mad2learn’s Post

Do you struggle to say no? Are you often the first to offer help to your colleagues? While reading this article on collaborative overload, I was reminded of the saying, "To get something done, give it to the person with the messiest desk".  Further, because they become known for having all the answers, people will come to them for help rather than accessing the information they need through resources such as policy or process documents or sometimes just the internet! The authors link this trend to exhaustion and disengagement of affected employees. Is there still a chance to turn this around when these essentially well-meaning employees start to hear themselves described by others as moody, prickly, a bottleneck, or a blocker? The article suggests strategies for companies to avoid the virtuous becoming vicious. Given how productive such people are, this would seem to be a worthwhile consideration. #sabbatical #futureofwork

Communication is key. We often think the key to high-performing teams is bringing together the brightest and most accomplished individual stars. But fascinating research from MIT reveals that talent and individual abilities play a smaller role than you might expect when it comes to team success. MIT researchers studied teams at a call centre by using sensors and wearable devices to capture data on communication patterns, body language, and other behaviours. Their findings shed light on the characteristics that distinguish productive, high-energy teams. The data showed that the best predictors of a team's productivity weren't the individuals' skills or reasoning abilities. The top drivers were the team's energy and engagement levels outside of formal meetings - explaining one-third of variations in monetary productivity across groups. So what defined these high-performing, energetic teams? Several key traits emerged: > Equal airtime - Members spoke and listened in roughly equal proportions, with contributions kept concise. > Face-to-face interaction - Teams faced each other, with animated conversations and gestures. > Decentralised giving/taking - Members connected directly rather than just through the team lead. > Side conversations - Teams engaged in back channels and side talks within the group. > Exploration - Periodically, members broke off to find new information to bring back. Armed with these insights, the call centre manager tried revising break schedules so entire teams took breaks together. This allowed more social time and connection. Though unconventional, the move paid off - average call handling time decreased over 20% for lower performers and 8% overall. Projected productivity gains hit $12 million annually across 25,000 employees. The takeaway? While talent matters, the keys to unlocking team potential are communication patterns, energy, and engagement. Creating an environment for equal, face-to-face, decentralised, exploratory communication may matter just as much as the individual abilities you bring together. So when building a team, consider not just individual talent but how you can create opportunities for conversations and relationship building for maximum productivity, energy, and success. #leadership #management #innovation #inspiration #personaldevelopment

I don’t believe in making adjustments purely for neurodiverse individuals. I believe that these ‘adjustments’ should be common business practice and procedure anyway, regardless of who you have on your team. You don’t have to be neurodivergent to require flexible working policies. You don’t have to be neurodivergent to have a preferred method of communication. You don’t have to be neurodivergent to require accessible materials such as documents in a larger text. You don’t have to be neurodivergent to require tasks to be given to you one at a time or to require a list of tasks to refer to. You don’t have to be neurodivergent to need direct feedback and clear instructions. You don’t have to be neurodivergent to feel irritable and overwhelmed by the bright office lights and sounds coming from every direction. Most of these issues aren’t specific to being neurodivergent, just specific to being human. The sooner businesses realise these adjustments will actually benefit the entirety of their team rather than just gaining them a ‘neurodiverse friendly’ badge, the better.

The biggest change in future work trends won't be remote work, AI, or automation. It will be the power dynamics shift. Gone will be the old hierarchy, where managers on top dictate what to do, And workers down below have no choice but to obey. Instead, power will be distributed. Wondering how? Let me show you 1. Employees will move from a passive role to a more active one. Be it learning new tools or solving daily problems at work, people who have less on their plate will be your saviours 2. Leadership will be less about control and more about creating an environment where people feel safe to express their views and ideas. Mindful leadership will take over every other strategy 3. The most successful teams in the future will be those where everyone has a voice and where power dynamics are fluid, depending on the situation. The good news is that everyone has a role to play in creating this new world of work. Here are a few things you can do: - Speak up when you disagree. Silent observation won’t take you anywhere - Share knowledge freely. This enhances trust with fellow colleagues - Challenge the status quo. I’m not asking you to question every decision of a superior or colleague. But, resort to constructive criticism when needed - Embrace diversity. The more you meet people from different cultures, the more empathetic you become - Listen more than you talk. It’s a clear indication of you being worthy of holding a position of responsibility You have an opportunity to turn the tables and make things work for you. Take it or stay behind while the rest race against time #personaldevelopment #management #careers #bestadvice

https://buff.ly/4hFnvdE Remote work can enhance coworker relationships by fostering more meaningful interactions and collaboration through digital platforms. These new dynamics allow team members to connect deeply and support each other, even without physical proximity. #WFHBonds #RemoteTeamStrength #CoworkerConnection #VirtualTeamwork #BuildingBonds #WFHSuccess #StrongerTogether #RemoteCollaboration #TeamUnity #WorkFromHomeBenefits

📢 PUBLICATION ALERT 📢 Göttingen Future of Work Hub Research Update The 📢 PUBLICATION ALERT 📢 is a series of posts that aim to present latest research findings of the Göttingen Future of Work Hub on topics related to the future of work. We would like to start this series with a publication in the Journal of Applied Psychology (FT50, ABS 4*, VHB A+). This paper also won the “Editor’s Choice” award. 🎉 💡 Background: The study entitled "Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance," is authored by Tobias Blay, Fabian Froese, Vas Taras, and Marjaana Gunkel. Due to the increasing use of virtual forms of collaboration that are substituting or reducing collocated forms of work, this research centers on various aspects of virtual teamwork. 🔍 Research Highlights: This research explores how collaborative behavior in virtual teams converges (i.e., becomes similar) over time, particularly under the influence of external crises. It delves into the dynamics of virtual teamwork and offers critical insights into how such crises impact virtual teams. 📚 Why It Matters: In today's rapidly evolving work environment, understanding the nuances of virtual collaboration is more important than ever. This study provides valuable findings that can help organizations enhance their virtual team strategies and improve overall performance. Read the full article to discover how external crises shape virtual team dynamics and what this means for future organizational success. 🔗 Blay, T., Froese, F.J., Taras, V., & Gunkel, M. (2024). Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance. Journal of Applied Psychology, 109(4), 469-489. https://lnkd.in/ek9-S-e7 Join us as we continue to explore the future of work and share innovative research from the forefront of management studies! #The University of Göttingen #Wirtschaftswissenschaftliche Fakultät – Georg-August-Universität Göttingen #FutureOfWork #VirtualTeams #ManagementResearch #AcademicResearch

