Wheel of Team Engagement

 

Your top performers are deciding right now whether to stay.
6 things tip the scale in either direction.

Most CEOs hand "engagement" to HR. That's the first mistake.

It's a leadership job, and it must be a priority.

Because your customers sense whether your people care.

If your team isn’t happy, your customers won’t be either.

6 drives of team engagement:

1/ PURPOSE
People stay when they know why their work matters.
If your mission can't be repeated by a new hire in one sentence, it doesn't exist yet.

2/ CONNECTION
People bring their best when they feel like they belong.
Trust gets built in the small moments between meetings.

3/ GROWTH
Top talent wants progress, not just a paycheck.
Stretch your best people, or someone else will.

4/ CHALLENGE
People rise when the bar is high and support is strong.
Set the bar high. Then build the ladder.

5/ RECOGNITION
Everyone wants to feel valued and appreciated.
A specific thank you is worth more than ten generic bonuses.

6/ AUTONOMY
No one does their best work when they're micromanaged.
Hire smart people and clear the runway.

These six drivers work together as a wheel. If one is missing, the whole thing wobbles.

The best leaders run a quarterly check-in on themselves before they run one on the team. The wheel is powered by the CEO first.

If you're a CEO, the real question is whether you've given your team 6 clear reasons to engage.

Get these 6 right and you'll never have to motivate your team again. They'll bring the energy themselves.

I'm running a free masterclass this Wednesday on how to build a team where all 6 of these drivers are firing at once.

We'll cover hiring for strategy, retaining your top people, and developing leaders from within.

https://tinyurl.com/2de6mv4r

How to Build a Winning Team – The Ultimate Cheat Sheet

 

Building a winning team is crucial for achieving organizational success. After all, having a well-constructed team not only drives performance, but also fosters a positive work environment where everyone can thrive. Here’s a detailed guide on who should be on your team and how to keep them motivated.

Who Should Be On Your Team?

Problem Solvers - You want to seek out individuals who are adept at identifying issues and developing effective solutions. Problem solvers bring critical thinking and innovation to the team, which is crucial to overcoming challenges and driving progress. In many cases, they have a unique ability to look at a problem from different angles, brainstorm potential solutions, and implement the most effective ones.

Empathetic Individuals - Empathy is actually crucial for team cohesion. Empathetic team members can understand other people's feelings, which can help to foster a supportive and collaborative atmosphere. This trait also helps in resolving conflicts and building strong interpersonal relationships. For instance, an empathetic team member who notices a colleague struggling with workload might offer assistance or suggest ways to manage the tasks more effectively, thereby strengthening the team's unity and morale.

Great Listeners - Effective communication is a cornerstone of any successful team. Indeed, great listeners help to ensure that everyone’s ideas and concerns are heard and addressed, which helps to enhance mutual understanding and respect. They're also able to pay close attention to both verbal and non-verbal cues, which makes others feel valued and understood. Finally, great listeners can facilitate productive meetings where every team member feels comfortable sharing their thoughts, leading to more innovative solutions and a cohesive team dynamic.

People Who Avoid Drama - Team members who steer clear of unnecessary drama and office politics can help maintain a focused and harmonious work environment. They often prioritize the team’s goals over personal agendas, which contributes to a much more professional and cooperative atmosphere. Like the other ideal team members on this list, these individuals also help to prevent conflicts from escalating and ensure that the team remains focused on achieving its objectives. Remember, a drama-free culture allows the team to maintain much higher morale.

Honest, Genuine People - Integrity and authenticity build trust within the team. Honest and genuine individuals contribute to an open and transparent culture, where team members feel comfortable sharing their thoughts and feedback. They are reliable and consistent in their actions, which helps establish a strong foundation of trust and respect. An honest team member who admits to a mistake and works towards correcting it sets a positive example, encouraging others to be transparent and accountable.

