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Quotes, Books & Principles: The Ins and Outs of Servant Leadership

servant leadership examples

We’ve all heard the saying that people don’t quit jobs, they quit managers.

Some managers can hardly greet anyone in the morning without generating grumbles from the staff. Every single week is a countdown to Friday. At the other extreme, other managers foster so much loyalty that people remain in the same position for decades, just so they can continue to work under their beloved boss.
What’s the cause for such a marked difference? How does a leader cultivate a work environment where the vibe is enthusiastic and employees are engaged?

More often than not, servant leadership is at the heart of the answer. Servant leadership isn’t about issuing edicts from on high. Rather, it seeks to empower each person at every link of the chain of command. Achieving this dedication is not just in what a leader says. It’s in how he or she communicates. It’s about enabling others, listening, and creating psychological safety.

Are you interested in knowing more about this leadership style, and how to apply it to your workplace? In this article, we’re going to drill down into the principle of servant leadership, studying quotes and books on the topic. And we’re going to look at how to apply a framework of servant leadership into your organization.

Principles, Benefits & Examples of Servant Leadership

Principles, Benefits & Examples of Servant Leadership

The term “servant leadership” was first coined by Robert Greenleaf in his 1970 essay, “The Servant as Leader.” At its essence, servant leadership isn’t about the ego or the self. It’s a leadership style where teams are empowered, supported and affirmed.

Let’s look at five principles of servant leadership, with corresponding examples.

1. Transparency

Servant leadership is akin to transparent leadership. As much as possible, servant leaders cultivate flat organizations where everyone is in the know about strategic planning and goals. A servant leader doesn’t conceal failures from the team. Rather, challenges are seen as opportunities for growth and learning.

For example, if a team fails to meet a goal, or a deliverable doesn’t meet requirements, the project manager openly discusses the issue with the team. Together, they break everything down, looking at processes and causes, and in doing so root out issues and systemic risks.

This willingness to acknowledge vulnerabilities also creates psychological safety. People understand that it’s ok to not be perfect.

2. Careful Listening

Servant leaders listen. This isn’t just about hearing what others are saying. It also means reading a person by their body language and energy. For example, a servant leader doesn’t multitask when speaking to an employee. She stops what she’s doing, looks the other person in the eyes, and is fully present to the situation. To the servant leader, work relationships extend beyond the professional. In an effort to see the full picture about another person, she takes the time to get to know employees as people. A servant leader notices when something is different about the employees she manages. Maybe one person’s smile is extra big, while another has a pensive, worried air about him.

When people come to appreciate that they’re being heard at a deeper level, trust develops. Employees are more likely to disclose concerns to the boss.

3. Macro and Micro View

A servant leader doesn’t just parse out instructions and expectations. Rather, he communicates an overall purpose or mission, and then breaks it down to communicate what achieving this purpose looks like in the day to day.

Communicating the “why” invigorates the team, and motivates them to press on through mundane daily tasks. Everyone sees the bigger picture behind their role and duties.

This perspective not only instills motivation, it enables the leader to place issues in perspective. For example, when someone comes to the leader with an issue or roadblock, the leader contextualizes it within the overall vision of the organization.

4. Self-Awareness

It’s so common to turn someone off with a small slip of the tongue. Exacting demands and even an authoritative tone can leave an otherwise willing employee simmering with resentment.

A servant leader is acutely aware of how he comes across, in his choice of words and body language. He cultivates a demeanor that exudes professionalism and positivism. With this learned skill, a leader is able to instill energy into a team with a rousing speech in the morning, or even with simple gestures like a pat on the back at the end of a long day. He knows how to communicate in such a way that the team members feel supported rather than judged or scrutinized.

5. Empowerment

A servant leader doesn’t want employees to feel locked or hemmed in. Rather, she aims to have all employees assume ownership of their roles and responsibilities. Essentially, she hires the best workers she can find, then gets out of their way.

For example, a servant leader would allow a restaurant manager to make decisions around what items to include on the menu. She understands that the manager interacts with customers all day long, and so best understands the needs of the local market.

This empowerment gives people a sense of pride and ownership in their position. They don’t just go through the motions, but rather bring their full selves to their position.

This summarizes five principles of servant leadership. This type of leadership, as you can see, isn’t about power or authority. It’s about using a leadership role to enhance the lives of others. Servant leaders understand that leadership isn’t about them.

Now let’s look at some popular quotes on servant leadership.

6 Quotes on Servant Leadership

6 Quotes on Servant Leadership

These pithy quotes help to encapsulate the essence of servant leadership and further define it.

“The servant-leader is servant first, it begins with a natural feeling that one wants to serve, to serve first, as opposed to, wanting power, influence, fame, or wealth.” ~ Robert K. Greenleaf, Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness

This quote encapsulates the essence of servant leadership. It’s not about self. Rather, it’s other-focused and is about empowerment.

“The best managers figure out how to get great outcomes by setting the appropriate context, rather than by trying to control their people.” ~ Reed Hastings, co-founder of Netflix

Servant leadership is about cultivating the right environment. When employees are sufficiently motivated, all the leader needs to do is get them the tools and let them go. He or she can trust the team to get the work done, and do it with panache.

“No one will care how much you know until they know how much you care.” ~ Theodore Rosevelt

This oft-repeated quote encapsulates that knowledge, skill and expertise don’t count for anything until people like and respect you. And that’s a two way street. In order to earn another’s respect, he must receive it first.

“The person who sweeps the floor should choose the broom.” ~ Howard Behar, former president of Starbucks Coffee Company International

This clever quote is about empowerment. A capable employee understands the tools best needed to do the job. This principle also keeps decision making local. The person who makes the decisions is the one closest to the work. It’s subsidiarity, essentially.

“Ego can’t sleep. It micro-manages. It disempowers. It reduces our capability. It excels in control.” ~ Robert Greenleaf

This quote explicitly outlines the destructive effects of ego-focused leadership, and it encapsulates what servant leadership is not. It’s not about the self. Ego-driven leadership results in underperforming teams and high turnover.

“Wear one hat.” ~ Howard Behar

In this quote, Behar drives home that a servant leader is driven by core values. He isn’t one person in the boardroom, then a completely different person on the weekends. Rather, everything he does is informed by a unified set of principles.

With these quotes summarized, let’s turn to some of the best books on the topic of servant leadership.

3 Top Books on Servant Leadership

3 Top Books on Servant Leadership

Servant leadership is an age old concept that’s enjoyed a resurgence in the past several decades. Many managers, leaders and academics have studied and written about it. Here is a brief summary of three of the top books on servant leadership.

On Becoming a Servant Leader: The Private Writings of Robert K Greenleaf

In his 36 years as a manager and researcher at AT&T, Robert Greenleaf developed and practiced the principles of servant leadership, and then he shared them with the world. While his 1970 Essay “The Servant as Leader” introduced the concept of servant leadership, this book shares several more of essays he wrote on the topic. In the essays, Greenleaf cites his experience at AT&T. The book also includes a series of lectures that he gave at Dartmouth.

It’s Not About the Coffee: Lessons on Putting People First From a Life at Starbucks by Howard Behar

As we know all too well, Starbucks blew its competition out of the water back in the 90s, sprouting up a franchise as prolific as McDonalds. What was the secret to its success? A certain Howard Behar came on board with the company when it had only 26 locations. Within just six years, he had grown the company to 400 locations, and established its international market.

In his book “It’s Not About the Coffee,” Behar recounts how he accomplished this feat by embracing and propagating a culture of servant leadership at the company. The book includes a priceless anecdote of a tenacious Starbucks manager who advocated serving a novel new drink. While wary of her suggestion, Behar trusted her instinct. The Frapuccinos were launched onto the market, quickly becoming a runaway success. Today that drink alone has over one billion dollars in annual sales. A true testament to the wisdom of empowering employees and trusting their expertise.

The Servant by James Hunter

In this book, Hunter recounts a fictional anecdote of a failing manager who winds up at a Benedictine Monastery. His immersion in the monastic lifestyle teaches him that a successful approach to leading is founded on the principles of love, service and sacrifice.

A Framework for Servant Leadership

A Framework for Servant Leadership

While it’s fairly easy to grasp the idea of servant leadership, putting it into practice is another story. Anyone who leads a team can easily fall into the trap of handing out orders and micromanaging, two practices that quickly demotivate a team. Let’s look at five tactics that foster a culture of servant leadership within an organization.

1. Lead by Example

As previously mentioned, a servant leader wears one hat. If they propagate a message of collaboration and gratitude, they must live it as well. This consistency and role modeling is critical to building a culture that empowers and supports everyone.

