What makes a great team? I had a chance to catch up with some colleagues recently and we got to talking about what made our team so great. We were productive, creative, and had fun together. As we broke it down, there were a few things that stood out: 1. Respect for each other. We were people with very different experiences who cheered each other on and respected our varying opinions. We worked hard to row in the same direction and did so with everyone's input. 2. Work/life balance. Our work was not so urgent that it couldn't wait until work hours to get done. As a manager, I did my best to protect the team's time, which made them more than happy to help after hours if needed. 3. Independence. I hate being micro-managed. Therefore, I try hard not to micromanage others, no matter how tempting. I hired these folks for a reason, and I gave them enough direction to take the ball and run. 4. We genuinely cared for each other. Even though we were virtual, we made sure to connect. When we had a chance to see each other in person, we would make it a point to go out and shoot the breeze. We learned about each others' kids, pets, parents....we knew each other as people. 5. We protected each other. When someone tried to place blame on an individual, we stood together as a team. Our team did not do the blame game. We took credit together and we took criticism together, but we did not allow all of it to fall on only one individual. It's the kind of team I hope to lead again. #EndofWeekReflection
Reace A.’s Post
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For the long time, I thought handling everything myself was just part of being productive. 𝐃𝐞𝐥𝐞𝐠𝐚𝐭𝐢𝐨𝐧 sounded useful, but not something I really saw as essential in my day-to-day work. Then, as my team grew, I realized there was a whole skill I had been overlooking—trusting others to take on tasks, contribute their own ideas, and really own parts of the process. The advice to delegate, which I had casually set aside, suddenly made perfect sense. When I stopped trying to keep everything under control, I understood: the best solutions don’t always come from constant involvement. They emerge when you give the team the space to be creative and the opportunity to find answers themselves. As practice shows, only freedom and trust open the way to real results. This is what true teamwork is about — when you don’t just manage the process, but create the conditions for others to grow and succeed. It’s not a sign of weakness. It’s about recognizing people’s potential, letting it unfold, and achieving results that would be difficult to accomplish alone.
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What do you do when your team isn't feeling motivated? It's a big problem. When one person in the team feels really frustrated, it's like a kind of virus. It spreads to the rest of the team, making everyone feel down. Motivation can easily go down, especially when there's gossiping in the team and no one wants to work. It's like a dark cloud hanging over everyone. But there's hope. Some colleagues used to be good role models. They're optimistic and then they underestimate each other. When one person puts in extra hours, they're clearly motivated, even if others are around. It's like sunlight in the darkness. Motivation has to come from within and lead by example. It's like a fire burning inside you. Motivation comes from the heart! People can feel it when you're serious about it. Motivation and team spirit can't be forced, but only shown by people. It's like planting seeds of positivity and watching them grow. It's about creating a culture where everyone supports each other and celebrates success together!
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Team building can be so much more than “pizzas” and “escape rooms.” We just transformed our boardroom into an Olympic arena! In celebration of the 2024 Olympics, our regular weekly meeting turned into a thrilling race for gold. First on the agenda was a Swim and Roll Relay which ignited laugher and joy, all with a healthy dose of competition (of course). But why go to the effort to try something new? Because we believe that a strong team is built on: → Innovation: Genuine connections don’t happen over emails. → Connection: Shared experiences can be the start of real bonds. → And yes, a bit of FUN! Because fun breaks routine and recharges us. At Cleancorp, we know it’s all about having a healthy balance – where work meets play so we can keep sharing those gold medal moments. A special shoutout to our Gold Medalists, Sally Hunt and Agasi. Sally’s brilliant hack and Agasi’s honed fishing line skills led them to victory, taking home the Gold Medal for their team. So, let's keep making moments that your team will talk about for years. Because those are the moments that matter.
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Another one of my unpopular opinions.. "If your team is constantly burning out, the problem maybe isn’t their lack of resilience—it’s an indicator of a bigger problem." How many team members will actually feel comfortable saying.. “I don’t have capacity.” or “This deadline is unrealistic.” or even something as simple as, “I need help.” I think the hard truth is overworking isn’t a culture to be rewarded; it’s a crisis. The real flex? That's actually building a workplace where work' life integration is something that is encouraged and celebrated. Acknowledging that people have a life outside the work place. Some may choose to share more than others but if our people are uncomfortable to bring their whole selves to work. Maybe the problem is even bigger than we thought?
