Encouraging Team Support

Are you part of a real team? Or do you sometimes feel isolated, unclear, and disconnected, even though you're surrounded by colleagues? Early in my career, I naively believed that assembling a group of high performers automatically equated to a high-performing team. But reality proved otherwise. Instead of synergy, I witnessed friction. The team wasn’t meshing; it was like gears grinding without proper lubrication. Each high performer, while brilliant on their own, seemed to have their own agenda, often pulling in different directions. The energy and time spent on internal friction was enormous, and the anticipated results? Well, they remained just that – anticipated. It was a stark realization that a team's effectiveness isn't just about individual brilliance—it's about harmony, alignment, and collaboration. With our workplace becoming increasingly diverse, dispersed, digital, and dynamic this is no easy feat. So, in my quest to understand the nuances of high performing teams, I reached out to my friend Daria Rudnik. Daria is a Team Architect - specializing in engineering remote teams for sustainable growth. She shared 5 key insights that can make all the difference: 1. Define a Shared Goal ↳Why? A team truly forms when united by a shared goal that can only be achieved together, not just by adding up individual efforts, ↳How? Involve the team in setting a clear, measurable goal at the project's start. Regularly revisit and communicate this goal to keep everyone aligned and motivated. 2. Cultivate Personal Connections ↳Why? Personal connections hold a team together, boosting trust, support, and understanding for a more productive environment. ↳How? Begin meetings with a social check-in. Let team members share updates or feelings, enhancing connection and understanding. 3. Clear Communication ↳Why? It’s the backbone of a successful team, preventing misunderstandings and building trust. ↳How? Hold regular team meetings and check-ins. Ensure a safe environment for expressing thoughts and concerns. 4. Defined Roles and Responsibilities ↳Why? Clear roles prevent overlap and ensure task coverage, giving a sense of ownership and accountability. ↳How? Outline everyone’s roles at the project's start, ensuring understanding of individual contributions to overall goals. 5. Provide Regular Feedback and Recognition ↳Why? Feedback clarifies strengths and areas for improvement. Recognition boosts morale and motivation. ↳How? Hold regular, constructive feedback sessions. Publicly recognize and reward achievements. Remember, 'team' isn't just a noun—it's a verb. It requires ongoing effort and commitment to work at it, refine it, and nurture it. 👉 Want to supercharge your team's performance? Comment “TEAM” below to grab your FREE e-book and learn how to 𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦'𝐬 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 in just 90 days, courtesy of Daria.

Let’s stop romanticizing input. Start professionalizing decisions. Because a team that hears everyone but can’t converge isn’t inclusive but indecisive. I see it all the time: 1. Teams bring bold, diverse perspectives to the table. 2. They brainstorm, debate, expand thinking. 3. But when it's time to choose - silence, hesitation, power grabs, or rushed consensus. The biggest problem I see in companies is that they treat decision-making as a moment, not a discipline. That’s where I focus in my work with leadership teams: Not just on hearing more voices, but on building the muscle of inclusive decision-making as a repeatable process that turns diversity into direction. Here’s how we do it: 1️⃣ Make decision rights explicit.  Who decides? Who contributes? Who needs to know? 2️⃣ Separate idea generation from commitment. Diverge first. Converge second. 3️⃣ Create a decision rhythm. Clear steps, check-ins, and closure points. 4️⃣ Build psychological safety to challenge, not just speak. No point in diverse ideas if no one can question the status quo. Because diverse ideas only create value when a team knows how to decide together. P.S.: Does your team know how to end a conversation with a decision and not just more ideas? —————————— 👋 Hi, I’m Susanna. I help organizations build high-performing, inclusive cultures by turning psychological safety and diversity into business strategy. Let’s work on how your teams & leaders think, feel, and decide - together.