2. Establish a Higher Purpose

A servant leader motivates a team to aspire. He or she establishes objectives that are greater than the practical function of the organization. For example, if the business sells cakes, the higher purpose is to create warmth and connection between families and friends.

By framing the workday with the higher objective in mind, the servant leader gives meaning to the work, and compels a team to aspire to excellence.

3. Talk About the Principles & Purpose (a Lot)

Once a culture of servant leadership has been established, the next step is to build a commitment to it. This is done by repeating the message over (and over) again. It takes time to integrate a new mindset into an organization, particularly if it’s accustomed to doing things differently. But by consistently and diligently communicating the message, things give way.

4. Make People Accountable

Servant leadership is about treating people with respect and dignity. It’s not about being compliant. And so when an employee violates this respect, it’s in order to have serious conversations with him or her.

5. Get Buy-In From Management

Leadership is trickle-down. In order to build a culture of servant leaders, it’s first necessary to get the top brass on board. Once they’ve bought in and fully embraced the principles, then it’s much easier to have everyone else fall into line.

While building a culture of servant leadership is tricky, it’s certainly not impossible. These guidelines help to pave the way.

Conclusion

Whether you’re seasoned or just cutting your teeth, every leader is on the lookout for new ways to empower and enthuse a team.

While there’s plenty of leadership styles out there, servant leadership is one sure way to building a motivated and accountable team. Servant-leadership is not about being self-focused. Rather, it is founded on the principles of transparency, self-awareness and selflessness.

If you’re looking to empower a remote team, consider Teamly, the all-in-one project management platform that brings teams together from all corners of the globe to collaborate.

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What Is a Needs Assessment? (+ Five Steps, Examples, and Top Tools to Master It)

what is needs assessment

Picture this: a company purchases new software for its staff. Everyone expects a smooth transition and improved productivity. Yet, the end result is far from what they expected.

First, it turns out the software misses important features to help with task management. What’s more, integration issues crop up again and again. Ultimately, employees rebel against using the new software. Things get jumbled up, and communication suffers.

Sounds familiar? That’s an example of a failed needs assessment.

But here’s the secret. If the company took the time to figure out what everyone needed before making changes, it could avoid all these troubles.

This quick guide will define what a needs assessment is and share specific examples for your guidance. Whether you’re assessing the needs of your project, team, customers, community or organization, this guide has you covered. Explore the top tools and pick the ones that fit your goals the best.

What Is a Needs Assessment

What Is a Needs Assessment?

A needs assessment is a process of figuring out what people or organizations need to meet their goals or solve problems. It’s all about understanding what’s missing and taking steps to create positive outcomes. In other words, with the help of a needs assessment, you can identify gaps and find ways to address them.

Why Is a Needs Assessment Important? Identifying the Key Benefits.

If conducted well, a needs assessment can bring loads of benefits to the table. Let’s break them down to understand what the purpose of a needs assessment is:

Competitive Edge

Want to be one step ahead of the competition? By conducting a full needs assessment, you’ll get valuable insights that’ll guide your business in the right direction.

A needs assessment allows you to spot gaps in the market that others might overlook. What happens when you understand the emerging trends, unmet needs, and customer desires? Correct! You can position yourself as a forward-thinking leader and attract new customers.

But it doesn’t stop there. A needs assessment also helps you optimize your internal processes. By identifying the needs and challenges of your employees, you can provide them with the right tools, resources, and training. Happy employees lead to better teamwork, innovation, and a more successful business.

Customer Delight

We’re all unique, right? Well, needs assessment recognizes that. It lets you dive deep into the minds and hearts of your audience. You get to know their preferences, pain points and desires on a whole new level. Armed with this knowledge, you can choose the best strategies and make them come back for more.

Resource Optimization

Here’s another reason to prioritize needs assessment. It helps you make every minute and dollar count. By identifying the areas of highest need and opportunity, you can distribute your resources wisely.

Accountability and Transparency

Last but not least, to understand why needs assessment is important, think of it as your proof of accountability. It ensures that decisions are fair and backed by solid evidence. You can confidently explain why certain choices were made and show that you’re being responsible with the resources at hand.

How to Do Needs Assessment: The Key Steps and Examples for Success.

How to Do Needs Assessment

CT’s Official State Website

Working on a community project? Trying to improve your service? A needs assessment is your trusty guide to make sure you’re on the right track and making a real difference.

Here’s how it usually goes:

Step 1: Define the Scope and Purpose.

Start by clearly defining the purpose of your needs assessment. What’s the challenge you want to tackle? Who are the key players who have a stake in the game? Get a diverse mix of perspectives. Remember, the more voices, the richer the insights!

Let’s see what a needs assessment is in this case. Suppose you’re a company that provides training programs to help professionals grow. You want to make your programs even better, so it’s time to understand what your target audience really needs. You define the scope by choosing the industries and job roles to focus on. Thus, you get a diverse group of people involved, like doctors, project managers, teachers, and tech experts.

Step 2: Collect Data.

Now, use your data collection methods and start gathering insights from your stakeholders. You can gather information through surveys, interviews, observations, and other methods. You do this because you want to hear directly from the people you’re trying to reach or convert. Be respectful, empathetic, and remember to capture both the facts and the stories that bring them to life.

To put it into context, imagine you work for a company that wants to improve its project management. To get helpful insights, you can start by asking project managers and team members to fill out surveys. Find out what challenges they face, what tools they like to use, and where they need more help.

Also, you can talk to experienced project managers to discover any problems they’ve encountered. To make it even more interesting, join project meetings or attend project management workshops to see how things are done.

By gathering information in these different ways, you’re getting prepared for the next step of discovering valuable gems.

Step 3: Analyze Data.

Here comes the exciting part! You look closely and start to make sense of the data you’ve collected. This helps you understand what’s working and what needs attention. Discover patterns and transform numbers and narratives into actionable insights.

Let’s take an example in the healthcare industry. Your analysis might show that your staff needs more training in telemedicine or patient communication. Armed with this information, you’ll figure out what specifically needs improvement and how you can do that.

By the way, there is a good reason to conduct a skill gap assessment. Research shows that when an organization truly understands its workforce, amazing things happen. For instance, companies that align their HR processes with skill needs can see a 50% boost in employee engagement.

Step 4: Identify and Prioritize Needs.

Based on your analysis, you pinpoint the specific areas that need attention. It could be anything from resources and services to skills and knowledge gaps.

By the way, you might want to involve stakeholders in this process, too. Two heads are better than one, they say. Together, you can collaborate, share ideas, and ensure that everyone’s voice is heard.

Wait. Don’t move on without prioritizing the identified needs. Set your sights on the most critical needs. Consider things like the potential impact, available resources, and what the people themselves say. In short, try to focus your efforts where they’ll make the biggest impact.

Here’s a needs assessment example. If you do a staff needs assessment, gather everyone for brainstorming sessions or send out a company-wide survey. Ask them questions like, “What resources do you need to succeed?” or “What skills would you like to develop?” By listening to their thoughts, you’ll discover the areas where more support is necessary.

So, do they want more training opportunities, better tools, or work-life balance? Once you have the answers, move on to the next step.

Step 5: Develop Recommendations.

Time to put your thinking cap on! Come up with practical ideas and action plans to address the identified needs. These should be specific and doable, so you can make a real difference. The best way to do it is to make your goals SMART – specific, measurable, achievable, relevant, and time-bound.

Finally, keep an eye on how things are going. You want to make sure your efforts are making a positive impact. If something’s not working, you adjust and try again until you hit the sweet spot.

Top Tools for Needs Assessment: Collecting Data and Insights to Support the Needs Assessment Process.

Obviously, the choice of tools for needs assessment depends on many factors. First, the nature of your project. Second, the type of data you aim to collect. And, of course, the resources you have. Each tool offers its unique advantages so that you can gather, analyze, and present information effectively.

1. Surveys and Questionnaires

Imagine casting a wide net to gather insights from a diverse group of individuals. Surveys and questionnaires are like a suggestion box. They allow people to share opinions, thoughts, and experiences. By creating well-crafted questions and making it easy for respondents to participate, you can tap into a vast pool of perspectives. As a result, you’ll learn about the individual and collective needs of your audience.

2. Interviews

Think of interviews as intriguing conversations where you dig deep to uncover hidden gems of insight. By asking thoughtful questions and really listening, you can learn a lot about people’s stories. Plus, you’ll understand what motivates them, the difficulties they face, and what they hope to achieve. Every interview is a special chance to build trust, connect with others, and gather feedback that gives you hints about what they need and want.

