Building Strong Team Relationships

Atlassian has been fully distributed for almost five years. We don’t have all the answers, but we’ve learned a lot about how to keep teams thriving across time zones—and we’re applying those insights every day.  ➡️ Asynchronous work: Async tools are at the core of how we operate. Confluence is our virtual hub where we share stories, celebrate new hires, and collaborate effortlessly. We also use Loom to share videos and give feedback on our own time—avoiding those dreaded “this could have been an email” moments. In fact, we’ve saved nearly half a million meetings using Loom! ➡️ Designing workdays: We’ve learned to structure workdays for focus, collaboration, and meetings (only when absolutely necessary). Teams work across no more than two time zones, ensuring at least four hours of overlap to get things done together. ➡️ Intentional connection: Data shows that real connection happens when teams meet regularly—not sporadically in an office. We provide Intentional Togetherness Gatherings (ITGs), curated experiences, and focused in-person time to collaborate. ➡️ Adapting for different needs: It’s not one-size-fits-all. For example, new hires and grads often benefit from more frequent in-person meetups, so we make sure to offer opportunities for them to connect early on. https://lnkd.in/g2sSbe3v

75% of cross-functional teams are dysfunctional. That’s not just a statistic, it’s a warning sign. Misalignment, unclear roles, delayed decisions, and missed deadlines are not signs of poor talent. They’re signs of poor clarity. And no amount of hard work can compensate for a lack of it. In high-performing teams, clarity isn’t a luxury, it’s a system. Two proven frameworks I’ve seen transform team effectiveness are: 1. DACI: A Decision-Making Framework DACI creates structure around who decides what, a common source of friction in cross-functional settings. Here’s how the roles break down: 1) Driver – Leads the decision-making process. 2) Approver – The final decision-maker. 3) Contributors – Provide insights and recommendations. 4) Informed – Kept in the loop on the outcome. When to use DACI: - Strategic decisions with multiple stakeholders - Product development or vendor evaluations - Situations where decisions are delayed or disputed 2. RACI: A Responsibility Assignment Framework RACI brings clarity to who is responsible for what, especially during execution. 1) Responsible – Does the work. 2) Accountable – Owns the result. Only one per task. 3) Consulted – Offers advice or feedback. 4) Informed – Needs updates, not involvement. When to use RACI: - Project rollouts - Process handoffs - Cross-functional initiatives with shared ownership Key Difference: - DACI is for decisions. - RACI is for execution. Together, they reduce friction, eliminate ambiguity, and ensure the right people are involved at the right time. What’s Changing in 2025? 1) Teams are blending DACI + RACI in agile environments, one for planning, the other for execution. 2) Tools like Asana and ClickUp are embedding these frameworks into workflows. 3) AI is helping auto-suggest roles based on project patterns. 4) Clarity is being embedded into culture, not just project charters. If your team is stuck, slow, or stressed… chances are, clarity is missing, not commitment. So here’s a question worth reflecting on: - Is your team clear on who decides, who delivers, and who is just being kept in the loop? Because without that clarity, dysfunction is inevitable, no matter how talented your people are. #Leadership #DecisionMaking #Collaboration #TeamPerformance #DACI #RACI #CrossFunctionalTeams #Execution #Leadership #3prm #tprm #thirdpartyrisk #businessrisk

Being asked to join doesn’t mean you’re included. Here’s the difference ⬇️ Diversity and inclusion are not the same thing. You can have a team full of different backgrounds, experiences, and perspectives... But if people don’t feel heard, valued, and involved, you won’t tap into the very strengths you brought them in for. Inclusion isn’t just about being in the room. It’s about feeling safe enough to speak, contribute, and be yourself. Here’s how it often plays out: Exclusion – People are overlooked or invisible Separation – Groups exist but stay siloed Integration – Everyone’s present, but still playing it safe Inclusion – Every voice is valued, every person belongs And when inclusion is present? ↳ Every voice is acknowledged, not just the loudest ↳ People contribute without fear of judgement ↳ Teams share ideas openly and challenge each other with respect ↳ Innovation, trust, and performance all rise together Inclusion isn’t just a nice-to-have. It’s a business driver, a culture builder, and a retention tool. Without it, diversity is just a box ticked on a spreadsheet. 🧠 Quick reminder: Diversity brings people in, Inclusion is what makes them want to stay. Which of these do you experience most? Drop your thoughts below ⬇️ ------------ ♻️ Share this to encourage more inclusive teams. And follow Sean McPheat for more.

