When you're managing a project, once a project is over - there are no tasks left to complete, the work is signed off, the client is happy - it’s tempting to get busy and just start in on the next project.
Whilst we all respond differently to remote working, in an always-on post-pandemic world it's been even harder to maintain a work-life balance or find time to relax whilst staying on top of what's going on at work and in the world.
As lockdown has gone on, we’ve heard leaders and managers telling us their team is communicating better than ever because they’re, “making much more of a conscious and deliberate effort to talk to each other.
How do you discover and explore entrenched patterns inside your organisation? Negative patterns such as gender inequality, destructive conflict, bullying, communication breakdown, and lack of engagement; and positive patterns such as co-operation, collective decision making, empathy, and self-management.
Recently we’ve been noticing that the vast majority of the leadership and culture change work that we do is actually about making it safer for people to talk about the things they find really difficult to talk about.
Just imagine, going to work, and actually enjoying your work, your colleagues, and it actually adding to your life, rather than being something you had to do in order to provide the means to try and be happy elsewhere.