3. Focus Groups

Focus groups create an interactive space for interesting discussions. Here, people come together to share their ideas and insights. It’s like a fun brainstorming session where everyone’s thoughts bounce off each other. The group’s energy creates a lively atmosphere. As a result, you get fresh perspectives and learn about important needs.

4. Observations

Step into the shoes of a silent observer, soaking in the environment where your project unfolds. It’s like peering through a window into the lives and behaviors of individuals, teams, or communities.

Just by watching how people interact, what they do regularly, and how they react, you can learn a lot. For example, you can discover things that people don’t always say out loud. You might also find challenges they’re facing or exciting opportunities that no one has explored so far. This firsthand understanding brings depth and authenticity to your needs assessment.

5. SWOT Analysis

SWOT analysis is a powerful type of needs assessment. It helps you look closely at what’s going on inside and outside your project. With SWOT analysis, you discover your strengths, weaknesses, opportunities, and threats. You find out what you’re really good at, where you can make things even better, and what exciting possibilities lie ahead. Plus, you also see the challenges you might face from the outside. By doing all this, you get a clear picture and can meet your needs head-on.

6. Data Visualization Tools

With charts, graphs, infographics, or mapping software, you can make your data come alive! These tools help you show important information in a visual way, so everyone can quickly understand it. You can see trends, patterns, and relationships at a glance.

When you share these visual stories, it helps everyone see the big picture. Then, it’s easier to make smart decisions based on what you discovered in your needs assessment.

7. Collaboration and Project Management Tools

Looking for a helping hand for your project? Look no further than collaboration platforms and project management tools, such as Teamly. They make it super easy to work together, no matter where your team is. These tools help you communicate, share information, and keep track of tasks and progress.

All you need is to bring your team into this virtual workspace. And soon, you’ll see that everyone can come together, share ideas, and stay organized during your needs assessment.

Looking Ahead…

But a needs assessment is nothing without action. It’s not enough to simply identify the needs. Without action, a needs assessment becomes just a list of problems waiting to be solved.

The true value of an assessment lies in its ability to drive change and improvement. So, use these needs assessment examples and tools to design your own strategies.
They’ll serve as a catalyst for progress, guiding you towards effective solutions and better outcomes.

Remember, a needs assessment is only as valuable as the actions you take based on its findings.

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Mastering the Art of Scheduling: Finding the Right Fit for Your Organization

work schedule types

Work schedules – we all have them, but how much do we really know about them?

With the business world becoming more diverse, the types of work schedules available have also evolved. Some are needs-based due to 24/7 operations, while others are free to choose their team’s most effective work schedule.

Understanding different types of work schedules not only helps in structuring your day efficiently but also in achieving a balanced work-life equation. It’s a broad spectrum, from full-time schedules that have been a staple of our work culture to more flexible schedules like flextime that cater to our evolving work environment.

In this article, we will dive into these types of work schedules, exploring their key characteristics, pros and cons, and where they might be most effectively applied.

What Does A Work Schedule Mean For Businesses

What Does A Work Schedule Mean For Businesses?

The term “work schedule” is one that we encounter frequently in our professional lives, but what does it really entail?

A work schedule is a plan that outlines when employees are expected to complete their job tasks within a certain period. It sets the framework for when and, with the rise of remote work, often where employees are required to perform their duties.

A work schedule can be as simple as a standard 9 to 5, Monday to Friday timetable, or as complex as a weekly rotating shift pattern. The structure of a work schedule can vary greatly depending on the nature of the work, the employer’s needs, and the employees’ preferences or requirements.

Work schedules are instrumental in defining the rhythm of a company’s operations. They help ensure that tasks are performed when needed and that there is always sufficient staffing to meet the company’s needs. At the same time, they also play a vital role in employee satisfaction and work-life balance. The right work schedule can increase productivity, reduce employee burnout, and contribute to a more positive workplace culture.

In the following sections, we will explore different types of work schedules in detail, outlining their unique features, benefits, and challenges to help you identify the best fit for your specific circumstances.

Full-Time Work Schedule

Full-Time Work Schedule

The full-time work schedule is the most traditional type of employment arrangement and is likely what first comes to mind when thinking about a job.

Typically, a full-time schedule involves working 40 hours a week, often structured as eight-hour days from Monday to Friday. This pattern may vary depending on the specific regulations and standards of different countries and industries.

Pros and Cons of Full-Time Work Schedules

Employees under this arrangement generally receive a full suite of benefits, including healthcare, paid vacation, retirement contributions, and other perks. Full-time workers also often have more job security and opportunities for advancement within the company.

However, full-time work has its challenges. It requires a significant time commitment that might not be feasible for those with other obligations, like family or education. The typical 9-5 structure can also leave little room for flexibility, which might not appeal to those seeking a better work-life balance.

Suitable Industries/Jobs for Full-Time Schedules

Full-time work schedules are commonplace across a wide variety of industries. From corporate roles in sectors like finance, marketing, and IT to healthcare professions, educational roles, and retail management positions, full-time schedules remain the standard.

It’s worth bearing in mind that the ongoing evolution of work models, driven by technology and changing attitudes towards work, is leading to increased flexibility and a rethinking of a ‘typical’ work schedule.

Part-Time Work Schedule

Part-Time Work Schedule

A part-time work schedule differs from full-time work primarily in the number of hours worked. While specific definitions can vary depending on labor laws in different regions, part-time workers generally work fewer than 35 hours per week. These reduced hours can be scheduled in various ways, including shorter workdays, fewer workdays per week, or a combination of the two.

Pros and Cons of Part-Time Work Schedule

Part-time work offers notable advantages. It provides flexibility, making it an excellent choice for individuals balancing work with other responsibilities, such as family commitments, schooling, or other jobs. Part-time work can also serve as a stepping stone for individuals re-entering the workforce or gaining experience in a new field.

Despite these benefits, part-time work comes with certain downsides. Part-time workers often miss out on the full benefits offered to their full-time counterparts, such as health insurance, retirement plans, and paid time off. There might also be fewer opportunities for career progression, and income is naturally lower due to the reduced hours.

Suitable Industries/Jobs for Part-Time Work Schedules

Part-time schedules can be ideal in industries that require flexible staffing, such as retail and hospitality, where customer demand varies throughout the day and week.

It’s also common for students seeking to gain work experience while studying, parents balancing work and childcare, or seniors looking to stay active in the workforce post-retirement. Additionally, part-time work can be valuable for freelancers or those building their own businesses.

Fixed Work Schedule

A fixed work schedule, also known as a traditional work schedule, refers to a consistent, predictable work pattern where employees are expected to work the same hours and days each week. This typically aligns with the standard business hours, commonly from 9 am to 5 pm, Monday through Friday.

Pros and Cons of Fixed Work Schedules

Fixed work schedules offer a level of predictability that can benefit both the employee and employer. Employees know exactly when they should be at work, making planning their personal lives around work hours easier.

For employers, having a consistent staff presence can streamline operations and facilitate easier scheduling of meetings and collaborative projects.

However, the rigid nature of fixed work schedules can also be a disadvantage. It doesn’t cater to the needs of employees who might have commitments outside of standard working hours or prefer working at different times of the day. This lack of flexibility can negatively impact work-life balance and overall job satisfaction.

Suitable Industries/Jobs for Fixed Work Schedules

Fixed work schedules are common in many industries and roles, particularly where business operations align with standard working hours. This includes sectors such as banking, government services, and education.

Jobs that require consistent interaction with clients, customers, or co-workers during standard business hours, like sales, customer service, and administrative roles, often follow a fixed work schedule.

Split Work Schedule

Split Work Schedule

A split work schedule involves dividing the workday into two or more separate parts, with a significant break in between, typically more extended than a regular lunch break. This type of schedule is prevalent in industries that experience varying levels of demand throughout the day, such as hospitality and healthcare.

Pros and Cons of Split Work Schedules

One of the main advantages of split work schedules is the flexibility they offer. Employees can use the break to attend to personal matters, relax, or even pursue a side hustle. For businesses, split shifts can ensure enough staff is present during peak periods without resorting to overtime.

On the flip side, split shifts can disrupt work-life balance as employees’ free time is fragmented throughout the day, making engaging in activities requiring a substantial block of time challenging. Moreover, the irregularity of hours can lead to fatigue and burnout.

Suitable Industries/Jobs for Split Work Schedules

Split work schedules are ideal in industries with peaks and troughs in demand throughout the day.