Continuous Learners - People who are properly committed to continuous learning can help ensure that the team stays competitive and adaptable. These types of people contribute to a culture where team members are motivated to develop new skills and knowledge. Continuous learners also tend to bring fresh perspectives to the table, and are more likely to innovate and adapt to changing environments. For instance, a team member who regularly updates their skills through courses or workshops can introduce new techniques or technologies that improve the team's overall performance.

https://tinyurl.com/ynsd5nsv

8 signs of a healthy team culture

 

You can feel a healthy team culture almost immediately.

Not from the mission statement. Not from the perks. But from the way people interact.

Some teams feel open. People speak up. Ideas move fast. Energy feels positive. Other teams feel… heavy. Everyone watches what they say. Meetings are quiet. Decisions drag.

Talent isn’t usually the difference. Culture is.

Here are 8 signs you’re part of a healthy team culture:

1️⃣ People speak honestly in meetings.
- No one feels punished for sharing ideas or disagreeing respectfully.

2️⃣ Mistakes are treated as lessons, not weapons.
- Teams focus on fixing problems instead of blaming people.

3️⃣ Leaders listen more than they talk.
- Good leaders ask questions and create space for others to think.

4️⃣ Credit is shared openly.
- Wins aren’t claimed by one person—they’re celebrated as a team.

5️⃣ Feedback flows both directions.
- Not just top-down. Everyone can contribute to improving the work.

6️⃣ People help each other succeed.
- Colleagues step in without being asked because the goal is shared.

7️⃣ Progress matters more than perfection.
- The team focuses on learning and improving rather than looking flawless.

8️⃣ People feel safe being themselves.
- You don’t have to pretend or constantly prove your worth.

When these things exist, something powerful happens. People stop protecting themselves and start supporting each other. And that’s when teams move faster, think better, and perform at their best.

What’s the clearest sign that a team culture is truly healthy?

And follow Stuart Andrews for more insights like this

How to Build Team Trust

 

Many teams are missing one crucial element.
It is not talent. It is not strategy.
It is trust.

Teams often chase performance without building the foundation that supports it.

They introduce new tools and set ambitious goals,
but progress rarely lasts without trust.

Many leaders expect trust to come from big moments.
In reality, it grows from consistent, everyday behaviour.

Here is how trust develops inside a team:

T — Transparency
→ Share the real numbers, not only the positive ones
→ Admit when you do not have all the answers
→ When leaders hide information, people fill the gaps themselves

R — Reliability
→ Keep the small promises first
→ The quick favour you mentioned matters more than you think
→ People judge future behaviour by the small things

U — Understanding
→ Listen to understand, not to react
→ Ask questions like “help me understand”
→ Trust increases when people feel properly heard

S — Support
→ Make helping the default
→ Take responsibility for failures publicly
→ Offer solutions instead of blame

T — Thanks
→ Give specific appreciation in the moment
→ Recognise contribution daily, not once a year
→ Share credit openly and take responsibility quietly

Trust is built slowly but can disappear quickly.

That is why consistency matters.
When trust is strong:
Teams execute faster
• They keep their best people
• They avoid politics and wasted effort

What builds trust fastest in your experience?

https://tinyurl.com/yj8a7ysv

How to build a high-performing team

 

Teams do not become high-performing by accident.
They become high-performing when leaders install the right operating system.

🎯 Start with Why so people know the purpose, not just the task
🧠 Use 70-20-10 to grow capability through real work, coaching, and focused training
🤝 Build trust through authenticity, logic, and empathy
🌊 Lead through forming, storming, norming, and performing instead of reacting to normal friction
🪟 Use the Johari lens to reduce blind spots and strengthen feedback
⚡ Review people by energy and impact so you protect top talent and act early on drift
🧭 Apply RAPID so everyone knows who recommends, agrees, performs, inputs, and decides

Clarity creates speed.
Trust creates consistency.
Ownership creates results.

