How To Spot The Signs Of Team Overwhelm (And What To Do About It)
SIMILAR ARTICLES & IDEAS:
Uncertainty has a way to reveal everyone's strengths and weaknesses. During drastic uncertainty, employees will seek more information in order to achieve a sense of certainty. During this unsta...
Passive communicators battle to express their needs and stand by their convictions. This is because they want to avoid conflict. They may be silent during crucial meetings. If they do make a suggestion and it is challenged, they may say, "never mind then."
Aggressive Communicators voice their opinions in a straightforward, often blunt way. They often interrupt others, take up significantly more time than others during meetings and don't take into account others' feelings or opinions.
Visibility at work is when you are included, recognized, and valued by networks within your organization. Its how you get credit for your work, get considered for advancement and build infl...
Research found those who get more face time with management by being co-located are assigned better work assignments from their managers, are awarded promotions more frequently, and are less aware of their remote counterparts.
Many companies have learned how to integrate remote work into their business. Now is the time to set up structures to support the visibility and growth of remote teams long-term.
There are four steps to it:
To key to building a culture of visibility with your remote team is perceived proximity, where your remote team members feel connected to others mentally and emotionally. In the physical work environment, you feel comfortable talking to people, regardless of rank. However, you may feel more awkward to ping the CEO a question in chat when you've never seen them in the lunch line or said hi in the hallway.
Group norms are the set of informal and formal ground rules that specify how people interact. The rules help members of the group determine how to behave. Advantages of clear g...
Every team has rules, but few are intentionally crafted. This could have a negative impact. For example:
Setting up norms is easiest when the team is first created. It may take a special meeting at the start, but it saves time and diminish problems down the road.
Shifting group norms in an established team is possible, too. Cultivate positive behavioral expectations on high-functioning teams.