For instance, in the restaurant industry, staff may work a shift during lunch hours, have a break in the afternoon, then return for the evening rush. Similarly, in healthcare, staff may be needed for morning rounds and procedures, have a midday break, then return for evening rounds and patient care.

It’s also a viable option for employees who prefer or need a work schedule that deviates from the traditional nine-to-five format.

Rotating Work Schedule

Rotating Work Schedule

Rotating work schedules are a form of shift work in which employees cycle through a series of day, swing, and night shifts. This system is designed to ensure that every employee spends an equal amount of time working each shift rather than being confined to one set schedule.

Pros and Cons of Rotating Work Schedules

Rotating work schedules bring fairness to shift allocation. By ensuring that no employee is stuck with the less desirable shifts all the time, these schedules can improve morale and reduce resentment among the staff.

Additionally, they provide employees with various experiences, potentially enhancing their skills and adaptability.

On the downside, rotating schedules can be challenging for workers, requiring frequent adjustment to different sleep and work patterns. This can lead to health issues, such as sleep disorders and fatigue. Moreover, they can disrupt personal life and family time due to irregular work hours.

Suitable Industries/Jobs for Rotating Work Schedules

Rotating work schedules are common in industries that operate around the clock, such as healthcare, manufacturing, and emergency services. They’re also used in businesses that need to provide coverage across multiple time zones, such as call centers or global tech companies.

Despite their drawbacks, they remain a crucial tool for businesses that must maintain operations beyond the standard working hours.

DuPont Work Schedule

DuPont Work Schedule

The DuPont work schedule is a rotating shift pattern that spans over 28 days, named after the company that first used it. This schedule involves 12-hour shifts where employees work for four days, then have three days off.

This cycle repeats with four nights on and three nights off, followed by a string of seven consecutive days off. The primary appeal of this schedule is the built-in long break, allowing employees significant recovery and leisure time.

Pros and Cons of the DuPont Work Schedule

On the upside, the DuPont schedule provides employees with a large block of off-duty time, enabling them to rest adequately or engage in personal activities. It also reduces the number of shift turnovers, leading to fewer communication errors or disruptions.

However, the DuPont schedule can also be a challenge for some employees. The long stretches of work, especially the night shifts, can be physically and mentally taxing, leading to fatigue and stress. The irregular schedule can disrupt sleep patterns and social life.

This system requires a high level of commitment from employees due to the extended work periods.

Suitable Industries/Jobs for DuPont Work Schedule

This type of schedule is typically utilized in industries that require 24/7 coverage, such as law enforcement, healthcare, manufacturing, and emergency services. It’s also useful for companies looking to minimize shift turnovers while providing employees significant time off for recovery and leisure.

However, it could be better suited for businesses operating within traditional working hours or for roles that demand consistent daily routines.

2-2-3 Work Shift

2-2-3 Work Shift

The 2-2-3 work shift, or the “Pitman” schedule, is a popular rotating shift pattern companies use that requires 24/7 coverage.

In this schedule, employees work two consecutive days, followed by two days off, then work three successive days, which is followed by another two days off. The cycle then repeats but flips – two days off, two on, and three off. This way, every other weekend is free from work, resulting in a more predictable pattern.

Pros and Cons of the 2-2-3 Work Shift

The 2-2-3 shift schedule allows for consistent coverage without overworking the staff, as no employee works more than three consecutive days. It also guarantees every employee some weekend time off.

The negatives include a lack of routine, making it harder for employees to plan their personal lives. Moreover, depending on when the cycle starts, an employee might have to work several weekends in a row, which can be inconvenient.

Suitable Industries/Jobs for 2-2-3 Work Shift

The 2-2-3 work shift is ideal for industries requiring continuous operations and maintaining consistent staff coverage. These include healthcare, emergency services, manufacturing, customer support centers, and certain areas of the hospitality and retail industries.

It may not suit businesses with a more standard Monday-to-Friday work schedule.

4-10 Work Schedule

4-10 Work Schedule

The 4-10 work schedule is a compressed workweek arrangement where employees work four days a week for ten hours daily. This schedule adds two hours to a typical eight-hour workday, allowing employees to enjoy a three-day weekend every week.

The exact days worked can vary depending on the employee’s preferences and organizational needs.

Pros and Cons of the 4-10 Work Schedule

The 4-10 schedule gives team members added leisure time, increasing their work-life balance. Longer workdays mean more uninterrupted time to dive into complex tasks, potentially enhancing productivity.

But it’s a demanding shift pattern, and the 4-10 schedule isn’t for everyone. The extended workdays can be physically and mentally taxing, leading to fatigue and potentially decreasing productivity as the day progresses. This schedule may also not work for businesses that require a five-day presence or those with customers or stakeholders that adhere to a more traditional workweek.

Suitable Industries/Jobs for 4-10 Work Schedules

The 4-10 work schedule works well in sectors that allow for flexibility in operating hours, such as tech companies, certain manufacturing environments, and customer service departments that need to cover longer hours.

It may not be suitable for customer-facing roles where a five-day presence is necessary or for employees with commitments that may not accommodate longer workdays.

9-80 Work Schedule

9-80 Work Schedule

The 9-80 work schedule is an innovative arrangement that spreads eighty hours of work over nine days instead of the traditional ten in a two-week period. It usually entails working eight 9-hour days and one 8-hour day over this timeframe, with the remaining day off typically creating an additional day off every other week.

Pros and Cons of the 9-80 Work Schedule

The key advantage of the 9-80 work schedule is the additional day off every other week, potentially improving employee work-life balance. This extra day can reduce burnout and increase employee satisfaction. Longer workdays also allow for greater productivity with extended uninterrupted work time.

On the downside, the 9-80 schedule can mean longer days, which may be strenuous for some employees. Furthermore, it may not align with traditional business hours, potentially leading to challenges in communication or collaboration with clients, customers, or other teams that follow a standard workweek.

Suitable Industries/Jobs for 9-80 Work Schedule

The 9-80 work schedule is often adopted in industries where flexibility and extended hours of operation are feasible and beneficial. These can include sectors like technology, engineering, and certain government agencies.

As with other alternative schedules, its effectiveness largely depends on the nature of the work and the preferences and lifestyles of the employees.

Flextime Work Schedule

Flextime Work Schedule

Unlike traditional work schedules stipulating fixed start and end times, a flextime work schedule allows employees to tailor their work hours around their personal life.

The only constant is a set number of hours that must be worked in a day, week, or month, but when those hours are worked can vary.

Pros and Cons of Flextime Work Schedules

Flextime comes with a host of benefits. It can significantly enhance work-life balance, allowing employees to schedule their work around personal commitments. It can lead to increased job satisfaction, improved mental health, and potentially greater productivity. For companies, it can serve as a powerful retention and recruitment tool.

For balance, it can lead to difficulties in scheduling meetings or collaborative work, especially when there is a significant difference in working hours among team members. It can also blur the lines between work and personal time, leading to the risk of overwork.

Suitable Industries/Jobs for Flextime Work Schedules

Industries that predominantly rely on individual tasks rather than collaborative efforts are well-suited to flextime schedules. This includes many roles within the technology sector, creative industries like writing and graphic design, and certain positions within the financial sector.

Companies that operate across different time zones may find flextime schedules beneficial to accommodate the varying schedules of their international clientele.

Conclusion

As the way we choose to work continues to evolve, being open to different work schedule types can give your company a competitive edge. It helps attract and retain top talent and fosters a more diverse and inclusive workplace.

So, consider these schedule types, evaluate their applicability in your context, and experiment with the ones that resonate most with your team’s needs. Because, after all, a happy and engaged workforce is the bedrock of a successful organization.

In the quest for the perfect work schedule, be flexible, adaptable, and, most importantly, empathetic towards your team’s needs. That’s the best advice we can offer. Here’s to creating work environments that are as productive as they are welcoming!

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Taking Your Business to the Next Level with Continuous Improvement

continuous process improvement

Does your business feel stuck in a rut? Are your growth charts beginning to look like EKG readings from a narcoleptic sloth? If that’s the case, we might have just the jumpstart you need. We’re about to explore an approach that keeps your business not just surviving but thriving.

Continuous Improvement: Your Secret Weapon to Business Success

What is Continuous Improvement and Why Should You Care?

Continuous improvement might sound like one of those fancy corporate buzzwords that get thrown around in boardroom meetings. But here’s the deal—it’s a lot more than that. It’s like a secret sauce for your business.