Source: Sir Richard Harpin

https://tinyurl.com/y6r7vt95

The T.R.U.S.T Model

 

2 in 3 employees are ready to quit.

Here's the leadership secret that's changing their minds.

Servant Leadership is an “employee-focused” style that’s been studied for over 30 years.

Companies like Starbucks and Southwest Airlines have recently adopted its principles.

The reason?

Straightforward, ethical guidelines that transform work at all levels.

Here's a framework based on years of research
(To catch you up in 2 minutes):

The TRUST Model of Servant Leadership:

1. Train
• Develop leaders who prioritize team growth
• Instill a mindset of service and support

2. Reflect
• Encourage self-assessment and personal growth
• Promote transparency and accountability at all levels

3. Uplift
• Identify and nurture each team member's unique strengths
• Create opportunities for employees to lead

4. Support
• Foster an inclusive environment
• Provide resources and remove obstacles

5. Transform
• Align company culture with servant leadership principles
• Reward servant leader behaviors

5 Practical Tips to Practice Servant Leadership:

• Listen closely
• Lead by example
• Invest in leadership growth
• Foster open, honest feedback
• Celebrate servant leadership acts

Top companies are recognizing the power of this "person-first" approach.

And it's saving teams and organizations worldwide.

Now's the time to embrace the "new school" of leadership!

How do you promote TRUST in your teams?

Credits to Russ Hill, follow him for more valuable models

https://tinyurl.com/y252nf6z

На изображении представлена модель лидерства «T.R.U.S.T.», направленная на создание высокоэффективных команд через принципы целенаправленного и служащего лидерства. Модель включает пять основных принципов, пять компонентов искусства T.R.U.S.T. и десять привычек выдающихся лидеров.

• 5 принципов лидера: Быть намеренным, энергичным, поддерживающим, этичным и настоящим.
• Искусство T.R.U.S.T.: Обучение, рефлексия, развитие талантов (Uplift), поддержка и трансформация.
• 10 привычек: Включают поощрение других, соответствие слов действиям, постановку целей и развитие команды.

---

Модель T.R.U.S.T.: Как лидеры создают высокоэффективные команды

• 5 принципов целенаправленного лидерства от Гарварда
  • Будьте намеренными: Связывайте свою цель с миссией компании.
  • Будьте энергичными: Внушайте надежду и создавайте импульс.
  • Будьте поддерживающими: Ставьте потребности команды на первое место.
  • Будьте этичными: Руководствуйтесь честностью, уважением и состраданием.
  • Будьте настоящими: Делитесь своим истинным «я» и убеждениями.
• Искусство T.R.U.S.T.
  • Train (Обучайте): Ставьте команду выше себя.
  • Reflect (Рефлексируйте): Способствуйте непрерывному совершенствованию.
  • Uplift (Развивайте): Взращивайте уникальные таланты.
  • Support (Поддерживайте): Усиливайте каждый голос.
  • Transform (Трансформируйте): Согласовывайте действия с принципами служения.
• 10 привычек выдающихся лидеров-слуг
  1. Постоянно поощряйте других.
  2. Практикуйте то, что проповедуете.
  3. Ставьте конкретные цели лидерства-служения.
  4. Принимайте этичные решения.
  5. Инвестируйте в личное развитие других.
  6. Уполномочивайте команду проявлять инициативу.
  7. Размышляйте о себе и окружении.
  8. Понимайте и подтверждайте чувства других.
  9. Поддерживайте личное и профессиональное исцеление.
  10. Формируйте ежедневные привычки, поддерживающие лидерство-служение.

5 types of team members

 

In every team, you’ll find a unique blend of personalities that turns the average project into a psychological thriller. It’s a delicate balance: you need the Visionary who dreams of "disrupting the industry," but you absolutely must have the Professional Skeptic who reminds them that we still haven't figured out how to use the communal scanner. Every group has that one person who treats a "casual touch-base" like a TED Talk, and another who has mastered the art of being "camera-off" on Zoom so effectively that you’re fairly certain they’ve been replaced by a very sophisticated house cat. You have the Formatting Police—who will let a billion-dollar idea slide but will physically vibrate if they see a font change in a sub-bullet—and the Deadline Daredevil, who views "COB Wednesday" as a mere suggestion or a distant goalpost.

