Collaboration and Communication
Only 7% of employees feel that communication in their workplace is accurate, timely, and open
Gallup (2022). State of the Global Workplace.
Should we do something about it?
We all want to work well and communicate easily with our colleagues and managers. So how come many of us do not?
Creating a secure and inclusive culture is tricky, and it is easy to get off track. “Us against them” mentalities develop, we become hesitant to speak our minds (with good reason or not), teams struggle to relate due to differences, or simply lack shared direction.
How can I help you?
Collaboration in and across teams is a central part of most companies today, and subsequently, a culture of good and open communication is crucial.
In my speaks, I challenge you to rethink the way you go about creating a safe and open work environment and determine what really goes wrong in your department or organization.
Get a rundown of the data (not the “secret”) behind:
- why collaborations collapse and communication derails.
- how to bring light to and resolve unspoken issues in the team.
- "us against them" mentalities – and how to leave them behind.
- creating an honest feedback culture through psychological safety.
Why does it matter?
If the synergy is off, everything else is as well.
Collaboration, communication, and culture are make-or-break factors for both the well-being and performance of the team and organization.
Not really the issues you are dealing with?
No worries. These are examples, and I always tailor the speak to my client’s specific needs.
As long as it has to do with rethinking and improving work-life, I am your guy (also, I am very humble).
Want an example?
Every challenge is unique, just like every company and individual out there. That’s why my talks are always one-of-a-kind. I approach them with a blend of scientific insight and a touch of humor, serving up customized content that fits your exact needs. Let these examples be like sparks of inspiration.
Giving and receiving feedback is one of the most challenging aspects of teamwork and organizational dynamics. With different personality types, varying national and professional cultures, and the fear of making mistakes, we often struggle to establish a sustainable feedback process and instead rely on 360 reviews and other quantitative systems to assist us.
In this talk, I will guide you in strengthening your feedback culture by discussing:
- Why psychological safety serves as the foundation of a robust feedback culture
- How to leverage a strength-based ideology to enhance feedback efficiency
- The importance of shifting the focus from giving to receiving feedback
- Why leadership behavior is essential in creating a feedback culture
Giving and receiving feedback is one of the hardest things to do in a team and organization. With different personality types, different national and professional cultures, and the risk of “doing it wrong”, we often struggle with creating a sustainable way of working with feedback and rely on 360 reviews and other quant systems to help us.
In this talk I will guide you on strengthening your feedback culture by telling you:
- Why Psychological Safety is the very foundation of a strong feedback culture
- How to use a Strength-based ideology to increase feedback efficiency
- When we need to shift the focus for giving to receiving feedback
- Why Leadership Behaviour is essential in creating a feedback culture
Do you truly trust each other in your team? If not, you feel the consequences every day. You hesitate in your decision-making. You take on tasks yourself instead of giving them to your teammates. And you keep information that could be used against you. In short, you spend time and energy minimizing risk instead of deciding, acting, and communicating with a sense of comfort.
In this talk I will guide you on how to build trust in your team through:
- Knowing the difference between professional and personal trust
- Using self-disclosure to increase the trusting relation
- Enhancing psychological safety