Appreciative Inquiry: A Transformative Journey – For Me and the Organization I recently had the privilege of facilitating Parivartan 1.0, an Organizational Development intervention at ACG Capsules’ Pithampur plant, using the Appreciative Inquiry (AI) methodology. What is Appreciative Inquiry? Developed by David Cooperrider and Suresh Srivastva, AI shifts the focus from “what’s wrong” to “what’s strong.” It emphasizes exploring strengths, amplifying success stories, and co-creating a shared vision for the future. My Experience with AI This was my first hands-on experience facilitating AI, and it turned into a journey of personal and professional transformation. As a facilitator, I learned to listen deeply, not just to words, but to aspirations and unspoken thoughts. As a leader, I realized the power of asking the right questions to unlock ownership and accountability. As a human, I was reminded of how stories and shared dreams can build trust and connection. Key Highlights from Parivartan 1.0 The intervention began with a Playback Session where we revisited diagnostic findings, aligned on priorities, and set the stage for collaborative action. Storytelling Exercises allowed participants to share real-life success stories and identify key strengths. During the Dream Stage, participants envisioned an aspirational future for their teams and workplace. The commitment-building exercises ensured clarity on next steps and collective ownership for action plans. Beyond frameworks and processes, AI brought me closer to the associates. Their stories, their vulnerability, and their passion for building a better workplace made this experience deeply fulfilling. What I Learned 1. Every voice matters, and being heard fosters genuine connection. 2. Strengths are powerful levers for sustainable change. 3. Facilitation is as much about learning as it is about guiding. Special Shout-Outs Sarosh Bode: For consistently advocating for AI and encouraging me to refine the design for maximum impact. Neha Gupta: For an impactful prep session that equipped me with clarity and confidence to embrace AI effectively. Your support was instrumental in making Parivartan 1.0 a success. This intervention isn’t just a project—it’s a movement towards building a culture of trust, collaboration, and shared ownership. For anyone considering AI, here’s my takeaway: Start with strengths, ask bold questions, and trust the process. Real transformation begins with meaningful conversations. I will talk about AI more in the next issue of Danoramic Digest. Stay tuned. #AppreciativeInquiry #OrganizationalDevelopment #Leadership #CultureTransformation #Parivartan1_0 #EmployeeEngagement #ACGCapsules #HR #FacilitatorReflections #Gratitude

𝗪𝗵𝗮𝘁 𝗪𝗲 𝗔𝘀𝗸 𝗦𝗵𝗮𝗽𝗲𝘀 𝗪𝗵𝗮𝘁 𝗪𝗲 𝗙𝗶𝗻𝗱... And here's a real story from British Airways In 1999, in the early stages of their organizational change journey, British Airways' U.S. team brought up a recurring pain point: 𝗱𝗲𝗹𝗮𝘆𝗲𝗱 𝗯𝗮𝗴𝗴𝗮𝗴𝗲. Imagine: 😪 The wedding dress that didn’t make it to the wedding on time 😢 Camping gear that didn’t get to the Grand Canyon until the week’s vacation was over It was the elephant in the room — frustrating, expensive, and deeply demoralizing. Cue slumped shoulders, frustrated rants from the employees. When the team was asked what they wanted more of, their reflex answer was: "𝘉𝘦𝘵𝘵𝘦𝘳 𝘴𝘦𝘳𝘷𝘪𝘤𝘦 𝘳𝘦𝘤𝘰𝘷𝘦𝘳𝘺." But that still kept the focus on the problem. Then came the breakthrough question: "𝘞𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘸𝘢𝘯𝘵 𝘮𝘰𝘳𝘦 𝘰𝘧?" After deeper reflection, a more energising and future-focused topic emerged: “𝗘𝘅𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝗮𝗹 𝗔𝗿𝗿𝗶𝘃𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀.” This subtle but powerful shift changed everything. By focusing on what they 𝘸𝘢𝘯𝘵𝘦𝘥 𝘵𝘰 𝘤𝘳𝘦𝘢𝘵𝘦, rather than what they 𝘸𝘢𝘯𝘵𝘦𝘥 𝘵𝘰 𝘧𝘪𝘹, British Airways U.S. team unlocked new energy, ideas, and ownership across the organization. The conversation moved from damage control to delivering delight. This true story illustrates a powerful lesson from Appreciative Inquiry: 𝗛𝘂𝗺𝗮𝗻 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝗴𝗿𝗼𝘄 𝗶𝗻 𝘁𝗵𝗲 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝗱𝗲𝗲𝗽𝗲𝘀𝘁 𝗮𝗻𝗱 𝗺𝗼𝘀𝘁 𝗳𝗿𝗲𝗾𝘂𝗲𝗻𝘁 𝗶𝗻𝗾𝘂𝗶𝗿𝗶𝗲𝘀. So if we want better outcomes, we must start by asking better questions. As a practitioner of Appreciative Inquiry, I've worked with many clients - organisations, teams and individuals. Whenever I ask them "𝘸𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵?", I often hear about their challenges and pain points. "I don't want conflicts in the team" "I hate working in a toxic work team" "I don't want a micro-managing boss" While diving deeper into these topics are helpful for me in understanding what problems I'm hired to solve, it doesn't get to the root of the issue. Most of the time, it's just transferring problems from one form to another. At worst, it just kicks the can down the road and delay the issue. 𝗞𝗻𝗼𝘄𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝘄𝗮𝗻𝘁, 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝗶𝗹𝘆 𝗺𝗼𝘃𝗲 𝘆𝗼𝘂 𝗰𝗹𝗼𝘀𝗲𝗿 𝘁𝗼 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘁𝗿𝘂𝗹𝘆 𝘄𝗮𝗻𝘁. Instead, when we get to the core of what we truly want, and want MORE OF, is how we uncover: • A compelling vision that inspires • Hidden motivation and momentum    💬 How might your team’s energy shift if you reframed your next big challenge as a vision to move toward? #WholeHeartedInfluence #WholeHeartedWorkplaces #WholeHearted