I've helped teams build stronger communication cultures. (sharing my proven framework today) Building open communication isn't complex. But it requires dedication. Daily actions. Consistent follow-through. Here's my exact process for fostering feedback culture: 1. Start with weekly 30-min team check-ins → No agenda, just open dialogue → Everyone speaks, no exceptions → Celebrate small wins first 2. Implement "feedback Fridays" → 15-min 1:1 sessions → Both positive and constructive feedback → Action items for next week 3. Create anonymous feedback channels → Digital suggestion box → Monthly pulse surveys → Clear response timeline 4. Lead by example (non-negotiable) → Share your own mistakes → Ask for feedback publicly → Show how you implement changes 5. Set clear expectations → Document feedback guidelines → Train on giving/receiving feedback → Regular reminders and updates 6. Follow up consistently → Track feedback implementation → Share progress updates → Celebrate improvements 7. Make it safe (absolutely crucial) → Zero tolerance for retaliation → Protect confidentiality → Reward honest feedback Remember: Culture change takes time. Start small. Build trust. Stay consistent. I've seen teams transform in weeks using these steps. But you must commit fully. Hope this helps you build stronger team communication. (Share if you found value) P.S. Which step resonates most with you? Drop a number below. #team #communication #workplace #employees

I recently came across Kim Scott's Radical Candor Framework which outlines a practical seven-step approach to foster collaboration and achieve results within a team. This framework emphasises open communication, constructive debate, and continuous learning. Here's a breakdown of these steps: 1. Listen to Your Team's Ideas: Begin by actively listening to your team's input regarding the goals your team should pursue. This step encourages inclusivity and ensures that everyone's perspective is considered. 2. Clarify and Augment Ideas: Help your team clarify their ideas and ensure you understand them thoroughly. This step sets the stage for effective collaboration by aligning everyone's understanding and refining the concepts presented. 3. Use Debate for Improvement: Embrace healthy debate as a means to refine ideas further. Encourage team members to challenge and enhance each other's proposals, ultimately aiming for the best possible solutions. 4. Appoint Decision-Makers: Entrust the person with the most relevant information and proximity to the facts to make the final decision. This approach ensures that decisions are informed and well-grounded. 5. Persuade the Team: Take the time to persuade the rest of the team that the decision made is the right one. Effective communication and buy-in from the team are crucial for successful implementation. 6. Grant Autonomy: Allow your team the time and space they need to execute the decision with a sense of autonomy and purpose. This empowers team members and encourages ownership of the task at hand. 7. Learn and Iterate: After execution, analyse the new context and variables to determine whether the decision was correct and if you focused on the right priorities. Use these insights to inform future decisions and actions. How do you see these steps being applied in your team or workplace, and what challenges do you anticipate in implementing this approach to achieve results? #leadership #culture #growth #team #work #success

I was working with a young professional recently who had been promoted to a new role. He'd also been personally invited by a senior leader to attend a regular leadership meeting, specifically for the value he could add to the conversation. Even with this personal invitation, the young professional did not feel he could speak up once he was actually in the room. He feared a negative reaction from the other senior leaders in the room. I am passionate about building cultures of belonging. This instance is another reminder that mere inclusion does not equate to belonging. Without a sense of belonging, we won't get to full engagement. And we know that engagement drives results - the precursor to impact. This hit me like a ton of bricks. Here we are, patting ourselves on the back for "inviting fresh perspectives to the table," and yet, when it really counts, people still feel like they're walking on eggshells. It's like throwing a party and then wondering why everyone, even those who love to dance, is huddled in the corner afraid to step onto the floor. Let's be honest: creating a place where people feel safe to be themselves is messy business. It's not about grand gestures or fancy policies. It's about the everyday stuff – how we react when someone shares a half-baked idea, how we handle our own slip-ups, how we encourage the quiet ones to pipe up. I've learned that building this kind of environment is a daily practice. It requires intentionality, vulnerability, curiosity, and empathy. But let's not kid ourselves – this work is tough. It means constantly checking our own beliefs and being okay with feeling uncomfortable. I've had moments where I've had to bite my tongue, take a deep breath, and really listen to ideas that make me squirm. It's not always a walk in the park, but it’s worth it. The payoff? Teams that aren't just crushing it at work, but actually enjoy being around each other. Ideas that come out of left field and change the game. And a workplace where people bring their whole selves – unique hobbies, silly jokes, and all. I’d like to know – what's your take on all this? Have you found ways to make people feel like they truly belong, not just that they're invited to the party? #PsychologicalSafety #Belonging #LeadershipLessons #ImpactLab P.S. Remember, every time we make it a little easier for someone to speak up, we're not just building better teams – we're changing lives. And isn't that what leadership is truly about?

