Jenga for Teams!

Are you really after a team building event?


I recently facilitated a team development event and found myself encouraging the teams manager not to use the word 'team building' to describe it.
For me the idea of 'team building' events don't really address the challenges in most teams, and in this instance the 'building' idea wasn't really stretching enough for them as they were already built! I suddenly found myself having to explain, whereas before I'd just avoided the term. Thinking on my feet, here's how I made distinction between team building and bonding - and what I envisioned for them:

Team building I described this as a bit like Jenga: All the pieces are the same which allows them to fit neatly. The pieces themselves are useful but people rarely use them for anything other than their exact purpose... It's built up for sure but then every time a piece is pulled there's the risk, and expectation, it'll all fall down. The aim becomes coping with the holes and not wanting to be the one to bring it down! Sure, it can be fun - but is this what we really want from/for our teams?

Team bonding... Is a bit like a jigsaw puzzle. It can be a struggle to complete when you don't have the box telling you what the picture is to start with. Also it's great when you have all the pieces and they fit together but, remove a bit and the picture annoyingly just isn't complete. And like Jenga, having to fit pieces in doesn't really leave much room for creativity. Sure it can all be glued down, but then you're finished!

Team bridging: For me truly functional, ever developing teams are more like a series of independent Islands connected by a series of bridges: it's more about allowing each thing to stand alone (so that strengths and talents are recognised as unique) but that these - individuals - are connected. Bridges are usually built to be sound structures so that whatever flows beneath them, be it rough or still, things remain strong. 

So that's what we did on the day. We bridged, and it seemed to be one if the lessons that resonated the most. What are your thoughts on Build, Bond and Bridge?

New year, new blog post, Old problem

It’s not right but it’s very real. 

2014 has gotten off to an interesting start for me and I’ve found myself already doing a first! Last week I was part of a local radio show, and shared the studio with two young people talking about their charities.

I was there with my image consulting hat on to talk about the impact of colour on your mood, in relation to Blooming Monday happening on the 20^th January. Jodie (of Connect Bullying) and Aidan (of Talk Easy Trust) were there to talk about their experiences around bullying and mental health respectively. This was really interesting to me as I look to continue engaging with young people on issues around personal image in general, and how it impacts upon self-esteem and more.

I was brought into the discussion on bullying (amongst other things) and that’s where my two ‘roles’ crossed - there I was to talk about colour when a question came in about workplace bullying.  A ‘caller’ asked the question about how to handle bullying when it was taking place at work, and about the particular challenge of when the bully is also the boss.

Interestingly, I had also recently commented on the video here: http://www.upworthy.com/the-anti-bullying-video-that-could-probably-win-an-oscar depicting bullying at work as it might happen in a school setting. Whilst I think it’s a great, powerful and thought provoking video – for me it misses a key point which is that bullying is often far more subtle than the physical bullying we see therein. And it is this form of bullying that we are far more likely to see in the workplace. Examples of which include belittling someone, name calling, inappropriate ‘jokes’, ignoring someone, undermining their confidence, criticising them, excluding them.

Little though it was, my advice was to contact your HR department and use the policies that exist ; Jimi the host talked about the organisations duty of care re employee welfare (bullying can lead to stress, depression etc), and general advice from both Aiden and Jodie - quite rightly - was to talk to someone about the situation and ‘get it out there’.

Whatever the form of bullying, the age of the victims/perpetrators and where it takes place it is NEVER acceptable in my opinion, and the longer-term implications even into adult life can not be under-estimated*

However I do think the ‘why’ needs to be considered if the response is to be relevant and effective. Is the bullying an outcome of the ‘perpetrator’ sadly ‘playing it forward’, someone who is covering up their own ‘weakness’ or someone genuinely being mean. If we understand this, we are much more likely to be able to use the most effective solution (sanction) to make it stop.

So, my questions are these: what are your experiences of bullying at work, what is your organisations attitude to bullying, what can be done to eradicate it where it exists, and what can/would YOU personally do about it?

A final thought:

If you are being bullied, please don't try and deal with it alone and in the meantime I hope you find some strength in this quote:

I can be changed by what happens to me. But I refuse to be reduced by it.” 