At its core, continuous improvement is a long-term business strategy aimed at boosting your organization’s efficiency, productivity, and profitability. It’s all about making small, incremental improvements to your products, services, or processes over time. Think of it like upgrading your business bit by bit, day by day. It’s like taking the stairs instead of waiting forever for a potentially broken elevator to reach your desired floor.

But why should you care? Well, it’s simple. Continuous improvement helps you stay competitive, keep your customers happier, and ultimately make your business more profitable. And who doesn’t love more profits?

The Magic Behind Continuous vs Continual Improvement

Now, you might be thinking, “But what about continual improvement? I’ve heard that term too. Is there a difference?” Well, you’ve got a keen eye there.

The terms ‘continuous improvement’ and ‘continual improvement’ are often used interchangeably, but they hold subtle differences. Continuous improvement refers to uninterrupted, ongoing improvements that are linear and incremental in nature. It’s like tuning a piano, constantly making minor tweaks to keep the music flowing beautifully.

On the other hand, continual improvement is broader. It encompasses continuous improvement but also includes improvements that might not be continuous or incremental. It’s like remodeling your house—you don’t do it every day, but when you do, it significantly enhances your living space.

Getting the hang of it? Now that we’ve cleared that up, you’re well on your way to understanding the ins and outs of improvement strategies that can fuel your business growth.

In the next section, we’ll dive into some tools and methodologies that can help implement continuous improvement in your business. So grab your notebook, and let’s get rolling. It’s time to awaken the continuous improvement guru within you.

The Power Tools of Continuous Improvement

The Power Tools of Continuous Improvement: Which One is Right for You?

Unmasking the Plan-Do-Check-Act (PDCA) Cycle

Ever wondered if there’s a straightforward, step-by-step approach to continuous improvement? Meet the Plan-Do-Check-Act (PDCA) cycle, often referred to as the Deming Cycle. Picture it as a compass guiding your business toward improvement.

  1. Plan: Identify an opportunity for change or a problem to solve. It’s akin to recognizing you have a rickety bridge in your town that needs fixing.
  2. Do: Implement the change on a small scale, like repairing a part of the bridge to test if the solution works.
  3. Check: Gather and analyze data to see if your change made a difference, like testing the strength and durability of the repaired section.
  4. Act: If the change worked, go ahead, roll it out wider. If it didn’t, it’s back to the drawing board.

With PDCA, you’re effectively running your business improvements like science experiments, using data and observations to guide your decision making.

Six Sigma More Than Just a Fancy Belt to Show Off

Six Sigma: More Than Just a Fancy Belt to Show Off

Six Sigma might sound like the latest fitness craze, but it’s a mighty fine approach for businesses looking to karate chop waste out of their operations. A brainchild of Motorola, Six Sigma helps reduce defects and variation in your processes.

Picture your business as a pizzeria. Using Six Sigma, you’d aim for almost all pizzas coming out of your oven to meet your high-quality standards. In the Six Sigma world, that translates to a whopping 99.99966% of your products being defect-free. Now that’s a whole lot of perfect pizzas!

Lean Methodology: Let’s Trim the Fat off Your Business Processes!

Lean methodology, as the name suggests, helps your business slim down its processes, stripping away any unnecessary steps. Originated from Toyota, it focuses on enhancing value for customers and getting rid of waste.

Think of it this way: If your business were a long, winding road trip, lean methodology would be like having a super-efficient GPS that removes all unnecessary detours and traffic jams, getting you to your destination quicker, cheaper, and easier.

Total Quality Management

Total Quality Management: Because Your Business Deserves the Best!

Enter Total Quality Management (TQM), your all-inclusive pass to improving all corners of your business. TQM isn’t just a tool or a methodology. It’s a philosophy that emphasizes that your quest for quality should be woven into every fiber of your organization.

From the CEO to the mailroom clerk, everyone participates in improving processes, products, and services. It’s like orchestrating a choir where each singer, no matter their role, contributes to a harmonious output, resulting in a melodious masterpiece of quality that resonates with your customers.

Navigating the world of continuous improvement can be daunting, but once you’ve found the right tools and methodologies that resonate with your business, it’s an exhilarating ride towards success. Up next, we’ll delve into some real-world examples of continuous improvement in action. Stay tuned. It’s about to get real.

Real-life Success Stories of Continuous Improvement

III. Real-life Success Stories of Continuous Improvement: Let’s Get Inspired!

Story 1: Hitting the Six Sigma Mark in a Pizzeria

Remember the pizzeria metaphor? Well, it’s time to serve up a real slice of life. An actual pizza restaurant chain decided to embrace the Six Sigma way. Their goal? Make sure every pizza came out of the oven perfect for their hungry customers.

They identified the leading causes of ‘pizza defects,’ which ranged from incorrect toppings to undercooking. After implementing changes and training staff on new procedures, they noticed a significant reduction in pizza errors, resulting in happier customers and more sales. Quite the tasty victory, wouldn’t you agree?

Story 2: Going Lean in a Hospital Setting

Lean isn’t just for manufacturing businesses. A hospital decided to apply Lean principles to improve its patient discharge process, which was causing backlogs and disgruntled patients.

They identified wasteful steps in the process, such as unnecessary paperwork and approval levels. Streamlining these led to quicker discharge times, happier patients, and more efficient use of hospital beds. This proves that Lean can work its magic anywhere, even in the most unexpected places.

How to Implement Continuous Improvement: In 5 easy Steps

Feeling fired up and ready to go? Here’s a handy guide to get your continuous improvement journey started:

  1. Identify your Goals: Start by pinpointing what you want to improve. Is it reducing product defects, cutting costs, or perhaps speeding up a slow process? Be clear on your goals.
  2. Assemble your Team: Get the right people on board who are invested in this change. Remember, this includes everyone, from the top brass to the front-line workers.
  3. Select your Methodology: Will you go Lean, adopt Six Sigma, or perhaps embrace the PDCA cycle? Pick the one that aligns best with your goals and current situation.
  4. Plan and Implement Changes: Time to roll up those sleeves and get to work. Start small, and remember to track your progress.
  5. Review and Iterate: Gather data and see how your changes are performing. If something isn’t working, don’t be afraid to pivot and try something new.

Common Pitfalls in Continuous Improvement and How to Dodge Them

Common Pitfalls in Continuous Improvement and How to Dodge Them

As with any journey, there are potholes on the road to continuous improvement. Here are some common pitfalls and how to dodge them:

  • Not involving everyone: Continuous improvement isn’t just for the management team. Ensure everyone, at every level, is involved and feels a part of the process.
  • Failing to communicate: Make sure everyone understands the why, the what, and the how of your continuous improvement efforts. Clear communication can’t be overstated.
  • Overlooking data: Decisions should be data-driven. Remember, the ‘Check’ in the PDCA cycle? Make sure you’re gathering and analyzing data to guide your decisions.
  • Resisting change: Change can be scary, but it’s necessary for improvement. Foster a culture where change isn’t just accepted, but embraced.

Continuous improvement is like setting off on a hike up a mountain. It might be tough, and you’ll likely face challenges along the way. But once you reach the peak, the view is absolutely worth it. So, are you ready to lace up those hiking boots and embark on your continuous improvement journey?

Continuous Improvement Not Just a Trend, but a Lifestyle

Continuous Improvement: Not Just a Trend, but a Lifestyle

You’ve probably noticed that continuous improvement isn’t some flash-in-the-pan trend. It’s here to stay. In fact, successful businesses aren’t just adopting continuous improvement—they’re living it. It’s becoming part of their DNA.
Think about companies like Amazon and Toyota. For them, the quest for better isn’t just a project or a department—it’s a way of life. It’s a constant, relentless pursuit that keeps them at the top of their game.

Amazon is famous for its ‘customer obsession,’ continually refining and enhancing its services to improve the customer experience. It’s not about one-off improvements but a commitment to an ongoing cycle of analyzing, refining, and enhancing.

Then there’s Toyota, the company that practically invented the concept of continuous improvement. Their Lean methodology, also known as the Toyota Production System, has been their mantra for decades. Toyota knows the race for improvement never ends—it’s the heart of their culture.

So, adopting continuous improvement isn’t just about gaining a competitive edge today. It’s about securing your place in the market of tomorrow.

Conclusion: Are you ready to Jump on the Continuous Improvement Bandwagon?

It’s time to ask yourself: Are you ready to embrace continuous improvement? Are you ready to start seeing ‘problems’ as opportunities for growth and innovation? Are you ready to foster a culture that’s committed to getting better every single day?

