You can't go back and change the beginning, but you can start where you are and change the ending.
To ease the transition to the next normal, I’ve designed a format that I’ve called ©‘RESET’.
Reconnect with your colleagues
Explore together what worked what well and what didn’t
Strategize about what to stop – start – continue
Engage with your team for remaining questions
Test your action plan and determine next steps
Reset is an easy to use approach where we take different steps for the continuous growth of your team. Or even for multiple teams together.
In the following weeks, I’ll talk about different ways to redirect your team(s) during and after COVID-19. My new approach ‘R.E.S.E.T.’ aims to increase well-being, strengthen relationships and strategise
Everyone with his strengths and pace: ‘not judging a fish by its ability to climb a tree’ (Einstein).
‘Let’s celebrate our success!’, we hear the well-intentioned leader say. Typically, we gather together during an informal lunch after a successful implementation. The ‘thank you’ speech awaits at the end of the road (and the Oscar goes to…the wrong protagonists sometimes).
My new approach ‘R.E.S.E.T’ helps to increase well-being, strengthen relationships and strategise forward. It will give structure and clear, meaningful agreements for the whole team.
Today we’ll talk about R of Reconnecting.
What other teams did since 2010
Even while you are dealing with constant change, you can give your team(s) a new direction.
The needs in your department are highly specific: what elements of RESET do you want to work on first?
Let us slow down together for a while and design where the sense of urgency can be improved. You’ll go faster afterwards.
In short, my offer to you is to reset your team(s) with targeted and customized support.
Online or face-to-face, or a combination of both.
Taking into account your unique challenges, I can help you with the growth of your team.
A global division was faced with even more change when new company-wide procedures were introduced . There are some questions and uncertainties from team members (‘hopes and fears‘) about how they can integrate these and adapt. Moreover, meeting time is shifting from interaction oriented to ‘task only’ discussions. In a limited number of interactive online sessions, we’ll switch the order of things: towards a better team culture first, resulting in much better team results.
I will be coaching a team upon their return to the office. Currently, they communicate online only. Before the lockdown they often gathered around the coffee machine. The need to getting things done face-to-face like before, is increasing as time progresses. One of the things we’ll be doing together, is to make a ‘success analysis‘: creating the link from lockdown to the new normal.