― Maya Angelou

• For more information/references:

- http://www.workplacebullying.co.uk/

- https://www.gov.uk/workplace-bullying-and-harassment

- http://www.acas.org.uk/index.aspx?articleid=797

- Aidan: http://www.talkeasy.org.uk/ and Twitter: @TalkEasyTrust

- Jodie: http://www.talkeasy.org.uk/connect-bullying.html; and Twitter: @ConnectBullying

- *Meeting Lydia by Linda MacDonald – a book about the implications of bullying manifesting in later life: http://www.troubador.co.uk/book_info.asp?bookid=1462

- Blooming Monday: http://www.blooming-monday.com/ and Twitter #BloomingMonday

- Croydon radio: http://www.croydonradio.com/schedule/show.php?HistoryID=210a66c9-32ba-57d2-8966-ca5d86e0fb0c

How to max your Comms... Press-style!

Firstly, Congratulations William and Catherine - and then onto the press who managed to eek out every inch of story linked to the pregnancy!

I don't often find much to learn from how the press handles itself, but here are a few pointers this time:

1. Find the story USP - let's face it, women give birth everyday... but this IS a ROYAL baby!
2. Start or hint at the story as early as possible... 
3. ...Then build on it and keep it alive and current.
4. Use various (all!) social media platforms - not just to put your story out there, but to check the response to it
5. Engage as many (relevant) people as possible, and...
6. ... Tell the story in real time, considerate of the players involved in the now - but throw in a bit (just a bit) of history, and predict a little (be careful here) of the future.
7. Know your audience and then tailor your pitch and language to them.
8. So there are always some down-sides, but focus on the positives, and...
9. ...Talk about the 'what's in it for me' - in this case, the positivity in the country and possible rise in tourism -> improved economy
10. Link positive stories to 'real' messages - for example, this story has lead to talk about babies born in poverty, general child welface and medical conditions.

Then, not that this is going to happen in this case - know when to move on. Zara over to you!

Footnote: Your communications will not please everyone but you should still communicate anyway.

Have I missed anything?!

Denise

Nelson Mandela - Lessons from bed!

This year three leaders have dominated headlines - two, Margaret Thatcher and Sir Alex Ferguson were, in my opinion, either too controversial or too painful to blog about (you guess which is which!) and both split opinion. The third, Nelson Mandela, largely unifies opinion and is (now) seen almost universally as a great role model.

It's been a long while since I've blogged but I couldn't resist this one as my social media timeline is today full of good wishes for Madiba, who I agree, is indeed an inspiration. There is so much to admire about the man over the years but I'm just going to focus on what I am learning from the great man now - even without him speaking to us - as he lies in his hospital bed... 

Lessons: 

it ain't over until its over, so don't write people off* 
it is possible to unify and inspire people just by being who you are
you will most likely be 'judged' by your achievements and the manner in which you achieved them, long term 
your innate spirit and sheer determination not to quit will carry you through... he survived jail, he is currently surviving illness
a 'negative' trait like stubbornness can work to the good in the right context 
actions, words and values have to be congruent whatever the circumstances
in the end, we will look back and appreciate there is a time for everything 

Just think, only a few short weeks ago the World was thinking about mourning him* and yet here we are celebrating his 95th birthday.

Happy birthday Mr Mandela, and thank you - not just for the old lessons but the ones you are still teaching us.

Please check out these wonderful images and quotes:  http://www.un.org/en/events/mandeladay/gallery/

Lighting the flame!

Danny Boyles programme notes for the opening ceremony of the Olympics have been circulating on the internet.... The last paragraph reads:

“But we hope, too, that through all the noise and excitement you’ll glimpse a single golden thread of purpose – the idea of Jerusalem – of the better world, the world of real freedom and true equality, a world that can be built through the prosperity of industry, through the caring notion that built the welfare state, through the joyous energy of popular culture, through the dream of universal communication. A belief that we can build Jerusalem. And that it will be for everyone.”

The amazing view from Karl Brocker's seat!

As talk begins to turn to the closing ceremony, as I continue to enjoy the London Olympics 2012, and as I anticipate the events of the Paralympics – my memories remain of a few Fridays gone as I watched the opening ceremony. Whilst some have debated the political element of the ceremony, I have chosen to reflect on what we can learn from it. Whatever your view about all, parts of, or who did what at the ceremony I think it should be recognised that this was a huge task, well done; and if you’ve ever organised so much as a kids party or a work Christmas lunch you’ll appreciate that you can’t please everybody so you just have to be true to your convictions and go for it!