If you answered ‘yes’ to these questions, then you’re ready. You’re ready to start a journey that won’t just transform your business but will also set the tone for a culture of innovation and excellence.

So, lace up those shoes. Set your sights on that ever-evolving finish line. And remember: it’s not just about reaching a destination. It’s about embracing the journey—the journey of continuous improvement that leads to innovation, excellence, and a successful, thriving business.

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9 Ways to Repurpose Your Blog Content & Supercharge Your Top Performing Posts

repurpose your blog content

Have you ever heard the expression “content is king”? It originated from a 1996 article published by Bill Gates. It was written when the internet was still in its infancy. Still, the central premise was this: content – broadly defined as material informational or entertaining – will become the primary driver of the internet. And much of what he forecasted in that early essay has come true.

But anyone who’s been tasked with creating content knows it’s challenging work. It’s hardly as simple as publishing a blog post and hoping for the best. Successful content marketing on today’s internet requires strategy and research. Frequent posting on the right channels at the correct times. Understanding what your audience is looking for and creating more of it. The good news is that once you’ve done the hard part and created a long-form blog post? You can repurpose your blog content for social media or other mediums and get more mileage.

Today we’re exploring why you might repurpose your blog content, how to choose your blog posts, and sharing nine ideas for new formats for your repurposed content. Let’s get into it.

Why repurpose blog content

Why repurpose blog content?

If you’re reading this article, you probably already understand there’s some value in repurposing your blog content for social media or other channels. But is it really worth the effort? Here’s a look at why it is.

Repurposing blog content helps grow your reach. Creating unique content for your blog, YouTube channel, Instagram, TikTok, Twitter, Pinterest, etc., can be a lot of work. Why reinvent the wheel when you already have perfectly good content that you can repurpose and update to grow your reach?

Expanding the reach of a piece of content is the most compelling reason to repurpose your blog content. Repurposing your blog content for other channels can reach people who aren’t necessarily relying on blog posts to get information. The prospective audience that comes through organic search may be searching for a topic, but there’s significant value in appearing on a social media feed. People might be interested in what you’re sharing but be at a stage where they aren’t yet seeking it out.

An added bonus? Most platforms prefer native content – content hosted on their platform rather than content that will drive readers to click and navigate away from their site.

Repurposing blog content saves time. Another key benefit to repurposing your blog content is that it saves you time. The time it takes to cut a blog post into a short video series for Instagram or republish it as an article on LinkedIn is significantly less than the time required to do it from scratch. You’ve already done the research, so why not make the most of it?

Repurposing blog content helps you adapt. Repurposing your blog content could be as simple as updating an old post with timely information or turning top-performing blog content into a webinar that you use as a lead magnet for your business. By responding to what people want – and what form they wish to receive it – you make yourself more adaptable and timely with your content. There’s an ever-churning mill of new content being created every day! By keeping your content fresh and relevant, you help yourself stay competitive.

Repurposing blog content can give you an SEO boost. While SEO is a complicated topic, experts agree that ranking on a particular keyword with several pieces of content helps position you as a subject matter expert. You might find opportunities to expand with related articles when you notice a specific blog post performs well. For example, at Teamly, we have a piece on how to engage remote employees that addresses topics like remote-first tech, remote onboarding, and creating a remote-first culture. Each area could be grounds for a more detailed blog post as we position ourselves as an expert in remote work!

The same applies to repurposing content into different formats. Your social performance and links back to your website all contribute to your website’s authority. By splicing your popular content into videos, infographics, photos, etc., for different platforms, you’ll get an SEO boost.

How to choose blog posts to repurpose

How to choose blog posts to repurpose

Not every blog post is worth repurposing! While almost every blog post could benefit from a little refresh – updated keywords or relevancy – some blog posts will help maximize your efforts. Here are some things to keep in mind when deciding.

  • Choose blog posts that are interesting, relevant, and useful. We all have a few skeletons on our blog from the early days, but most of your Content should be interesting, relevant, and/or useful Content that’s not particularly strong in any of these areas. Either rewrite or redirect it. Choose your most interesting or popular posts when choosing what to repurpose.
  • Evergreen Content is best. When it comes to repurposing blog content, evergreen Content is best. “Evergreen content” refers to Content that remains useful and relevant throughout the seasons and years. For example, a blog post about a one-off event is not evergreen, while a how-to article might have value year around.
  • Trending topics can also work. Alternatively, trending topics or upcoming events can be an excellent way to get on a bump in search volume, hashtags, etc. If you have a post about an annual event or a holiday, take the opportunity to refresh it ahead of time with fresh information.
  • Find out which posts are performing well, and repurpose those. Someone smart about business lets their audience decide what they’re interested in. Not sure what blog content to repurpose? Let the numbers decide. You can use tools like Google Analytics (for web traffic) or BuzzSumo (for social performance) for some metrics on specific pieces of content. Which ones are doing best? It might not always be the content you expect. With the data in your corner, repurpose the content that will impact your brand most.

How to repurpose blog content for social media

How to repurpose blog content for social media

Now, let’s explore the “how” of repurposing blog content.

Before anything else, it helps to get clear on your immediate goals for the project. Are you hoping for more traffic? More leads? To grow your following on a particular channel? Once your goals are clear, you can make better decisions about achieving them.

You’ll also want to get a clear understanding of who your target audience for the repurposed content is. What mediums do they prefer, and what channels do they use? Build your content with the client in mind for repurposed content that delivers a higher impact.

Below are nine ideas about how to repurpose your blog content.

Videos. Video is more important than ever for marketers. While long form content and still images still work for some content, video is the dominant medium. You might consider making video for video-only platforms like YouTube or Vimeo, but there are also several social platforms – Facebook, Instagram, and TikTok, among others – where video content performs best. Why? Because reading takes attention, while video has the power of visualizing or simplifying complicated topics. This is particularly true for tutorials or other resource content.

Repurposing your blog into a video takes more than just reiterating the post. Take some key points and make a highlights video. Go into depth on a particular topic. And when you’re done, you’ll not only have a new piece of content, but you’ll be able to update the blog post with fresh, visual content to support your key message.

Blogging sites. A company blog might be a great way to generate traffic to your website, but a regular readership takes more work. Company blogs often have one-time visitors, while platforms like Medium or LinkedIn – where readers can access content from different authors – benefit from built-in readership and ease of subscription.

If your article get claps or curated on one of these platforms, you might reach a whole new audience entirely. And since the content is “syndicated,” not “duplicate,” you won’t be punished for reposting your content on another site in the eyes of Google.

Guest post for another blog. Guest posting is a common way for bloggers to gain backlinks. The trade is this: you create quality content, free of charge or at an agreed upon rate. They get quality content for their site without the effort. In exchange, your article with links back to your website for greater credibility for search engines.

When repurposing blog content to create a guest post for another blog, you’ll want to change the topic enough not to compete with your own blog post and not get penalized for duplicate content. So rather than writing the same article, extrapolate. Use your original article as the base of an idea, and expand from there.

Podcast. Lots of businesses are jumping onto podcasts as a marketing tool. Podcasts are personality-driven, long-form, and a great way to connect with people deeply.

There’s a fair amount of technical setup in starting a podcast – choosing a platform, sound equipment, etc. Still, you can begin more straightforwardly by creating an audio accompaniment to your blog post. To take it a step further and repurpose your blog post into a podcast, you’ll want to consider things like: What’s the angle? Who’s hosting? How does this connect to greater business goals?

The key to being successful with a podcast is staying consistent, so if you go this road, start with a series that you’ll release so that interested listeners have more to explore. Podcasts tend to be less instructional and more personality-driven than other mediums, so keep that in mind when choosing which blog content to repurpose.

Infographic. Does your blog content contain interesting research, statistics, or other information that can be explained visually? Why not repurpose your blog content by creating an infographic?

An infographic should make information explainable at a glance, so with this type of content, you might work with a graphic designer. As far as content goes, a standard infographic contains a header, a short description, and exciting information represented graphically. It should be clear and sequential and designed to be readable on the channels where you plan to share it. In addition, to get the most brand value, make sure to include your website or logo. After your initial share, other accounts might share it or lose track of the source. Using your branding makes sure you get the most value out of this asset.

Quotes, testimonials, and reviews. Like an infographic, you might also extract key quotes, testimonials or comments from your blog post and create visual assets that you can share on other channels. If your blog post contains an interesting interview, statistics, or great client feedback, any of this could make great content for a stand-alone asset.

