How it Affects Performance

24/01/2018/in Wellbeing /by great people inside

Right after managers and employees have their first interaction, the process of forging their working relationship begins, which is a crucial factor in how they both are going to experience work, how much trust there will be between one another, and how effectively they can carry out assignments. A new and possibly forgotten predictor in the quality of these work relations is sleep. Sleep deprivation for either the manager or employee or both could make them experience an increase in negative emotions at the workplace. Usually, these emotions are represented by hostility. Everyone reading this can remember at least one time when fewer hours of sleep translated into a short temper at the office. This is a common experience for almost everyone in the workforce and, most of the times, it is directly linked to sleep deprivation due to the fact that fewer hours of sleep impairs the part of the brain that regulates emotions.

Hostility can be dangerous for a new professional relationship. Hostility leads to the feeling of threat and can easily deteriorate the psychological safety of people in every possible context. If managers happen to yell at an employee once, it may not be an issue, nevertheless, if this a common practice in the office, employees may feel that their manager is lacking respect and empathy, hence leading to a weak work relationship.

Unfortunately, today’s business world promotes sleep deprivation as the highest ranking achievement possible. If you’re always busy and cannot be bothered to sleep then you’re definitely on the way to the top. The problem here is that science says the exact opposite, so who do we believe? It may sound tempting to trade away some hours of sleep in order to finish a few tasks, but by doing you may sabotage your own success and health. Perhaps it is time to get some sleep, or else you may face numerous risks.

At Harvard Medical School the Division of Sleep Medicine revealed the fact that short-term productivity gains from skipping sleep are quickly downplayed by the detrimental effects of sleep deprivation on a person’s mood, his or her ability to focus and access to higher-level brain functions. Interestingly enough, the negative effects of sleep deprivation are so considerable that even people who drink manage to outperform those without sleep.

Why We Need Acceptable Hours of Sleep

We all know that sleep is good for our brain and new found evidence from the research done by the University of Rochester has provided us with clear evidence on why your brain cells need you to rest. The study states that when people sleep the brain removes the toxic proteins from its neurons (by-products of neural activity while we’re awake). Unfortunately for us, the brain can only do while we’re asleep. Consequently, the toxic proteins remain in the brain cells, impairing our ability to think and no amount of coffee can solve that. These toxins slow our ability to process information and problem solving; it can also kill our creativity whilst catapulting our stress levels and emotional reactivity through the roof.

What Sleep Deprivation Does to Our Health

Sleep deprivation has been heavily linked to numerous serious health problems such as heart attacks, strokes, type 2 diabetes, and even obesity. The lack of sleep stresses us out because our body overproduces the stress hormone when its sleep deprived, also known as cortisol. Excess in cortisol levels has a host of negative effects that come from the damage it inflicts on our immune system. High cortisol in our body results in looking older, due to the fact that cortisol destroys skin collagen, the protein that keeps skin smooth and elastic.

Sleep deprivation also compromises our body’s ability to metabolise carbohydrates and control our food intake. Sleeping less and less results into eating more and more and also increasing the difficulty in burning the calories we consume. Due to the lack of sleep, our bodies get hungrier much faster and that is done through the appetite-stimulating hormone ghrelin and it also makes it harder for us to get full because it reduces levels of the satiety-inducing hormone leptin. There is a 30% increase in the likelihood of becoming obese for people who sleep less than 6 hours a night rather than those who sleep between 7 to 9 hours a night.

Besides the fact that it may harm professional relationships, sleep deprivation can also deplete us of the very traits that make us good at our jobs. For example, workplace leaders are known for their charisma and which translates into making employees want to work for and with them. Sleep deprivation saps all of the outstanding personality traits and all we are left with is a robotic, difficult person in its place.