🌟 The ART of Trust in the Workplace and the link with Insights Discovery 🌟 Trust is the foundation of a thriving workplace, and mastering its art can transform team dynamics and productivity. In building a positive workplace environment we need to understand what trust means to others. Trust and Insights Discovery are closely linked, as understanding personality differences and communication styles can significantly enhance trust within a team. T - Transparency: Open communication fosters a culture where team members feel informed and valued. Share information honestly to build credibility. R - Reliability: Consistency in actions and promises establishes dependability. Be someone others can count on to follow through. U - Understanding: Empathy and active listening show that you value and respect others’ perspectives. Understand your team’s needs and concerns. S - Support: Offer help and encouragement to your colleagues. Support their growth and challenges to build a collaborative environment. T - Time: Invest time in building relationships and trust. Trust isn’t built overnight; it requires ongoing effort and patience. Cultivate a workplace where trust thrives and find the link by utilising Insights Discovery to understand your people better with Adapt 2 Innovate Consultancy 💪✨ Adapt 2 Innovate Consultancy #Adapt2innovate #InsightsDiscovery

In an age where technology and business rapidly evolve, I find myself reflecting on a paradox: The more we’re connected, the more we seem to drift apart. How can this be? As our digital interactions increase, our genuine connections, ironically, feel more distant. 🖥️🌐 Here are a few observations: - Notifications and emails keep us perpetually alert, yet there's less momentum for a sincere How are you? - Virtual meetings have replaced face-to-face conversations, despite the former's efficiency, the latter's depth is irreplaceable. To navigate this paradox, we need to pivot our perspective. ✨ Imagine a workplace where: - Relationships are nurtured as much as KPIs. - Digitally facilitated collaborations breed genuine camaraderie, not just productivity. This isn't about dismissing technology. It's about harmonizing it with human touchpoints. Here are a few steps to create that balance: 1. **Prioritize Quality Interactions**: - Limit conversations to essential platforms. - Schedule regular catch-ups that focus on personal well-being, not just tasks. 2. **Leverage Technology for Empathy**: - Use video calls to sense body language and emotions. - Set aside moments in meetings for personal stories and experiences. 3. **Cultivate a Culture of Presence**: - Encourage team-wide offline moments. - Establish no meeting days to let innovation and focus surface. 4. **Champion Mentorship Programs**: - Foster relationships across all levels. - Promote mentoring that extends beyond work advice to holistic growth. A connected workforce is not just about seamless information transfer. It's about nurturing an environment where individuals feel seen, heard, and valued. The digital world isn't our enemy, but a tool. When wielded thoughtfully, it can bridge gaps and foster connections previously unimagined. Let’s strive for a balance where our interactions through screens bolster our human connections, creating workplaces that are both efficient and emotionally rich. Remember, it’s the human behind the technology that truly matters. #Leadership #WorkplaceCulture #DigitalTransformation What strategies have you found effective in balancing tech and human touch in your professional life? 🗣️💡

People drive productivity: Technology only enables it... * Trust and Collaboration: When you #trust your colleagues, you're more likely to share ideas openly, #collaborate effectively, and achieve common goals. This sense of trust fosters a positive work environment where people feel supported and empowered to contribute their best. * Motivation and Engagement: #Faith in people's abilities inspires them to go the extra mile. It shows confidence in their skills and potential, leading to greater #motivation and #engagement in their work. * Problem-Solving and Innovation: When you believe in your team's capabilities, you're more likely to tackle complex challenges together. This collaborative problem-solving approach can lead to innovative solutions and improved efficiency. #Technology can be a powerful #tool, but it's the human element that breathes life into it. By fostering trust, motivation, and collaboration, faith in people becomes the key to unlocking true productivity. #problems #problemsolving #productivity #productivepeople #techassitance

It can be challenging in a highly remote working environment with geographically dispersed teams, but maintaining strong relationships and close connections in the workplace is crucial for fostering collaboration, enhancing communication, and promoting a sense of belonging. By cultivating a supportive and participative network, employees are more likely to engage openly, share innovative ideas, and work together towards common goals improving a team's performance overall. To build team relationships and enhance collaboration, especially in a remote work environment, consider the following actions and strategies in addition to those called out in the HBR article: 1 - Regular Virtual Meetings: Schedule consistent video calls for team updates, brainstorming sessions, and informal catch-ups to keep everyone connected and engaged.   2 - Clear Communication Channels: Use tools like Slack, Microsoft Teams, or Zoom to facilitate easy and open communication. Ensure everyone knows how and when to use these tools effectively.   3 - Mentorship Programs: Implement mentorship or buddy programs to help team members build deeper connections and support each other’s growth within and outside a direct team setting.   4 - Recognition and Feedback: Regularly acknowledge individual and team achievements and provide constructive feedback to build trust and motivation.   5 - Transparency and Trust: Maintain transparency in decision-making processes and trust team members with responsibilities, promoting a sense of ownership and accountability.