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And the final question I asked was: Q: How would you describe your overall experience working with me? A: I have enjoyed working with you as you are an easy person to relate with and knowledgeable in your craft. Their commendation for my knowledge and approachability reaffirms the importance of building meaningful connections and expertise in our roles. It's heartening to know that my efforts to be both knowledgeable and approachable are appreciated. About openly discussing personal challenges affecting work, I take it as a reminder of the importance of transparency and understanding there is a place for vulnerability and support within teams - which is my lesson, and to you managing a team of 2 or more, create a safety net to make it easy for people to share willingly. Additionally, their advice to prioritize self-care alongside dedication is something I'm taking to heart. Balancing work and personal well-being is essential for sustained productivity and fulfilment. Moving forward, I'm committed to improving - a culture of open dialogue and self-awareness, both for myself and within our team. Together, we can create a workplace where growth and well-being are not only prioritized but also celebrated. Have you ever asked a colleague for feedback?
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‘Am I going to get in trouble?’ I talk to lots of people in many different organisations and I know it's this question plagues a lot of people - especially people in the earlier stages of their careers. Bad management, poor culture and personal insecurity are often behind it. But it's a weird one. If we want organisations to grow and develop, and for the people who work there to do likewise, we need to create a sense of psychological safety for them to push themselves and take some risks, because f**k-ups happen. I consider this to be a critical part of my role and that of anyone responsible for a team. It’s my job to create the environment for my team to do their best work. The things I look for in colleagues - resourcefulness, innovation, enthusiasm, curiosity - aren’t going to be much use if everyone is scared of getting in trouble or held accountable for things that are beyond their control or didn’t work out as they should. I have found myself saying more than once, "Your successes are yours, your failures are mine." Fear is a stifling emotion in the workplace - often found hanging out with our old friend, Imposter Syndrome. Ensuring people feel secure is how we unlock the best of them. Oh, and every once in a while you will get into trouble. And you should, it's how we change things.
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You worked hard as a collaborative team member. You put your heart and soul into the work assigned to you. You tried to foster a positive work environment. You went out extensively listening to what the other team's needs and thought on how to solve their pain point. ... And you got laid-off with no fault of your own. Sound familiar? Always have open projects or something under your ownership. Always. Know that in reality there are people afraid of what you are doing. They are projecting their own shadow and insecurity on you. They want to drag you down to their level. Do not fall for it. Quit the tendency of self-justifying. You are doing great. Keep being yourself.
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My dear friends and colleagues, Work culture, the cornerstone of building teams regardless of their specialization, size, or goals, cannot be established with fragile, secondary elements like occasional team lunches or snacks, or an annual outing. While these activities are nice and certainly add a pleasant touch, they are secondary. A solid work culture must be built on a firm foundation: 1) Team Values: These should be clearly defined even before we start selecting team members and assigning their roles. 2) Effective and Healthy Communication Environment: This includes having a team leader who genuinely cares about their team members and possesses high emotional intelligence. 3) Understanding Individual Goals and Challenges: We need to understand each team member on a personal level, recognizing their goals, the challenges they face, and the motivations that drive them. 4) Maintaining a Healthy Environment: This means continuously nurturing the work environment and removing negative influences (toxic individuals) to keep it vibrant and healthy. 5) Attention to Secondary Details: Once the foundation is strong, we can focus on the secondary details that add a pleasant touch to the work environment, such as team outings, "non-work" interaction spaces, periodic personal interactions, snacks, and other similar ideas. Finally, let's not forget the importance of the physical environment, which significantly impacts team performance, communication, and both mental and physical health. (I'll discuss this topic further in a later post.) For now, I wish you all a happy and pleasant day 🥰
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Truth bomb incoming! Work is not family. Imagine this. It's quarterly team meeting time. I'm standing in front of the whole team. They're inspired by the future, and I say it. "We're like a family." I learned FAST how harmful that mindset was. - I lost team members. - There was pressure for everyone to "love" each other. - I was expected to let things slide. - Some thought work should be 24/7 fun. Here’s the reality—boundaries matter. It’s easy to get caught in the “work family” mindset. But your team are not your friends. And work is not like home. I'm an unwavering people-first advocate. But boundaries are key—for bosses and employees alike. Work relationships are valuable. Just don’t let them blur your focus. What do you think? Do you agree?
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