𝟓 𝘀𝗶𝗺𝗽𝗹𝗲 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝗮 𝗵𝗮𝗽𝗽𝗶𝗲𝗿, 𝗺𝗼𝗿𝗲 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝘁𝗲𝗮𝗺 - 𝘁𝗿𝘆 𝘁𝗵𝗶𝘀 𝘀𝗶𝗺𝗽𝗹𝗲, 𝗵𝗶𝗴𝗵-𝗶𝗺𝗽𝗮𝗰𝘁 𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝘆 (𝘄𝗲 𝗹𝗼𝘃𝗲𝗱 𝗶𝘁𝗅)  Team events, but online - HOW TO make them special with 'Love Letters'! 💌 We are a hybrid team at femtasy / Pink Internet GmbH, and we only come together in person once per quarter with the full squad for our big 'team days' (including plenty of team-building time). I’m a big believer though that it’s important to create little moments of connection in between. 𝗛𝗲𝗿𝗲'𝘀 𝗮 𝗿𝗲𝗰𝗲𝗻𝘁 𝗺𝗶𝗻𝗶-𝘁𝗲𝗮𝗺 𝗯𝗼𝗻𝗱𝗶𝗻𝗴 𝗲𝘅𝗲𝗿𝗰𝗶𝘀𝗲 𝘄𝗲 𝗹𝗼𝘃𝗲𝗱—𝘄𝗶𝘁𝗵 𝗺𝗶𝗻𝗶𝗺𝗮𝗹 𝗲𝗳𝗳𝗼𝗿𝘁 𝗯𝘂𝘁 𝗠𝗔𝗝𝗢𝗥 𝗶𝗺𝗽𝗮𝗰𝘁, 𝗲𝘅𝗽𝗹𝗮𝗶𝗻𝗲𝗱 𝗶𝗻 𝟓 𝗲𝗮𝘀𝘆 𝘀𝘁𝗲𝗽𝘀: 1️⃣ Take a regular company/team-wide meeting (eg the all-hands) & add 15 minutes. 2️⃣ Set up a shared workspace (like a FigJam board) with little Love Letter icons & each team member's name. 3️⃣ During the meeting, invite everyone to write a short note (a 'love letter') to their colleagues, focusing on what they admire or appreciate about them. 4️⃣ Ask volunteers to read out some of their notes by the end of the meeting, and let everyone read the rest afterwards. 5️⃣ Observe how the magic unfolds. 🙂 Our team couldn’t stop writing and reading notes to each other! The result? A more connected team that knows their work—and their relationships with each other—truly matter. ❤️ Truth be told, it moved me a lot to read the notes team members wrote to me. But even more than that, it was incredible to hear the genuine words of appreciation colleagues shared with each other. It made me SO proud of the trust, kindness, and support we’ve built as a team. If you’re looking for a meaningful team bonding exercise, try this—I promise you’ll love it! What’s your favorite way to keep your team connected? Always curious to try new things! #companyculture #leadership #femalefounders #team #peopleandculture

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

After working at Virgin for more than 16 years, I've seen firsthand how embedding Diversity, Equity, and Inclusion (DEI) is a catalyst for innovation and success. Research consistently shows that companies who value DEI perform better. Indeed, organisations with diverse hiring practices see a 35% higher likelihood of financial returns above their industry’s average. A LinkedIn study also found that companies with a DEI team were 22% more likely to be seen as ‘an industry-leading company with high-caliber talent’. Embracing DEI isn't just about representation; it's about creating environments where every person feels valued, understood, and empowered to contribute. This leads to richer ideas, stronger teams, diversity of thought, and better business outcomes. Now, more than ever, we must champion DEI – not only because it's the right thing to do, but also because it's the smart thing to do. #diversity #inclusion #DEI #innovation