If someone is surprised by the feedback they receive, this is a management failure. After witnessing multiple instances of this failure at Amazon, we realized our feedback mechanism was deeply flawed. So, we fixed it. In order for the organization to perform at its highest, employees need to know not only what is expected of them, but also how those expectations will be measured. Too often, managers assume that capable people will simply “figure things out,” but this is difficult and destined to fail without explicit expectations and continuous feedback. I remember the experience of an employee we can call “Melinda.” She had been a strong performer for two years before she transitioned into a new role on another team. She attacked the new opportunity with enthusiasm, working long hours and believing she was on the right track. Then, her manager expressed concerns about her performance and the criticism came as a shock. The feedback was vague, and there had been no regular check-ins or early signs to help her course-correct. This caused her motivation to suffer and her performance declined significantly. Eventually, she left the company. Afterward, we conducted a full review and we discovered that Melinda’s manager had never clearly articulated the expectations of the new role. Worse, her previous achievements had been disregarded in her evaluation. The system had failed her. This incident was not isolated. It illustrated a pattern. It revealed broader gaps in how we managed performance transitions and feedback loops. So, in response, we developed and deployed new mechanisms to ensure clarity from day one. We began requiring managers to explicitly define role expectations and conduct structured check-ins during an employee’s first 90 days in a new position. We also reinforced the cultural norm that feedback must be timely, specific, and actionable. These changes were rooted in a core principle of leadership: you have to make others successful too. Good management does not involve catching people off guard or putting them in “sink or swim” situations. When employees fail because expectations were unclear, that failure belongs to the manager. The best thing to do when you see those failures is to treat them as systems to improve. That’s how you build a culture of high performance.

Your brain can't process praise and criticism simultaneously. That's why traditional feedback methods are harmful. But there's ONE discovery that creates growth, not resistance: Direct. Then Connect. Neuroscience shows our brains process praise and criticism through completely different neural pathways. That's why the "feedback sandwich" fails so spectacularly. When we buffer criticism with praise... The brain cannot process these mixed signals effectively. People see through it anyway. Studies show 74% of professionals detect sandwich feedback within seconds. Having directly managed 300+ people and coached over 100 founders on leadership and culture, I’ve seen the real impact of feedback. Here’s what works... Two simple steps: 1. DIRECT: First, get permission and deliver unfiltered feedback. "May I share some observations about your presentation?" Then state exactly what needs improvement. This activates voluntary participation, and increases receptivity greatly. 2. CONNECT: Then, separately reaffirm their value "Your contributions remain vital to our success." The key? Complete separation between these steps. Direct feedback gives a clean signal about what needs to change. Connection maintains psychological safety. They know their status isn't threatened. Getting permission isn’t a minor detail - it’s crucial. It fosters respect and trust before you give tough feedback. Setting the stage for it to land well. The neuroscience behind this is clear: A Gallup study shows regular feedback mechanisms result in 14.9% increase in employee engagement and a 21% increase in profitability. Companies implementing this see remarkable results: • Cisco saw 54% faster resolution of team conflicts • Adobe reported 30% reduction in employee turnover • Pixar found 22% higher willingness to challenge assumptions • Microsoft under Nadella accelerated deployment cycles by 31% The traditional sandwich approach can feel safer, but it creates distrust. Direct Then Connect can feel scarier, but it builds psychological safety. Humans are wired to prioritize belonging above almost everything. When feedback threatens our status, our brains go into protection mode. When feedback becomes clear and non-threatening, learning accelerates. Implementing this approach requires courage. You have to trust your relationship is strong enough to handle direct feedback. But that's the paradox: By being more direct, you actually build stronger relationships. Try it with your team this week. You might feel uncomfortable at first, but watch what happens to your culture. When feedback becomes clear and non-threatening, learning accelerates. And companies that learn faster win. - If you liked this post? Follow us for more insights on conscious leadership and building companies from the inside out. Proud to coach with Inside-Out Leadership: executive coaching by trained coaches who have founded, funded, scaled, & sold their own companies.

