workplace habits Archives - Let's Grow Leaders

Team Alignment: 5 Steps to Align Your Team on What Matters Most

Karin Hurt and David Dye — Mon, 11 Nov 2024 10:00:45 +0000

For better team collaboration turn your initiatives into specific, observable habits

When it comes to team alignment, nothing speaks louder than behavior. You know this: the best strategies fall flat without the right habits to back them up. So, how do you ensure your team is truly aligned and working together on what matters most?

It starts with you. If you’re leading a team, your behaviors and habits set the tone. You can’t just tell people what’s important—you’ve got to show them, consistently. The way you respond to challenges, celebrate wins, and communicate expectations creates the framework everyone else will follow.

The secret to success is ensuring that the most critical success habits spread throughout your department through deliberate modeling, communication, and reinforcement.

So how do you do that?

Get started with a team alignment meeting.

How to Host a Team Alignment Meeting in 5 Steps

A team alignment meeting fast-tracks your key initiatives by identifying the practical habits vital for success. In this article, we outline an approach you can do yourself (or drop us a note, we’d love to help). This is a great activity for an end-of-year meeting, or to kick-off the new year.

Step 1: Get Clear on the Most Important Initiative

First, identify a strategic initiative that’s a priority for your team in the next 6-12 months. Choose a strategic initiative that meets three critical criteria:

It’s central to your department’s success—everyone needs to understand it.
It requires collaboration—how people work together will impact results.
It needs broad ownership—everyone contributes to success in some way.

Before your team alignment meeting, communicate this initiative with your team and why it’s critical. You want them ready to engage in a “how” conversation, not still debating the “should we?”

Step 2: Identify Key Habits

Bring your team together and ask them to select one key habit that, if everyone consistently demonstrated it, would have a significant positive impact on the initiative’s success.

If your team has SynergyStack™ Card decks, have each team member sort through the cards and identify a habit that is:

Essential to the initiative’s success.
Not currently widespread throughout the team.

If you don’t yet have a SynergyStack™, invite team members to brainstorm a habit (be sure it’s practical and observable) and write their habit on an index card.

After everyone has selected their habit, have them share why they chose that habit and how they see it impacting the project.

This is where you’ll start to see patterns emerge: Are there common habits or themes? Are there certain collaboration dimensions (connection, clarity, curiosity, commitment) that show up more often?

Step 3: Align on Two Priority Habits

Now, narrow it down. As a team, choose two core habits that will have the greatest impact on driving success for the initiative. This isn’t just about consensus—it’s about choosing behaviors that will influence your culture and outcomes. Once you have your two habits, commit to them and get ready to build your leadership blueprint.

Step 4: Create a Leadership Blueprint to foster team alignment

To ensure these habits stick, every leader on the team needs a game plan for modeling, communicating, and reinforcing them.

Modeling:

Start with yourselves. Discuss specific, observable ways you can demonstrate these habits in your daily work. This isn’t just about big speeches or grand gestures—what are the small, daily actions that will show your team, “this is what good looks like”? Align on at least one or two consistent habits everyone will commit to practicing.

Communicating:

Next, think about how you’ll communicate these habits throughout your department. It’s not just about emails or meetings. Think 5×5 communication (communicate messages five times, five different ways), and include a check for understanding to ensure the message sent is the message received.

Consider: How will you connect what you’re asking people to do with why it matters? How will you make these habits come to life with stories or examples? Agree on how you’ll cascade communication down and across your teams.

For some very practical communication tips see: Beyond Magical Thinking: How to Ensure Your Team Gets It

Reinforcing:

Finally, look for opportunities to reinforce these habits over the next 30 days. How will you recognize and celebrate when you see people demonstrating them? How will you hold people accountable when the habits are ignored? f you want these habits to become the norm, they need to be what “people like us do.”

Step 5: Build in Accountability

Create a simple habit-tracking system to monitor progress. At your next team meeting, ask for updates: Who’s seen the habits in action? What’s working? Where are the obstacles? Adjust as needed, but stay focused on making these behaviors stick.

Take Action and Watch the Impact

When you and your leadership team consistently model, communicate and reinforce the right habits, you’ll see a ripple effect through your department. Aligned actions lead to better collaboration, stronger commitment, and ultimately, higher performance.

This isn’t just about another project plan—it’s about building a culture where everyone understands what success looks like and acts accordingly. That’s what team alignment really means. When your team knows where you’re headed, why it matters, and what behaviors will get you there, you’re not just managing projects—you’re building momentum.

And that momentum? It’s the fuel that will carry your team to success.

Gather your team, clarify your initiative, and choose those two vital habits. Then, go make it happen. The alignment you’re striving for starts with you.

The post Team Alignment: 5 Steps to Align Your Team on What Matters Most appeared first on Let's Grow Leaders.