Navigating Organizational Restructuring with Confidence 🛠️ My client Michael, a sales director at a manufacturing company, was recently tasked with managing a major organizational restructuring. His team was anxious about the upcoming changes and worried about job security. Michael knew he had to guide them through this transition carefully to maintain morale and performance, and sought coaching for his solutions. How did he start? Michael started by identifying the concerns 🧭 In our sessions, Michael highlighted his team’s key concerns: fear of job loss, uncertainty about new roles, and stress over potential workload changes. Through our sessions Michael developed a strategy to address these worries head-on and make the transition as seamless as possible. He took the following steps: 💬Transparent Communication - Michael understood the importance of being honest and clear. He regularly updated his team on the restructuring process, explaining the reasons behind it and how it would ultimately benefit everyone. Michael encouraged team members to ask questions and shared his own experiences of adapting to change, making the team feel more at ease. 📝 Defining New Roles and Responsibilities - Michael worked with HR to clearly define new roles and responsibilities, so his team understood how they would fit into the restructured organization. Each team member received personalized role descriptions, ensuring they felt valued and confident about their future. ❤ Offering Emotional Support - Recognizing the emotional impact of restructuring, Michael emphasized mental wellness and encouraged his team to voice concerns. He organized one-on-one sessions to listen to each member’s worries, providing reassurance and helping them envision a positive future. What was the result? 🌈 By the end of the restructuring, Michael’s team felt secure and optimistic about their new roles. Productivity increased, and employee satisfaction scores improved significantly, showing the power of clear communication and emotional support in navigating change. How have you handles restructuring in your organization? Please share in comments. Transitioning through a restructuring doesn’t have to be disruptive. Reach out to discover strategies that keep teams engaged, secure, and motivated during times of change. ⭕ https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #productivity #workplace #OrganizationalChange #Restructuring #ChangeManagement #CorporateTraining #ReachOutForGrowth

If you're setting goals to create a more inclusive workplace in 2025, my experience may save you time, money, and unmet expectations. ✅ Quick Wins (low effort, high impact) Start with team psychological safety. Inclusion is felt most in everyday team interactions—meetings, feedback, problem-solving. 👇 Use tools like: 1. The Fearless Organization Scan to uncover blind spots and team dynamics. 2. Debrief session with an accredited facilitator to discuss results openly and set clear, actionable improvements. 3. Action plan with small shifts in behavior, like leaders modeling vulnerability, asking for input first, or establishing "speak-up norms" in meetings. These micro-actions quickly build team inclusion and unlock collaboration. 🏗️ Big Projects (high effort, high impact): To create sustainable change, invest in structural inclusion. 👇 Focus on: 1. Inclusive hiring & promotion practices: build diverse candidate pipelines and train interviewers on bias mitigation. 2. Inclusive decision-making: ensure diverse perspectives are integrated into key business decisions. 3. Inclusive leadership: train leaders to actively foster diverse perspectives, intellectual humility, and trust in their teams. Empower leaders to align inclusion with business goals and make it part of their day-to-day behavior. 🎉 Fill-ins (low effort, low impact): Awareness events (like diversity month) are great for building visibility but should educate, not just celebrate. 👇 For example: 1. Pair cultural events with workshops on how diverse values shape workplace communication. 2. Use storytelling to highlight how diverse perspectives lead to tangible business wins. 🚩 Thankless Tasks (high effort, low impact): Avoid resource-heavy initiatives with little ROI. 👇 Examples: 1. Overcomplicated dashboards: focus on 2–3 actionable metrics rather than endless reports that don’t lead to change. 2. Unstructured ERGs: without clear goals and leadership support, these often become frustrating rather than empowering. 3. One-off training programs: A two-day training on unconscious bias without follow-up or practical tools is a missed opportunity. 💡 Key Takeaways 1. Inclusion thrives where it’s felt daily—in teams and decisions. 2. Start with quick wins to build momentum and tackle big projects for systemic change. 3. Avoid symbolic efforts that consume resources without measurable outcomes. 🚀 Let’s turn inclusion into a tangible, strategic advantage that empowers your teams to thrive in 2025 and beyond. _____________________________________________ If you're new here, I’m Susanna—an accredited team psychological safety practitioner with over a decade of experience in DEI and inclusive leadership. I partner with forward-thinking companies to create inclusive, high-performing workplaces where teams thrive. 📩 DM me or visit www if you want to prioritize what truly works for your organization.