Success isn't about having a room full of clones; it's about the chaotic magic that happens when the person who wants to change the world meets the person who just wants to make sure the "Attach File" button actually worked.

Here are five types of team members you’re likely to encounter:

​1. The Star Performer (The "Main Character")
​This is the powerhouse. They don’t just meet the bar; they are the bar. They’re fueled by a mix of caffeine and a relentless pursuit of excellence that makes the rest of us wonder if they’ve discovered a 25th hour in the day.

​2. The Efficient Doer (The "Silent Engine")
​The reliable workhorse who treats their To-Do list like a personal vendetta. They aren't interested in the limelight or the "synergy" speeches; they just want to clear the deck. If they ever leave, the company likely collapses in 48 hours.

​3. The Steady Contributor (The "Growth Project")
​They’re the heart of the team, even if they aren't leading the pack yet. They might miss a beat occasionally, but with a bit of mentoring and a nudge in the right direction, they’re the future backbone of the operation.

​4. The Disruptor (The "Wild Card")
​Every team has one person who treats the status quo like a personal insult. While their "alternative energy" can throw off the vibe, if you can point that chaos in a productive direction, they’re often the ones who find the shortcut no one else saw.

​5. The Saboteur (The "Plot Twist")
​Whether it’s through accidental "reply-all" disasters or deliberate bottlenecking, this person is the hurdle. Identifying them isn't about office politics—it's about survival. You have to handle the friction early before the "thriller" becomes a tragedy.

https://tinyurl.com/bdz6um6p

Great Leaders Say These Things

 

The “Why” and The “How”

1. What do you think about...?

   • Shows you value their input.

   • Regularly ask team members for their thoughts on projects.

2. It's okay to make mistakes

   • Reduces fear and nurtures innovation.

   • Share your own mistakes and what you learned from them.

3. I have complete confidence in you

   • Boosts morale and self-confidence.

   • Delegate tasks and offer support instead of micromanaging.

4. I'm proud of you

   • Reinforces positive behavior and hard work.

   • Give specific examples of what they did well when offering praise.

5. I noticed you've improved in...

   • Shows you are paying attention and appreciate their development.

   • Regularly track and mention individual progress.

6. How can I make your job easier?

   • Demonstrates you care about their workload and well-being.

   • Follow through on suggestions to remove obstacles.

7. I appreciate your hard work

   • Motivates and maintains high performance.

   • Be sincere and timely with your appreciation.

8. How do you like to receive feedback?

   • Ensures feedback is received effectively.

   • Tailor your feedback approach based on their preferences.

9. Your ideas are welcome here

   • Encourages creativity and engagement.

   • Create brainstorming sessions where all ideas are heard.

     • Pro tip - use “Silent Brainstorming” where you have everyone write down their ideas before the meeting.

10. How can I improve?

    • Shows humility and a willingness to grow.

    • Actively listen to their suggestions and make necessary changes.

11. What can I do to support you better?

    • Enhances team support and performance.

    • Regularly check in with team members to identify new needs.

12. Your contributions make a difference

    • Reinforces the value of their work.

    • Highlight specific examples of how their work benefits the team or project.

13. Thank you

    • Shows appreciation and creates a positive environment.

    • Frequently express thanks for both small and large contributions.

14. I was wrong, you were right

    • Builds trust and respect.

    • Own up to your errors promptly and learn from them.

It’s Okay to Make Mistakes

One of my teams was working on a critical project with a tight deadline.

A team member made a mistake that caused significant delays, and the team's fear of making additional errors created a tense and unproductive atmosphere.

