A collection of thoughts through
personal stories, experiences and shared content.
By: Tracy Lee
In 1968 a scientist named Spencer Silver was trying to solve a problem that required a super-strong adhesive. His experiments at that time didn’t produce what he was looking for, but instead, he came out with a low-tack adhesive. For the next five years, Silver talked about his “solution without a problem” in his seminars and within his company but no one was interested. In 1974, a colleague tried to use his low-tack adhesive to anchor a bookmark – which worked incredibly well, and a new product was born.
Can you guess what the product was?
Right. Post-It notes.
Ideas surface from the most unexpected places. Whether it’s an experiment gone sideways, or an intentional plan to envision a new solution, ideas need space to breathe. In Safi Bahcall’s book Loonshots, he talks about the artists and the soldiers. In his view, someone acts as an artist when they come up with an innovative solution or idea, and...
Team Leads have additional responsibility in stewarding the environment that team members are operating in. This includes supporting each team member in being able to show up as their best selves in their roles. The time spent on this will pay back in dividends with better communication, more trust, higher engagement and thus higher outputs. Each time you catch yourself saying “I don’t have time for this” consider the cost of disengaged team members.
One-on-ones don’t have to be long or arduous… but a check-in with everyone on your team is critical to your team’s health. During times like these, it’s especially important that you are having a quick one-on-one with each team member at least weekly. This quick check-in supports the connection your team feels, lets them know that they are important and provides an opportunity to ask questions. If you are worried about the time commitment, it can take only 15 minutes.
For people in a position of high-impact, where the decisions being made affect a larger scope of the organization, it can be hard to let go of decision-making and delegate. A simple analogy can help any leader grow capacity in their team by giving more responsibility to others on your team. This increase in responsibility has a ripple effect on the overall team and its members. Increasing responsibility demonstrates trust and increased trust positively impacts engagement. Engagement, as we know, is directly correlated to performance. So the short path is – let people know you trust them and their abilities and they’ll rise to the challenge.
It can be hard to do this of course. What if they make a mistake?
Of course they will. Just like you have. And yet, things can turn out okay even if there is a mistake made. The real question is how do I know which decisions and responsibilities are safe to delegate?
Consider this metaphor “Above the Water Line or Below...
This podcast has been passing around as we talk about becoming a company of self-managing teams… and it’s really got me thinking:
A really good listen - https://podcasts.apple.com/ca/podcast/leadermorphosis/id1234632893?i=1000417846298
Join the conversation in #iQos
For organizations with a goal to evolve in to a teal organization, self-management is one of the pillar breakthroughs necessary to get there. iQmetrix has been on a journey to evolve in to a company of self-managing teams over the last several years and continues to make strides in replacing traditional management behaviors with behaviors that support the new team environment. The reason this evolution is necessary is evident in the growing research on the speed of change and the increasing complexity of the times.
In the book Team of Teams: New Rules of Engagement for a Complex World, General Stanley McChrystal explains how the team of yesterday was quick to use reductionist theory to break work in to manageable chunks and organized complicated work through a hierarchical structure. He goes on to explain how in the complex world of today this can’t work. The work evolves too quickly and the sluggish approach involved in disseminating information through a hierarchical...
The field of coaching hasn’t been around outside of the world of athletics for long enough that it feels natural to have a person in your own court, a coach on your sidelines. But coaching is becoming an essential part of evolving organizations as they recognize that while you can’t predict what the future holds, you can have a support system in place to help leaders and teams navigate the changes successfully.
Coaching was recently introduced at iQmetrix and if you’ve ever thought about having a coach, here’s some different types of coaching that exists. You can use these categories to think about how a coach might support you as you navigate a career at iQmetrix.
* More info about iQU Coaches is available at https://iqu.iqmetrix.com/coaching
"I have a perspective and I want to share it, but I'm not sure I should".
This concern has come up in many one-on-ones across the company and after over a year of collecting responses, this post may be long overdue. My apologies for that.
There are ways to communicate an experience that supports getting what you want, and ways to communicate that actually take you further away from what you want and knowing the difference is important if you really want to impact change.
How many times did you want to tell about an experience you've had with them wasn't fulfilling for you? We all have.
What if you had the words to be able to share so future experiences were more likely to be fulfilling for you?
It is possible.
When you have the skills to share your perspective with clarity a few good things happen:
So here it is, here are some tips for how to say what you...
Listening is something we don’t always do well – any one of us, but how do you work with a bad listener?
This article in HBR walks through the do’s and don’ts and case studies; but remember – the bad listener may be you.
* More of our favourite iQU resources on the topic of Communication are available at https://iqu.iqmetrix.com/communication
On a scale of 1 to 10, how likely are you to recommend this company as a place to work for your friends?
“I don’t have any friends in the city.”
“I don’t have any friends that work in this field”
“I don’t have any friends looking for work”
What actually is Net Promoter Score (NPS) meant to tell a company?
Often, the format of the question catches people as they first consider their list of friends and who they would recommend. If no eligible friends come to mind, it’s easy to answer “Not Likely”. But the spirit of the question gets lost with that filter for eligibility.
Net Promoter Score takes the percentage of promoters – people who promote working at the company and subtracts it from the percentage of detractors – people who aren’t likely to recommend working where they work. A high net promoter score signifies that people are satisfied and likely to recommend the place of work to their...
“How are you?”
You offer a smile but it can’t quite make it to your eyes. You are trying to be okay.
But every once in a while you feel the weight of the stress. For a moment, maybe more, it feels like too much. Everything you’ve been told and raised to believe means those emotions are a sign of weakness, that you shouldn’t have them.
Research now shows this just isn’t true.
Ignoring the emotional burden of stress has a dramatic affect on mental health, and mental health is the critical component for productivity, creativity, fulfilling relationships and overall life satisfaction. Ignoring that emotional burden
can dramatically impact your own success, not to mention it can also lead to physical symptoms of stress.
So maybe you’ve been told that acknowledging the emotional burden isn’t what professionals do, but it turns out it’s actually what the most successful professionals do.
In this talk, we...