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Welcome to your Tuesday morning wake-up call,
Bringing you exclusive, actionable insights for leadership, business, and personal growth.

Today’s Email:

Today I’m sharing with you the simple system that I’ve used to rebuild & strengthen team cultures with great success. Whether leading teams of 5 or 95 - this basic approach creates impact!
Want the full system? Get it here.

• The power of culture in the workplace

• Introducing my transformative "Curiosity Quake" strategy

• Leveraging this system to rebuild and enhance team performance & culture

• Action plan for immediate implementation

Alright, Let’s Blaze It Up:

Ever felt like you're leading in quicksand? Yep, we’ve all been there. Toxic work environments are real:

• Trust and respect are on vacation.

• Communication? More like miscommunication.

• Team spirit's gone solo.

• Negativity is the new norm.

• Performance? It's dragging its feet.

Can feel like an uphill task to lead, right?

Here’s the Scoop:

Culture is like a team's superpower. It makes our work days better and helps everyone do a great job together. But it's not just about work. The way we feel at work can affect our life at home too. Taking home the confrontations, the additional work and the mental exhaustion just thinking about what the following day will bring.

That's why as leaders, we need to place a priority on our team culture.

Whether you are aware of it or not, when it comes to culture…it starts with you.

Leaders shape the work culture.

Like Simon Sinek says, the way a leader acts can change the whole company. Here's how your leadership can make or break the team's spirit:

Good Ways to Lead Culture:

1. Clear Expectations: Leaders who set clear expectations create a culture where everyone knows their role and strives to meet their goals.

2. Supportive Feedback: Caring leaders give helpful feedback, building a team that's always getting better and feels valued.

3. Fair Play: Leaders who treat everyone equally create a fair workplace where people are happy to give their best.

A thriving culture acts as a magnet for talent, a booster for engagement, and a catalyst for high performance. It’s where leadership meets lifeblood, defining not only how we work but why we work.

Not-So-Good Ways to Lead Culture:

1. Ignoring Issues: Leaders who ignore problems can cause a culture where mistakes are hidden, not fixed, leading to bigger troubles.

2. No Consequences: If leaders don't address poor performance, it can seem like it's okay not to try hard, which can make everyone's work suffer.

3. Unfairness: When leaders let bad work slide for some but not others, it can make a workplace that's not fair, and people won't want to stay.
   

Many leaders scratch the surface, placing band aid solutions on culture without addressing the deeper issues that undermine culture.
That’s where they stumble big time.

Until today.
Introducing…

The “Curiosity Quake” Strategy.
3 Questions Boosting Team Culture

A game-changing approach to shake up your team's dynamics with the power of curiosity. This approach is a game-changer for leaders facing team issues. It simplifies solving problems, boosts performance, and keeps team vibes positive.

When team performance dips or culture clashes arise, curiosity is your best tool. This strategy makes managing these challenges straightforward and effective.

It's about turning questions into solutions and transforming your team from the inside out.

It starts with understanding that:

Sounds simple right? Let’s dive in...

If you’re team member is unaware:

When team members are unaware, they simply don't know that their performance isn't up to par or that their actions are affecting the team's culture negatively. It's not about pointing fingers; it’s an opportunity for growth.

• Open Dialogue: Start with a constructive conversation. Highlight the gap between their actions and the team's expectations in a supportive way.

• Set Clear Expectations: Clarify what's expected in their role, using specific examples and objectives.

• Provide Resources: Offer tools, training, or mentorship to help bridge the knowledge gap.

• Follow-Up Plan: Outline how you'll track progress together, setting milestones for check-ins.

This approach turns a potential setback into a powerful learning moment, helping them grow and align with the team's goals

If you’re team member is unable:

Being unable can stem from a lack of skills, resources, or support. It's not about lack of effort; it’s about recognizing barriers to their success.

• Identify Gaps: Work together to pinpoint exactly what's holding them back. Is it skills, tools, or something else?

• Tailored Support: Design a support plan that might include training sessions, pairing them with a mentor, or adjusting their workload to include skill-building opportunities.

• Encourage Open Feedback: Create a safe space for them to share their struggles and successes, fostering a culture of continuous improvement.

• Measure Progress: Establish clear, achievable milestones to track their development and adjust the support plan as needed.

This way, you’re not just addressing the issue; you’re investing in their growth and showing your team that challenges are steps towards improvement.

If you’re team member is unwilling:

An unwilling attitude can be tricky. It might stem from deeper issues like misalignment with the team's vision, personal challenges, or lack of motivation.

• Seek to Understand: Begin with a compassionate conversation to uncover the root cause of their reluctance. Listen more than you speak.

• Realign Expectations: Discuss how their actions impact the team and revisit the shared goals and values of your team.

• Offer Choices: Sometimes, it helps to give them options on how they can contribute to the team's success. Empowerment can reignite their drive.

• Consequences: Be clear about the outcomes of continued unwillingness, but ensure this is framed as a last resort, after all support and interventions have been offered.

Addressing unwillingness requires a delicate blend of understanding, support, and firmness. It’s about fostering a culture where everyone pulls in the same direction.

In 8+ years of leading teams, with more than 100 team members using this system, almost everyone improved before things got too tough. In fact, less than 5% reached the point where they just didn't want to try, and we had to say goodbye.

Talking things through shows you care and makes your team feel like they belong.

Usually, if someone doesn't want to do better, they'll realise it as you help them through the times when they didn't know better or didn't have the skills.

Then, they'll decide for themselves if they want to step up or step out.

Your culture boosting action plan:

To get the ball rolling on boosting your culture, better yet, maintaining it - here’s a simple 4 step action plan you can implement today.

1. Reflect on Team Dynamics: Pinpoint where the vibe might be off.

2. Get Curious: Use the “3 Question Curiosity” to unearth the root issues.

3. Craft Solutions: With your findings, design a plan. Think clear expectations, the right training, or even tweaking roles.

4. Prioritise 1:1s: This one action is your goldmine for preventing cultural mishaps and boosting performance. Make them a staple. 1hr weekly to your direct team.

In Conclusion:

Building a strong, positive culture is not an overnight feat. It requires consistent effort, genuine curiosity, and a commitment to understanding and addressing the needs of your team. Aim for a culture that grows, supports, and resonates with everyone’s values. That’s where the magic happens.

Here’s to transforming our cultures and leading with impact,

Howard