Our relationships with colleagues determine to a great extend how we feel about our jobs and ourselves. Good relationships are the foundation for happiness and success on a personal and team level. Good relationships allow people to be candid. Exceptional team performance is the result. Different backgrounds and personalities are critical assets for the team once all understand when they become strengths for the team to leverage from. Greater self-awareness and the ability to effectively communicate and collaborate with diverse team members is an important foundation.

People are different, and everyone has their strengths. Colleagues and clients have different needs, habits, values, and different ways of thinking. Inclusive Leaders bring out the best in people. The increasing complexity and diversity of our teams makes Inclusive Leadership an important tool in the tool box of future leaders. Inclusive Leaders respond effectively to diverse needs of team members and customers. They are adding value and stability by building long term relationships in an increasingly diverse and fast changing environment.

When two or more people come together who are passionate about their work, they are likely to have differences at some stage. A culture where diverse views can be openly discussed is great if they don’t turn into conflict. People with different personalities, goals and needs can learn how to work out their differences in constructive ways. The tools presented have proven to be very effective for uncovering facts and solutions behind the cloud of assumptions and judgements that often is the source of conflict. High performing teams see the value in giving clear feedback with compassion. The team will feel more confident in resolving conflicts and working through differences constructively.

Performance is important and needs to be talked about. Everyone needs to be clear on how they contribute to achieving certain goals, why they do it, and how they work with others to achieve these goals. It matters HOW managers have these conversations. Effective performance conversations are clear, quick, on-time, non-judgemental, and motivational. They deliver results, strengthen relationships, and build accountability.
These coaching conversations may not always lead to the desired results. Then a formal performance improvement plan, managed through a fair, transparent and legally compliant process is leading to necessary change.

Develop a more effective team by helping each person understand their personality and how it affects them when working in a team. As authorised distributor of PeopleMaps we offer personality profiling either as a separate 2 hour workshop or as part of our Building Effective Teams workshops. The online questionnaire takes 5-10min to fill in. Each participant receives a report that includes practical suggestions on how to be more effective in communicating, delegating or reporting to others. By the end of this session the team has good understanding of the natural strengths of that each individual brings to the table.