A digital download. A digital download is another highly effective way to repurpose blog content. This could be in the form of an eBook, a white paper, a PDF, etc. Rather than posting all the information on your website, a digital download typically asks visitors to trade something (usually an email address or payment) to access it. A digital download is often called a “lead magnet” in marketing.

If you find a piece of content performing really well as a blog post, a digital download is a way to convert visitors into leads. Repurpose your blog post into a more detailed report, a checklist, or something else of value that people will gladly opt-in to.

A course, webinar, or workshop. Courses, webinars, or workshops are another excellent way to collect new leads for your business. While they might sound like a lot of effort (they can be!), there are more straightforward course, webinar, and workshop formats that only require a little extra time or minor tweaks to your content.

Start by choosing a blog post that’s relevant, interesting to your audience, and well-suited for a recorded event. This includes details like length, how many participants to join, where it will be hosted, etc. A webinar can be as simple as a Q&A or a short presentation of the topics explored in the article, while a course or workshop can go into more detail on how to actually do something. You can either arrange it as a live session or pre-record it and set up an email automation so people can enroll continuously.

Newsletter. Newsletters allow you to keep past or prospective clients engaging with your business. But rather than making them all about sales, consider your newsletter a chance to add value! People will eventually get tired of hearing about monthly promotions, but if you can teach them something new, they’re more likely to keep reading.

Your blog content can be an excellent inspiration for your newsletter. What themes or posts are performing well? What kinds of questions are you getting? Incentivize readers to subscribe to future newsletters with exclusive information, early-access, or other real value.

Conclusion

All these years later, it’s safe to say content is definitely king. But with how much time and energy goes into creating a blog post, you’ll want to get the most mileage out of it by repurposing your blog content.

Repurposing the right types of content in the right format will help grow your reach, stay adaptable to what your customers need, save you time, and give you an SEO boost. But not all content is equally suited! So be sure to choose posts that are evergreen, top performing, or trending to make sure that your repurposed blog content does most of the hard work for you.

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Workplace Riddle: Are You Operating in a Team or a Group? Let’s Find Out

group vs team

Have you ever found yourself amidst the hustle and bustle of office life, proudly declaring, “I’m part of the team,” only to later realize that, in fact, you were operating within a group?

If so, you’re not alone. This common dilemma—let’s call it a workplace riddle—is a result of the frequent interchangeability of ‘team’ and ‘group’ in our daily conversations.

However, it’s not just a matter of semantics. Understanding whether you’re part of a team or a group impacts your collaboration efforts, your work approach, and how you reach your goals.

It’s about productivity, efficiency, and the rewarding feeling of accomplishment at the end of the day. Are you ready to solve this mystery? Let’s dive in.

Decoding the Concept of 'Group'

Chapter 1: Decoding the Concept of ‘Group’

So, what exactly is a group? A group is, essentially, a collection of individuals each contributing their unique skills. It’s like a potluck dinner where everyone brings a dish to share, each contributing something unique to the table without necessarily coordinating with others.

Within a group, your focus lies in your area of work, akin to a golfer in a match. You’re playing alongside others, but your score depends entirely on your performance. There’s no ball-passing or move-coordination involved. Your individual game is what counts.

And how do we gauge success in such a setting? It’s by the accomplishments of each member—the sum of individual efforts. If everyone brings their best to the table, the group flourishes. If not, it’s back to square one.

Diving into the Two Types of Groups

Groups come in two flavors—formal and informal.

Formal groups are akin to project teams assembled by your manager to tackle a specific task. Each member has a role, responsibilities, and a deadline. It’s structured, it’s official, and it’s all business.

Conversely, informal groups are more akin to those spontaneous discussions that occur over lunch or coffee breaks. They’re organic, casual, and driven by shared interests rather than work obligations.

Consider the last time you and your colleagues spontaneously convened to discuss the latest industry trends or a new productivity app that’s making the rounds.

Consider this scenario: You’re part of a sales group. Each one of you has a distinct territory to cover and a quota to meet. Your performance doesn’t impact your colleague’s numbers. You’re in the same group, but your goals are individual. That’s a group in action.

Now that you have a firm grasp on what constitutes a group, we’ll delve into the dynamics of a team in the next chapter.

'Team' — A Commonly Misunderstood Term

Chapter 2: ‘Team’ — A Commonly Misunderstood Term

When you hear the word “team”, do you envision a group of people working together? While not entirely incorrect, this perception is akin to calling a square a rectangle without acknowledging that all its sides are equal. Yes, a team involves collaboration, but there’s much more to it.

Diving deeper into the concept of a ‘team’, we see that, unlike a group, a team is driven by a shared purpose. Recall the potluck dinner metaphor from Chapter 1? In a team scenario, rather than everyone bringing a separate dish, all would collaborate on a single large meal, with each contributing to different parts of its preparation.

Within a team, you’re not just performing your individual role; you’re also coordinating with others. The game changes from golf to football. You’re passing the ball, strategizing moves, and aiming for a collective score. Success isn’t gauged by individual performance but by the achievement of a collective goal.

If a group mirrors a solo race, a team represents a relay. Success is shared and dependent on each member. A collaborative environment forms the essence of a team, where specialized skills converge to achieve a common objective.

The strength of a team lies in how its members enhance each other’s strengths and compensate for weaknesses. Much like a well-oiled machine, each part is essential and contributes to the seamless operation of the whole.

Imagine being part of a product development team. The designers, engineers, testers, and marketers — all work towards a singular goal: a successful product launch. Your tasks are interconnected, and you share a unified purpose. That’s a team in action.

Teams vs. Groups — Is One Superior

Chapter 3: Teams vs. Groups — Is One Superior?

Having delved into the realms of both groups and teams, what distinguishes them? It boils down to the shared objectives and interdependence in a team versus the individual goals in a group. The differences are akin to those between a relay race and a sprint, a choir and solo singers, a football team, and golf players.

Determining the Need for a Team or a Group

How do you decide between a team and a group? Assess your goals. If your project requires diverse skills aimed at a unified goal, a team is ideal. Conversely, if your project necessitates individual expertise, with each member tackling a unique part of the puzzle, a group would be more suitable.

Weighing the Benefits and Drawbacks

Just like a coin has two sides, so do teams and groups. A group can offer efficiency, with well-defined roles and responsibilities, but may lack the synergy of a team. Conversely, a team can foster high levels of collaboration and creativity, but may require more time due to the need for consensus and coordination.

Neither is universally superior. It’s about choosing what fits your purpose best. Armed with this understanding, you’re equipped to make an informed decision. In the next chapter, we’ll explore strategies for effectively managing both groups and teams.

The Workplace Compass — Navigating Your Path

Chapter 4: The Workplace Compass — Navigating Your Path

Recognizing if Your Group is Essentially a Team

Have you ever pondered over your group dynamics, wondering, “Could we be a team without realizing it?” It’s akin to donning a pair of glasses and gaining clearer vision. It’s the juncture when you share not only an office space and project files but also goals, responsibilities, and, most crucially, a spirit of camaraderie.

Unified Commitment to the Group’s Purpose

Does each member in your group exhibit an equal commitment to the common purpose? If collective success elicits the same satisfaction as individual achievements for everyone, you’re more than just co-workers sharing a workspace; you’re a team.

Harmonized Workflow: A Hallmark of a Team

Optimal teams resemble well-orchestrated ballets. Each motion segues smoothly into the next, every dancer understands their role, and they all align with the group’s rhythm. If your workflow echoes this harmony, congratulations, you are part of a team!

Can a Group Morph into a Team? And Vice Versa?

Much like a caterpillar’s transformation into a butterfly, a group can indeed evolve into a team. This transition hinges on shared objectives, interdependence, and an environment that encourages collaboration. However, remember that a butterfly cannot revert to its caterpillar state. Once a group advances into a team, backtracking is not straightforward.

Real-life Transformation Tales: From Groups to Teams and the Lessons They Impart

A compelling example involves a software development group at a leading tech company. Initially, this group consisted of proficient individuals working on discrete parts of a project.

However, when confronted with an issue that required a unified approach, they transmuted into a team. Their success stemmed not from individual contributions but from the collective effort that led to a groundbreaking software solution. The moral? Adapt to the project’s demands and work towards a shared goal.

Conclusion

Reflect on your standing. Are you a cluster of individual achievers, or a team striving for a shared goal? Understanding this distinction can revolutionize your work approach and, ultimately, the outcomes you generate.

Remember, regardless of whether you’re a team or a group, the primary objective is to strive towards success. Understanding your position and when to transition between a group and a team, or vice versa, equates to winning half the battle.

As the saying goes, the best way to predict your future is to create it.

