As organizational psychologist Adam Grant puts it, “Big groups are where creativity goes to die.”
We’ve all heard the saying about too many cooks. It's time to admit that brainstorming is not all that it is cracked up to be.
This is a post inspired by our new favourite read: "Radical Candor" by Kim Scott, a NY Times bestseller.
Kim Scott brings her vast experience building teams at Apple and Google to segment the different kinds of bosses and pin down exactly the kind of boss one should aspire to be.
Workplaces value and promote collaboration within teams, but in many cases, expectation does not meet reality. Teams may not demonstrate the expected levels of cooperation.
Or they may start out well but not sustain the momentum over the natural course of a project. We look at some of the pitfalls and some successful strategies to sustain and enhance collaboration among teams.
All the best-laid plans only last as long as the first domino falls. In teams, even one person lagging behind or feeling unengaged can pull the whole collective down. Needless to say, teams that communicate well have the best chance at thriving. Collaboration in teams is only possible if every stakeholder is ready to share and delegate effectively.
Workplaces value and promote collaboration within teams but in many cases, the expectation does not meet reality. Teams may not demonstrate the expected levels of cooperation and teamwork. Or they may start out well but not sustain the momentum over the natural course of a project.
What can you do to help?
This December, RainKraft turned four.
Four years of doing meaningful work, supporting individuals and companies alike with learning strategies, content, coaching and consulting... the heart is full. This year also marks the completion of two years since we started the RainKraft blog. We love digging deep into one idea, looking at it from different perspectives and keeping it simple for you.
Simply put, employee engagement is the precise opposite of “physically present, mentally absent.” It means that employees are happy with their role, productive, and present in the here and now, with all their faculties engaged and focused on work.
So, why does this feel like such a big ask most of the time?
“The Intern,” starring Robert De Niro and Anne Hathaway is one of the most telling movies about diversity in the workplace in our times. De Niro, a retired former executive, joins Hathaway’s furiously growing, millennial-powered eCommerce startup through a “senior internship program.”
What could go right?
We recently talked about the pain value of a bad hire, and what steps you can take to fix it.
Let’s talk about getting hiring right at an organisational level. Agreed, Human Resources is there for a reason, but when is it beneficial, or imperative, for the higher management to be involved in the hiring process?
We have a favorite saying - “Starting up is an inside job, but scaling up needs a village.” As simplistic as that sounds, there comes the point in every leader’s journey where they discover that they simply cannot go at it alone. How do they take the village along and show everyone the greatness that must emerge from the shadows?
For a process as focused upon the individual as coaching, we wouldn’t usually think of organizational coaching. However, corporate coaching is possible, and it works the same way as individual coaching- within the company setting, a small group of individuals within a team or key people in management roles can undergo coaching.
Wherever we look this week, people have one thing to say about the year that went by- that it has been eventful. It seems as though no one has had a dull 2018!
At RainKraft, we’re celebrating the many transformations, new opportunities and business lessons that the year brought us.
There are many, easy options to go deep into subject matter today. However, knowledge is indeed an ocean, and it spans as wide as it goes deep. When setting out to learn something new, the big question one often has is, ‘What do I need to learn?’
Choose a simple concept from outside your professional sphere yet in your daily life and try to explain it to a child. Try it - demonetisation or internet protocols or myopia - whatever catches your fancy. Chances are what you say will be too theoretical or complicated for your audience or you'll be stumped by question number three!
So let's talk learning mindset.
First impressions always matter, and that applies not just to people but to organizations, too. Many companies make the mistake of hiring aggressively and Onboarding passively. In some cases, the employee may simply stroll into the office, meet the supervisor and plunge into work right away. Don't you want to make a better first impression?
Managers! This feature is exclusively for you. You had a grand plan, and you were so sure it would work. In an ideal virtual world, it still could.
But in the real one, your team Just. Doesn’t. Get. It.
It's every manager's nightmare, whether you are in a large corporation or running your own business. Despite wanting to gather the troops in a room and give them a piece of your mind, you soldier on... but, for how long?
Missed deadlines, an evident lack of communication, people who don’t know each other well enough- as (a modification of) the Leo Tolstoy quote goes, ‘all happy virtual teams are alike; each unhappy virtual team is unhappy in its own way.’
This month, we’ll be discussing why this is often the case, and offering solutions that work.
Why do so many institutions and organizations love the bell curve so much? Because, as human beings, we like to compare. It is also perhaps an easy out that seemingly benefits the entire system. Why not just create 'healthy' competition? Why not just decide 'who is better' rather than deep dive into 'are they at their best'? There must be a better way to run performance reviews...
Isn’t it rare to find a team that respects their time off as much as they respect the days at work? Over time, these are the companies that people choose to work with. It is a decision driven not by money or motive, but by that elusive parameter that so many companies try hard, and fail, to get right- satisfaction.
In part one of this series, we considered why resolutions fail and how turning them into actionable goals helps us stay on track. Now let's look at the process of goal setting itself. We are sure you remember the SMART mnemonic for goals, and we don't blame you for resenting it just a little bit. However, the mnemonic sticks because it works.
Performance Management - two words that don't bring a smile to any face in an organization. The managers, who must sit down with each team member and review the year, find it tedious. The employees, who doubt the process and its outcomes, find it redundant. The human resources folks, who must make sure this painful process is seen to completion, struggle to sell it.