Empathy is a critical skill of inspirational leadership. Some of us are good at it, while many struggle and stumble on a series of recurrent, typical empathy mistakes. How about you? How many of the typical mistakes would you be inclined to make (or avoid)?
When people want to have more engagement in the teams, they typically think about ‘culture’ and ‘mindset’. In our opinion, most of the time it is insufficient to only work on ‘culture’ and ‘mindset’. For us, if you want to create engagement, there are 3 pillars to pay attention to.
Dealing with conflict is not easy. Conflict situations tend to be complex. We won’t be able to give a ‘quick and dirty miracle recipe’ in this insight. But we will provide a concept that might prove very helpful.
Is your team a true team, or is it a group of individuals? Is the team guided by what’s best for the company, or do individual objectives come first? Do team members appreciate each other, or are there (hidden) infights going on? If you want to create a stronger team spirit, you might like the following practical tips.
Have you ever had a difficult team member? Somebody who was very strong and incredibly driven, yet at the same time turned out to be a true ‘nuisance’ to everybody around. Going solo, criticizing others, not acting upon what was asked,… Here’s how to deal with such a person.
Is your team a ‘dream team’? Are members working well together, is there a good level of bonding, and is the atmosphere pleasant? Or is good collaboration in your team just a distant dream? Do people disapprove of each other, are vicious little games frequent, is criticism constantly in the air? Here are 5 pragmatic tips to create more bonding in the team you’re leading.
We’ve probably all experienced it–many times. Different parties trying to convince each other, without success. Endless debates. People not feeling heard. Usually it ends with frustration. The hierarchical leader takes a decision that is not shared by the others. Or there is no decision, and the situation lingers on, leading to even more irritation. Here’s how to get to an agreement with an underlying bonus…
Maybe you inherited a weak team, and you feel stuck. Maybe your collaborators do (less than) the strict minimum, and you get nervous. Maybe some team members lack competence, and you are frustrated. If you’re in one of the situations above, chances are high you have already spent quite some time thinking about the situation. Here’s a way, inspired by Eckhart Tolle, to make the best out of the situation and bring your team to the highest possible level.
Not always easy to motivate team members? Here are 5 books we recommended with ample insights on how you can get that level of motivation where people do whatever they can because they’re committed.
Quick question: is your team at full potential? We often ask this question. To executives and to their teams. When the market conditions are so difficult. When their shareholders are so demanding. When their bosses are so unrealistic in their expectations. Rare are the instances where the answer is “yes – my team is at full potential”…. The question is of course – what to do about it? Where to start?