You’re all about leading your team, but in the past year, the mandate changed again; to return to work full time. Or, if the pendulum didn’t swing all the way back, you’re in a hybrid mode of some sort. We have a double-whammy of change - one in that we are adjusting to a new way of working (again), and two, that we know things could be better, but coming up with “better” is hard. 

One of the best options to counteract this tolerance of the status quo is to brush off your team’s set of team agreements, or ways of working. Any time there is a key change, the team agreements should be reviewed, and updated to account for behavioral issues that have been simmering for a while, and have impacted collaboration, effectiveness, etc.

Of course, team agreements are designed to focus on the behaviors that we do want, but what if we have a hard time articulating what we need? It’s difficult to find the words to explain our unmet needs when we and our team feel threatened in certain situations. According to psychologist Marshall Rosenberg, as a society, we are ‘needs illiterate’. 

In this event, I will set you up for success by exploring our basic human needs, and what happens when they are unmet, what it feels like, and how they manifest as unhelpful personas. At times, we can all revert to these personas, so the key is to build awareness of these tendencies, so we don’t “hang out” there. I will introduce 4 personas to give you and your team some short hand to identify the underlying needs in a playful way, to help your team become more comfortable in expressing their own needs.

When we help our teams better understand themselves and each other, team agreements can better reflect what the team’s needs are. As a result, teams take more risks and become more resilient, which is mission critical for collaboration, alignment, innovation and execution.

Please use the link below to register for the Zoom meeting.