Sleep is a critical part of our wellbeing and without it, we get emotional, stressed-out, forgetful, disorganised people at work. We are more likely to feel helpless and be unable to perform even the most menial of tasks or change perspective when our plans go awry. It’s time we stop encouraging sleep deprivation at the workplace. It’s not doing our career or our bodies any favours.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

Sources:

https://hbr.org/2017/08/research-sleep-deprivation-can-make-it-harder-to-stay-calm-at-work

https://medium.com/the-mission/sleep-deprivation-is-killing-you-and-your-career-fd33e16ccf7f

https://www.thriveglobal.com/stories/16762-drunk-on-the-job-if-you-re-sleep-deprived-you-might-as-well-be

Dealing With Stress, Step 8: Acceptance

28/11/2016/in Human Resources /by great people inside

(This article is a part of a series; please start here)

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 6 and 7: Focus Attention Elsewhere

17/11/2016/in Human Resources /by great people inside

(This article is a part of a series; please start here)

Stop ruminating. It is natural, but not always constructive. I’d dare to say it almost never proves useful. It is not to say you shouldn’t analyse what happened; this helps you learn and get better at things. But it doesn’t help in any way to replay the movie time and again, beating yourself up or inventing alternative scenarios.

In order to stop brooding and start building, turn your attention to the outside. Consciously establish your objective: “I will scan the street and take in as many details of the outside world as I can“. Focus on things you like. If you are passionate about colors, look for every shade, for every nuance you encounter. If you are into smells, remark as many different smells, aromas, flavors as you can, from the fleeting perfumes of the passers-by to the thick smell of restaurant kitchens to the sharp smell of fresh paint as you pass by a door being redecorated. Whatever you like, look for it actively.

At first, this probably won’t last long. Your mind wants you ruminating. That’s OK. Don’t fret, don’t judge yourself, don’t try too hard. Observe the return to inner scenarios, file the fact away and get your eyes and attention back outside. Repeat as necessary.

If at all possible, take yourself into the nature: a wood, a park, a field. Nature is a healer, more so than any other man-made environment. But if you can’t, the cityscape will do nicely, as long as you remember that the essence is not succeeding in this exercise, but the repetition itself. Right, the repetition. Just like at the gym: it is not the weight you’re lifting, but how many times you lift it, that shapes muscles.

Attention and focus are much like muscles: you have to work them to make them stronger.

And while you’re at it, combine it with Step 7: straighten up. Raise your forehead, look upon the world as you own it and soon you will be better. “Fake it till you make it” is not a lie. It takes effort, for sure. But it works.

If your mind plays tricks on you, it is only adequate for you to play tricks back on it. You should be the winner.

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 5: Clinical Mode On

26/10/2016/in Human Resources, Performance Management, Personal /by great people inside

(This article is a part of a series; please start here)

Observing dispassionately allows control. Once you managed to take the previous step (dis-identifying Yourself from Mind) – or even at the same time – start observing yourself as you would an item in a museum.

Start by observing what happens inside your body. It is easier with the body, because it doesn’t play the identification trick. Scan your muscles, your gut, your heart, your face. Notice the tension in your arms and legs, notice the feeling of a solid rock in your belly, notice the fast-paced, shallow breathing, notice the sensation of heat in your cheeks.

Once you noticed those sensations, stop. Don’t take it further, don’t judge “I shouldn’t feel that, I shouldn’t be red-faced”. Just take the information in and file it without tagging it “good” or “bad”. Go back to scanning and do it as many times as you need to cool off.

After you get familiar with observing your body, you can take the next step and do the same with your mind. Observe what feelings it puts out. Name them as exactly as you can: “my mind is making me feel ashamed“, “my mind is making me feel furious“. It is good information. It is not something you should believe or act upon. If you can trace the source you’re even better off: “my mind makes me feel ashamed I made a mistake because in the first grade the teacher always made crude fun of me because I wasn’t talented at math“. Seeing the source is valuable, because it shows you that your mood has less to do with Now and more to do with The Past. The link is emotional, not rational.

