During This Season of Pandemic, Economic and Racial Crisis.
We are in an unprecedented, sustained period of uncertainty. In the U.S., the mysterious novel COVID 19 is once again surging with no vaccination on the close horizon. Our country is experiencing historic joblessness, and centuries of systemic oppression and racism has been laid bare.
Millions of people are afraid, de-stabilized and traumatized. Still, they need to:
Team trust is one of the most important factors in team performance and one of the most elusive values to purposely create and quantify for many teams.
When teams are new, they are as wide-eyed and enthusiastic as a young lion cub. But when they get older, watch out. . . they can bite. All too often, organizations birth a team to take on a particular project or to reorganize work generally without realizing that teams need constant care and feeding.
The power of communication—from the right people and through the right methods—can influence results in profound ways. The outcomes of the COVID-19 virus on the Chinatown neighborhood of San Francisco provides a powerful case study.
The verdict is in, and it’s not good. Many organizational change initiatives fail to produce the desired results, leaving in their wake emptier coffers and a host of skeptical employees.
As we continue to learn and evolve in unprecedented times, the sense that we are living in the term “VUCA world” has never seemed more true. The term was coined in the late 80’s, and stands for volatility, uncertainty, complexity, and ambiguity—certainly an accurate description of the last few months.
A growing body of research suggests an integration of strengths-based and critical feedback creates the best possibility for understanding and development.