Micro-Motivation: A Powerful Technique to Inspire Your Team

Karin Hurt and David Dye — Mon, 21 Aug 2023 10:00:47 +0000

Inspire Your Team By Isolating Habits
and Behaviors Through “Confidence Bursts”

What if you believe your strategy is achievable, but your team is skeptical if they can pull it off? You’ve set and reinforced clear expectations and clearly communicated “what” you need them to do and “why.” And they’re still thinking, “Easy for you to say. We’re the ones that actually have to DO THIS! How do you inspire your team and build confidence that they’ve got this?

Inspire your team, by helping them taste the win.

One of the best ways to inspire confidence and performance is to help your team taste the win. Isolate one or two critical behaviors. Then spend a day making it really fun to try out those behaviors and experience success.

Break down large-scale change into micro-moments of success

When leading large-scale change, some of the most important work involves giving people the confidence and competence to be successful. Even when people have the skills, if they don’t feel confident and excited about their ability to be successful in the new arena, they will be reluctant to try.

You can build more confidence and competence in your team by training them in intervals, or short confidence bursts.

What is a confidence burst?

The idea is to create a full-court press on a given behavior during a finite period of time (usually one half or full day) to prove what is possible at an individual and organizational level. Scaffold people with lots of extra attention, skill building, fun, recognition, and celebration. The risk is low-it’s just one day. It doesn’t feel like a big commitment to change. Once people experience success with the behavior, their confidence improves and the ceiling of what they perceive as possible moves a little higher.

Every time we have done this, the results have been head-turning and remarkable. The best part comes in the after-glow discussion. “If we can make this much magic on this day, why not every day?” (A great example of this is in our book, Courageous Cultures, chapter 6).

The idea is to create an intense focus on the given behavior to prove what is possible at individual and organizational levels. Just as with repetitive drills in athletics, practice builds capacity and confidence.

We find that a few sets of these intervals spaced one month apart can lead to remarkable and lasting results.

You’ll know the behavior has sunk in when the impact of these “burst days” begins to dwindle but the overall results stay high. People internalize the behaviors and the focused days are no longer necessary. The value of the behaviors has become an intrinsic choice. You need less effort to inspire your team because they’re doing it themselves.

Examples of Confidence Bursts to Inspire Your Team

You can use this confidence burst strategy to help teams build their capacity and confidence for many different skills and initiatives. Here are just a few examples of how you can use micro-motivation events:

1) New Documentation System

The entire engineering organization migrated to a new documentation system to better serve clients and respond to support inquiries more quickly. Technicians were unfamiliar with the software and reluctant to use it at first because it cut into their customer-facing hours. Three half-day confidence bursts improved everyone’s familiarity with the system, helped the technicians quickly get the data they needed from the system, and decreased the time it took to document accounts.

2) Empathetic Customer Service

The small contact center supporting customers for a regional energy company was having trouble. Agents were struggling to establish rapport with customers and quickly lost customers’ confidence. The contact center organized confidence bursts focused on the first 40 seconds of every call. Team leaders and directors first brought the agents together to identify a list of specific ways to build empathy and customer confidence at the beginning of calls. On confidence burst days, leaders listened in, pulled calls, and paid attention to satisfaction scores in real time, celebrating and coaching every thirty minutes as the agents’ (and customers’) confidence grew.

3) Staffing Fulfillment Team

As LinkedIn’s influence in recruiting and hiring grew, a staffing company knew they needed to help their team get comfortable with the platform to identify and find suitable candidates for placement. The fulfillment teams were comfortable with their established methods. They weren’t using the new platform because they didn’t know how to have the same level of success. So, they were understandably reluctant to have a dip in their commissions while using an unfamiliar process. Seeing this, the director helped the team identify and establish best practices from early adopters. Then she ran a version of confidence bursts with the entire team practicing the new methods and experiencing the results that followed.

How to Hold a Micro-Motivation, Confidence Burst Day

Here’s a step-by-step process for creating a confidence burst day.

Pick one or two tangible skills to work on.
Schedule the special day and create anticipation.
Begin the day with energy and fun; make it feel like a holiday.
Set specific, measurable goals that can be achieved that day.
Hold training and focused skill-building throughout the day.
Have your team members with the most expertise in the skill work side by side with those still learning.
Celebrate every little success in a big, public way.
Communicate specific success stories, including the “how” behind them.
Celebrate and debrief at the end of the day on what worked differently this day and what was learned.
Begin the next day with a reminder of key learning

Your Turn

Focused confidence bursts are an effective tool any time you need to inspire your team with a taste of what’s possible, either to prove a new system, build familiarity, or cultivate confidence in their ability to succeed. We would love to hear from you: how have you used these skill-building, confidence-enhancing moments of micro-motivation to help your team?

The post Micro-Motivation: A Powerful Technique to Inspire Your Team appeared first on Let's Grow Leaders.