If you have ever been in a negotiation with an used-cars salesman (or any slick, fast-talking sales guy), you know how you look at him working his number, recognize the tricks in his book and smile inwardly “You won’t catch me this time, dude!”

The same goes with your mind. It won’t catch you again, because you will recognize its trick, see right through them and take appropriate action, as opposed to the hasty things It wants you to do.

“Response” is the name of the game. “Reaction” is a thing of the past.

Continue with steps 6 and 7 by clicking here

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 4: You Are Not Your Mood

14/09/2016/in Human Resources, Personal /by great people inside

(This article is a part of a series; please start here)

Your Mind and You are two different things. Any other part of your body hurting, you would say “my body part is hurting”. It is only with the mind that you say “I am hurting”.

Have you ever been overwhelmed by a feeling of dread, only to scan the near future and find nothing to explain that? It happens to me in the morning, usually. This is one of the many tricks in the mind’s arsenal. What happens is we surrender to the mood without questioning its validity.

But a bad mood is just that: a transient state of the mind. Brains have a way of taking over that other organs don’t. You just have to identify that for what it is: a state of one organ. Important, powerful, useful, but an organ nonetheless.

You can start by dis-identifying Yourself from Mind. Instead of simply surrendering and saying “I am anxious / furious / stressed out” switch to naming your feeling: “I feel anxiety / fury / stress“. This trick helps putting some distance between The Whole You and whatever happens inside.

Next, start calling out the perpetrator: “My mind is making me feel anxiety / fury / stress“. If you can, take a step back mentally and “see” your mind playing its little tricks.

Stop identifying yourself with the workings of your mind. Take a step back. Cool down. It is the most direct way of replacing reaction with response.

Read part 5

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 3: Don’t Fight Feelings

24/08/2016/in Performance Management, Personal /by great people inside

(This article is a part of a series; please start here)

Fighting the feeling will only enhance its grip. That is something adults almost never tell kids, when it comes to “proper emotional reaction”. At least where I am from, “boys don’t cry”. I’ve been told that many times; I’ve never been told how to fight tears (and, of course, the more I tried, the more they would trickle down my cheeks, red-hot with shame).

One doesn’t justify feelings. They are what they are: a natural, honest and strong reaction of the mind (and body) to an unpleasant set of circumstances. You wouldn’t even dream to justify breathing and explain metabolism. Why would you need to treat feelings differently?

That “good” feeling / “bad” feeling dichotomy is a purely social construct. “Chase away the nature, it will return at a gallop” say the French. And, as Nature would do, the harder you fight it the more it will return with a vengeance.

So, next time you feel something you “shouldn’t” feel, stop fighting it. If it is fear you feel, allow it; if it is anger you feel, say to yourself “This is fear that I feel; I will allow it to rise and go away without fighting it“. Name it, observe it and let it be. Eventually, it will go away.

That is not to say you should indulge in manifesting your every feeling. Having that feeling is one thing; acting on it is a different beast altogether. Do not allow yourself to act under the pressure. Bad moods alter the worldview, and consequences could be more than you bargained for.

If need be, you can explain: “I am feeling very nervous right now and it has nothing to do with you. I do not want to talk / explain / tell the story and I do not want to engage further because I don’t really know what I can do, so please let me be for now and I will come to you later“.

Please, do not make the mistake of taking it out on whomever stays in front of you at the moment. Even if you explain later that “it had nothing to do with you, I was just angry“, some things cannot be undone.

Feel your feelings. Name them, call them out, let them come and go without resisting. Where they’ve been, the landscape will clear out and refresh, more often than not.

Read part 4

Do you want to find out more? Get in touch with a consultant now or request a free demo!

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 2: Feelings are natural

05/08/2016/in Personal /by great people inside

(This article is a part of a series; please start here)

Feelings are natural, they are not a flaw. We are wired to feel down, empty, nervous, anxious or furious. Don’t blame yourself.

