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BUILDING AND SCALING
EMPOWERED AND ENGAGED TEAMS
MICHELLE CABANELA - SENIOR EXECUTIVE DESIGNER, THINKPLACE
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How can I support you?
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Individual
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Team
Individual
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Individual
Team
Organisation
Individual
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Individual
Team
Organisation
Government
Individual
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Foster psychological safety.
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Keep it real.
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Keep it real.
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HAVE FUN!
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“…it’s more than just what you’re doing
at work, it’s who you’re doing it with
that contributes to engagement and
wellbeing.”
“…to some, work is simply a job, but to
many more it’s a lifeline to social
interaction, purpose and a place of
belonging.”
Source: https://www.businessfranchiseaustralia.com.au/expert-advice/pillars-workplace-wellbeing/
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Source: Simon Sinek – Start with WHY
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Take care of yourself.
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FORM > STORM > NORM > PERFORM > ADJOURN
Source: Bruce Tuckman’s Stages of Group Development
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FORM>
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FORM > STORM >
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FORM > STORM > NORM >
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FORM > STORM > NORM > PERFORM >
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FORM > STORM > NORM > PERFORM > ADJOURN
Source: Bruce Tuckman’s Stages of Group Development
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Don’t rush.
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START
STOP
MORE
LESS
What should we START doing?
What should we STOP doing?
What should we do MORE of?
What should we do LESS of?
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Understand the system for sustainable growth.
Team
Organisation
Individual
Individual
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Make tiny changes.
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Measure the impact.
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Be intentional.
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Lead like a coach.
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Prioritise finding opportunities for your people to grow.
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The University of New South Wales surveyed 5,600 people across 77 organisations, and found:
“the single greatest influence on profitability and
productivity within an organisation is the ability of leaders
to spend more time and effort developing and recognising
their people; welcoming feedback, including criticism; and
fostering co-operation among staff.”
Source: https://hbr.org/2016/01/help-your-team-manage-stress-anxiety-and-burnout
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Develop a culture of recognition.
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Know your team well enough to know how to challenge them.
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“Empowered employees are more likely to be powerful,
confident individuals, who are committed to meaningful
goals and demonstrate initiative and creativity to
achieve them. They typically have the freedom to
generate novel ideas and the confidence that these ideas
will be valued.”
https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt
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Create a “safe to fail” environment.
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The foundation for innovation and creative thinking is
psychological safety.
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1. People over process.
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1. People over process.
2. Be intentional.
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1. People over process.
2. Be intentional.
3. Psychological safety fosters engagement.