Harsh truth: Most managers give feedback at exactly the wrong time. And it's costing you engagement, retention, and results. Here's what research shows: • Morning feedback is 25% more effective • Midweek feedback gets 40% better implementation • Regular feedback boosts engagement by 31% When I implement feedback systems in organizations, we use process confirmation: ↳ One process review monthly ↳ Clear documentation of correct execution ↳ Systematic improvement tracking The science-backed framework: ↳ Schedule feedback before lunch (peak brain receptivity) ↳ Target Tuesday-Thursday (avoid Monday blues) ↳ Keep specific issues to 5-10 minutes ↳ Document improvements systematically ↳ Follow up within 7 days This prevents the classic "waiting for annual review" problem. Instead, managers confirm processes regularly, catch issues early, and build trust through consistency. Start tomorrow: 1. Block 30 minutes before lunch for your next feedback session 2. Create a simple tracking template 3. Schedule one process review with each team member What's your biggest challenge with giving feedback? Reply below ⬇️ ___ 👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover. ♻️ Repost to support your network. 🔔 Follow me for leadership, burnout, and retention strategies

Have you ever been in a meeting where you thought you were making a decision, only to discover later that you were just "providing input"? Or worse—you thought you were sharing ideas, but suddenly your suggestions became policy? This confusion isn't just frustrating—it erodes trust and wastes time. In my work with teams, I've found that using a "Levels of Empowerment" framework transforms how decisions flow: 𝗟𝗲𝘃𝗲𝗹 𝟭: Leader decides and tells team  𝗟𝗲𝘃𝗲𝗹 𝟮: Leader gains input before deciding  𝗟𝗲𝘃𝗲𝗹 𝟯: Team decides and recommends (needs approval)  𝗟𝗲𝘃𝗲𝗹 𝟰: Team decides and acts (full authority) The framework's power isn't in which level you choose—it's in the clarity it provides. When everyone knows exactly where their authority begins and ends, engagement increases and resentment vanishes. Before any discussion, simply state: "For this decision, we're at Level 2—I want your thoughtful input, which will significantly influence my final decision." This simple practice prevents the all-too-common scenario where team members leave a meeting with wildly different understandings of what just happened. What's your best tip for clarifying who has decision authority in a team? Share your wisdom. P.S. If you’re a leader, I recommend checking out my free upcoming challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n #DecisionMaking #TeamLeadership #ClearCommunication #LeadershipSkills #OrganizationalEffectiveness

96% of employees value regular feedback. Yet only 30% receive it consistently. In leading teams and coaching managers, I see this trip leaders up all the time. Most feedback fails. Because: • It comes too late • It’s too vague • It feels like an attack If you want better team feedback, make it a system, not an event. Here’s how: 1. Use the SBI Framework – Situation → Behavior → Impact keeps feedback clear and grounded. 2. The 48-Hour Rule – Timely feedback feels more caring and lands better. 3. Power Questions for Your 1:1s – Ask things like “What could I have done better today?” to build trust. 4. Make Feedback Normal – Build it into team rituals like retros and pulse checks. 5. Lead by Example – Share your own feedback and growth moments first. 6. Avoid These Feedback Traps – Don’t be vague, only negative, or skip follow-up. Consistent feedback builds trust. And trust builds high-performing teams. 💾 Save this guide for your next 1:1. ♻️ Reshare to help others give better feedback. ➕ Follow me, Melody Olson, for Leadership & Career Insights.