When you’re happy, content or joyous you never second-guess your feelings, do you? Why would you do that when you’re down, adding a supplementary layer of negative? Aren’t they all the same: feelings?

It bugged me since I was a kid, hearing “You shouldn’t feel [down, unhappy, sad], think of all the kids out there who don’t have half of what you have!” I couldn’t point out why, but I was (at least) annoyed. It was like my feelings should have had some kind of universal scale of measurement and go through a global referendum, in order for said feelings to be “valid”.

Nature wired us for feeling emotions. “Bad” emotions are like “bad” breathing – they don’t exist. Fury, anger, sadness, desperation – all are natural. They are what they are and they make you feel what they make you feel. You cannot deny, choke or feint them – at least not forever. They are your emotions, and are natural (acting on them is another thing entirely…).

You don’t have to feel anything. What you feel is what you feel. Numbness is what should get you worried.

So, let feelings be. They are Mother Nature’s way of letting us know something isn’t quite right. Just like breaking the bulb of an alarm lamp does not make things right, denying feelings serves no purpose. Notice your feelings, give them names, get friendly with them. Just don’t act on them.

Read part 3

Do you want to find out more? Get in touch with a consultant now or request a free demo!

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Dealing With Stress, Step 1: You Are Not Alone

22/07/2016/in Performance Management /by great people inside

(This article is a part of a series; please start here)

You are not the only one in such a predicament: we all have rough patches and difficult moments. Some of us are better at hiding it, but on the inside we’re all the same colour.

Most of us, when in the throes of fate, feel we’re alone in our suffering. We may receive help and support from people who care for us, and we are grateful for that, but even this help-and-support come from someone who is not, right now, with us, in such a deep pain. More, we observe the world around us and see other enjoying things and feelings we so sorely lack.

a) For many, it’s about the image they put out: the deep truth is different in the overwhelming majority of cases. People will put out their best image and pour mountains of effort into safeguarding the social image (isn’t that what “inner power” is all about? Showing “strength” while bleeding inside?); and we see that image. The soul behind it is way more in pain and frazzled.

That realisation came to me during conversation with my spouse about some friends that seemed poised to do well; she casually said “The other day I heard her say the only thing she had left in common with her husband were the kids and the credits”.

You might think you’re alone. You might even feel loneliness. It is only natural; it is usually patently untrue. Take a moment to look around you closely. We all have our troubles. You have companions in your plight – only you do not know them. You don’t have to, just know they are there.

b) Preparation is everything: take care and assemble a Team You: people who know you, love you just the way you are and accept you with all your little quirks and peculiarities. Talk to them one by one or in a group setting.

Be as direct and clear as you can: “Friend / mom / pop / sibling, I’m approaching (or already crossing) a very rough patch in my life. I need all the love and support I can muster. I need you to support me now and show me later where I’ve done wrong. Would you do that?”

This is not the time to be evasive and hope they’ll get it. Certainly, you’ll be in for some surprises. Many think “tough love” is the way (it is not, in many cases). But you’ll end up with a Team You ready to support you, ready to be your cheerleaders, a handy resource to have in dire times.

Have them know you value and cherish their support and lean on them in troubled times. That way, you’ll know you never walk alone.

Read part 2

Do you want to find out more? Get in touch with a consultant now or request a free demo!

By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more! You can find out more about Catalin by clicking here

Posts

Why Team Building Is An Essential Investment

What is the purpose of team building?

When is team building the most effective?

Daily Team Building Opportunities

Betrayal in the Workplace and How to Deal with It

Sleep Deprivation and How it Affects Performance

Dealing With Stress, Step 8: Acceptance

Dealing With Stress, Step 6 and 7: Focus Attention Elsewhere

Dealing With Stress, Step 5: Clinical Mode On

Dealing With Stress, Step 4: You Are Not Your Mood

Dealing With Stress, Step 3: Don’t Fight Feelings

Dealing With Stress, Step 2: Feelings are natural

Dealing With Stress, Step 1: You Are Not Alone

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