Here are some of my reflections:

• The first lesson is that of a clear vision, but not just one about the end result – for me the above excerpt evidences a clarity and a passion for the journey.
• I think it is also fantastic that from the outset, this vision was inclusive.
• From this vision (of little value if not achievable) to the ceremony itself, it is clear that this vision was translated into a clear plan and that hours of preparation went into the final show.
• The choice of ‘players’ in the performance was also important. The use of volunteers including children and members of the health service through to high profile cast members such as Kenneth Branagh, JK Rowling and Rowan Atkinson was in keeping with the UK having a range of diverse talent, but with no one professional dominating the show over the non-professionals (which included HM The Queen)!
• And then there is Danny Boyle himself who demonstrated great leadership skills (along with others) – it was his vision, he clearly got a great team around him, and most impressively he shared of the glory, and recognised the role of the volunteers in his post event speech.

Personally, I think it was a great show – it was very British (authentic), gave a nod to history without staying there, celebrated talent and achievement, and was creative and forward thinking but not so much so that we abandoned fireworks!

And when comes time for the closing and Paralympic ceremonies, I hope the handing over of the baton is as innovative, smart and smooth as the approach to lighting the flame...which, to me, was genius.

All lit up... Another Karl Brocker view - Thanks for sharing!

Lessons from Lizzie!

Well done to Lizzie Armistead who yesterday won Team GB's first Olympic 2012 medal, earning silver in the women's road race. 

We often learn through things that don't go well, but we should also learn from, as well as celebrate, sporting success. Here's what I'll take from Lizzie - (aside from the obvious being good and working hard!):

• Scenario: Lizzie (and the women's team in general) were not the headliners - the men's team were.
• Lesson: Success does not always come where you expect it, so look at talent all around and don't be too concerned with being the 'favourite'

• Scenario: We were meant to get gold for the men's road race. This sadly didn't happen due, apparently, to the tactics of others and a lack of plan B.
• Lesson: Learn from what happens to others, and have a plan B 

• Scenario: Lizzie took the initiative to break away from the team
• Lesson: Timing is critical. Trust your instints

• Scenario: Lizzie was originally a track star, but chose to concentrate on the road rather than the track for this Olympics
• Lesson: Don't limit your options too much, too soon; but know when to streamline and focus

• Scenario: When the eventual winner, Marianne Vos, went for it... so did Lizzie
• Lesson: Stick to your own game, but don't let the competition out of your sight!

• Scenario: Lizzie played a key role in helping Nicole Cooke win gold at the 2008 Road World Championships as part of the team
• Lesson: Be a good team player, and your time to shine will come

• Scenario: Lizzie apparently took up cycling relatively late, only taking up the sport 8 years ago.
• Lesson: It's not when you start, it's where you finish!

Here's what business should take in addition to the above:

• Scenario: Lizzie was spotted through a talent identification scheme
• Lesson: Introduce one of these, spot and support talent, reap the rewards (obviously)!

http://www.bbc.co.uk/sport/olympics/2012/athletes/dd0770e0-c266-11e0-962b-0800200c9a66

Child's Play!

It is said (and sad) that we hit an age where we have to be all grown up and even the Bible says that there is a time when we should 'put away childish things'. But I've recently found myself at odds with this idea and verse as I have found myself getting childish things out, to turn them into a lesson for grown up's! 

I was asked to come up with a brief in-room activity to take a 'comfortable' team up a gear - with limited time, space and resources (well, it was a charity!). So I set about deciding on a couple of activities to be sandwiched in between presenting some theory and generated discussions. 

In a nutshell I had the team complete a jigsaw puzzle, designed for toddlers, somewhat limited by the blindfolds and rules representing real life challenges.  The aim was to encourage some self awareness and extract some key team lessons... And then I finished by telling the story of 'The three little pigs' (also useful for project management!) to illustrate a few more points.

And the use of kids stuff wasn't where the 'childishness' ended, as I have to confess I did giggle a little watching the team undertake the challenge (which they had been warned might occur*)!

*More real life representation.

The result = The team learnt a lot and laughed a little; I learnt a little and laughed a lot. I got great feedback, and they got a simple activity they can work with again to continue improving as a team. 

To try this in your workplace you will need:

A willing team, with a sense of humour and adventure!
A child's jigsaw puzzle
Some blindfolds
A stop watch
Me! (so you know all the rules and get all the learning!) 

To find out more about using kids stuff to get adults learning - or about my more sensible approaches to training - 

Call me on 07887 643807.