Everyone was on edge, second-guessing their decisions, and this hesitancy slowed down progress even more.

I knew something needed to change to get us back on track.

I called for a team meeting and addressed the issue head-on.

I emphasized that "It's okay to make mistakes" and shared a personal story of a past error I made and how it led to valuable learning.

I assured them that mistakes are a natural part of the learning process and crucial for innovation.

Here are the steps I took to solve the issue:

Open Discussion:

We had an open discussion about the mistake, focusing on what we could learn from it rather than assigning blame.

This helped to diffuse the tension and created a more supportive atmosphere.

Encouragement of Risk-Taking:

I encouraged everyone to take calculated risks and assured them that any mistakes made would be viewed as learning opportunities.

This helped to reduce the fear of failure.

Support System:

I set up a peer-review system where team members could review each other’s work before final submission.

This collaborative approach ensured that mistakes could be caught early and fixed without fear of individual blame.

Positive Reinforcement:

I made it a point to acknowledge and appreciate the efforts and progress of each team member regularly, reinforcing that their contributions were valuable even if mistakes occurred along the way.

By implementing these steps, we not only resolved the immediate issue but also created a more positive and productive work environment.

Here's how you can make it real over the next 4 days:

Day 1: Observation and Reflection

• Choose one of the 14 phrases you want to work on this week.

• Pay attention to your interactions with your team today.

• Note instances where you could have used your chosen phrase.

  • Reflect on how using it might have changed the interaction.

• Keep a small notebook or use your phone to jot down these moments.

  • Reflection will help you understand the impact of your words.

• ChatGPT Prompt to Help: "Today, I want to focus on observing my interactions with my team. Help me identify moments where I could have used the phrase [insert chosen phrase]. How can I reflect on these moments to understand their impact?”

Day 2: Intentional Practice

• Use your chosen phrase at least once today.

• Plan a specific conversation or meeting where you can naturally incorporate the phrase.

  • For example, if you chose “How can I support you better?”, find a moment to ask a team member this question and listen carefully to their response.

• ChatGPT Prompt to Help: "Today, I plan to use the phrase [insert chosen phrase] in a specific conversation or meeting. Give me advice on how to naturally incorporate this phrase and tips on how to make it feel authentic."

Day 3: Seek Feedback

• After using the phrase, seek feedback.

• Ask the person you interacted with how they felt when you used the phrase.

  • Did it help them feel more supported or valued?

• Be open and listen without defending your actions.

  • Feedback will help you understand the effectiveness of your communication.

• ChatGPT Prompt to Help: "After using the phrase [insert chosen phrase], I want to seek feedback from my team. How can I ask for feedback in a way that is open and non-defensive? What questions should I ask to understand the impact of using this phrase?"

Day 4: Feedback

• Reflect on the past three days and plan for the future.

• Write down what you’ve learned about using the phrase and its impact on your team.

  • Plan how you will continue to use it.

• Set a goal to use the phrase consistently in relevant situations.

  • Regular use will reinforce positive behaviors and improve your leadership skills.

• ChatGPT Prompt to Help: "Today, I want to reflect on the past three days of using the phrase [insert chosen phrase] and plan how to continue using it effectively. Help me create a plan to keep integrating this phrase into my leadership style."

Your words have the potential to inspire, motivate, and uplift your team.

By thoughtfully integrating these phrases into your daily interactions, you create a culture of support and positivity.

Each of these phrases is such a small thing for a leader to say.

But such a BIG thing for a team member to hear.

Years from now you might not remember that kind thing you said to your team member.

But that team member will remember it forever.

This Week’s Growth Recommendations

Book To Read:

"Leaders Eat Last: Why Some Teams Pull Together and Others Don't" by Simon Sinek (see it here)

TED Talk to Watch

"How Great Leaders Inspire Action" by Simon Sinek (see it here)

https://tinyurl.com/4nrfzsz7