So, steer your path and mold your workplace dynamics to lay the foundation for success. After all, you’re the skipper of your ship. Now forge ahead, chart your course, and set sail.

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The Ultimate Guide to Planning Influential Team Building Retreats

team building retreats

Every bustling modern corporate life can seem like its own machine.

It’s easy to forget that behind every successful project or venture is a team of individuals working together. This is where the concept of team building retreats comes into play.

A team building retreat is a planned event where teams step away from their daily routines and gather in a different environment to participate in activities that foster stronger bonds, improve communication, and promote a sense of unity.

The impact of these retreats on the overall productivity and morale of a team is undeniable.

When executed effectively, they can transform a group of individual workers into a cohesive unit, each member understanding and appreciating their role within the larger team dynamic.

Retreats provide an excellent opportunity for team members to break down barriers and develop trust, leading to improved collaboration when they return to the office.

Throughout this article, we’ll explore all things related to team building retreats. From understanding their importance, planning your own retreat, the fun-filled activities that stimulate team spirit, and how to sustain the benefits gained long after the retreat has ended.

What Is A Team Building Retreat for Employees

What Is A Team Building Retreat for Employees?

A team building retreat is an off-site event where members of a team gather to participate in activities designed to enhance collaboration, trust, communication, and understanding among each other.

It’s like pressing the pause button on daily work routines and moving into a fresh environment where the focus shifts from individual tasks to collective growth and cohesion.

Now, what makes a team building retreat successful?

It’s not just about choosing an exotic location or planning fun activities, although these aspects are important. There are three crucial components that underpin a successful retreat:

  1. Clear Goals: Each retreat should have a defined set of goals, whether it’s improving team communication, resolving conflicts, fostering innovation, or simply bonding. These objectives guide the planning process and help evaluate the success of the retreat.
  2. Structured Activities: Activities form the heart of any retreat. These activities, tailored to achieve the set goals, should be a mix of fun and challenging tasks that compel team members to collaborate, think creatively, and communicate effectively.
  3. Follow-up: The retreat doesn’t end when the team heads home. There should be a follow-up process to reinforce the lessons learned and keep the momentum going.

When it comes to types of retreats, they can vary based on the organization and team.

For instance, corporate team building retreats usually involve employees from different departments coming together. The aim is to foster a sense of unity and alignment with the company’s mission.

On the other hand, executive team building retreats focus on the leadership team. They aim to enhance strategic thinking, leadership skills, and mutual understanding among the top-tier executives.

Understanding your team and its needs is crucial in determining the type of retreat that would work best.

Why Team Building Retreats Matter For A Healthy Workplace

Why Team Building Retreats Matter For A Healthy Workplace

There’s something magical about whisking your team away from their usual environment and diving into a dedicated space for growth, bonding, and fun.

Below we discuss the benefits of taking your team away for a break from the grind and to a team bonding experience:

Supercharging Team Performance

There’s something magical about whisking your team away from their usual environment and diving into a dedicated space for growth, bonding, and fun. Team building retreats have the power to supercharge team performance.

As employees engage in structured activities, they hone crucial skills such as communication, problem-solving, and collaboration. They learn to appreciate the diverse strengths within the team, paving the way for improved cooperation back in the office. These retreats are the training grounds for building effective teamwork.

Personal Benefits for the Team

Participating in retreats can be a refreshing break for employees from their daily work grind, making them feel valued and invested in. This is not just about having fun (although that’s certainly a part of it!), but also about personal development.

Retreats often present opportunities for employees to step outside their comfort zones, take on new roles, and gain insights about their capabilities and potential. They return to work not just refreshed, but also enriched.

Crafting a Vibrant Company Culture

A culture is a reflection of the relationships, values, and behaviors within a team. By fostering deeper connections, reinforcing company values through activities, and providing a space where positive behaviors are encouraged, retreats can play a pivotal role in crafting a vibrant, inclusive, and high-performing company culture.

Fostering Creativity and Innovation

One of the great advantages of team building retreats is the creativity and innovation they can spark. By stepping away from the usual workplace environment and routines, employees often find that their thinking becomes less constrained, and new ideas begin to flow. The unique challenges and activities that are a part of many retreats can stimulate fresh perspectives and innovative problem-solving approaches.

Building Trust Among Team Members

Trust is a fundamental element of any successful team. Retreats provide an excellent platform for building trust amongst team members.

Engaging in activities that require collaboration, reliability, and open communication allows individuals to demonstrate their trustworthiness in action. Overcoming challenges together can also create shared experiences and memories that serve as a solid foundation for trust.

Improved Employee Engagement and Retention

These retreats can make employees feel appreciated and valued, which in turn boosts their engagement with their work. The bonding and sense of community that develops during these retreats can also foster a strong sense of belonging.

Employees who feel engaged and a part of a community are more likely to stay with the company long term, reducing turnover and the associated costs.

From corporate team building retreats that unite different departments to executive team building retreats designed to strengthen leadership, retreats can be a game-changer for organizations ready to invest in their teams.

How To Create a Successful Team Building Retreat

How To Create a Successful Team Building Retreat

Building an effective team is a critical component of running a successful organization. While there are many ways to foster team spirit and collaboration, team building retreats stand out as an effective and enjoyable approach.

However, crafting a successful team building retreat involves more than just choosing a destination and booking accommodations. It requires meticulous planning, clear goal setting, and adept logistics management.

Understanding Your Team’s Dynamics

The first step in planning a retreat involves an in-depth understanding of your team’s dynamics.

Are they extroverts who would enjoy outdoor team-building activities, or would they prefer a quiet workshop setting? What are their interests, physical abilities, and even dietary needs?

You should also take into account the size of your team. Small, intimate groups might benefit from a cozy cabin in the woods, while larger groups might require a more expansive venue. Make sure the activities you plan are suitable for the size of your group and encourage engagement from everyone.

Setting Goals and Objectives

A retreat without a purpose is a vacation, not a team-building exercise. Therefore, setting clear goals and objectives for the retreat is vital.

Are you hoping to foster better communication amongst your team? Maybe you want to encourage creativity and innovation, or perhaps you’re trying to boost morale after a tough quarter.

Whatever your objectives are, they should be specific, measurable, achievable, relevant, and time-bound (SMART). Having clear goals will guide your choice of activities, discussions, and even the duration of the retreat. This goal-oriented approach will ensure your retreat is more than just fun—it will be an investment in your team’s future performance.

Logistics and Itinerary Planning

The logistics and itinerary of your retreat require careful thought. Here are a few key areas to consider:

  • Determine the duration of the retreat: The length of your retreat will guide the number of activities you can plan, the pace of the retreat, and the balance between work and relaxation.
  • Strike a balance: Too much structure can make the retreat feel like an extended office meeting, while too little structure might lead to missed opportunities for team-building. Try to find a balance between scheduled activities and free time.
  • Plan for meals, transportation, and accommodation: These logistical aspects, if overlooked, can cause unnecessary stress and distract from the retreat’s main objectives. Whether you’re outsourcing these tasks to a retreat planner or handling them in-house, they should be planned meticulously.

Planning a team building retreat can be a complex process, but the rewards—stronger teams, improved communication, and a healthier company culture—are well worth the effort.

By keeping these factors in mind, you’ll be well on your way to crafting a team building retreat that is not just memorable, but a transformative experience for your team.

Matching Activities to Team Needs and Objectives

Matching Activities to Team Needs and Objectives

Undoubtedly, one of the highlights of any team building retreat is the range of activities that foster collaboration, communication, and camaraderie. These activities form the backbone of your retreat, providing tangible experiences that reinforce the retreat’s objectives and create lasting memories.

Team building activities are specifically designed to improve team performance. They do this by facilitating better communication, building trust, enhancing problem-solving skills, and boosting team morale.

These exercises provide a practical, hands-on approach to improving team dynamics. They create a context where team members can interact in ways that might not be possible in the typical office setting.

Here are some ideas to get you started:

Recreational Activities
Recreational activities are primarily designed for enjoyment. They provide a relaxed and casual setting that allows team members to unwind and connect on a personal level.

Such activities can include:

  • Games: From board games to relay races, games encourage interaction, laughter, and friendly competition.
  • Outdoor Adventures: Activities like hiking, zip-lining, or rafting can be exhilarating experiences that bond team members through shared adventures.
  • Creative Workshops: Art, music, or cooking workshops can unlock team members’ creativity and encourage them to share their talents and passions with the team.

While they’re fun and enjoyable, these activities also offer opportunities for team members to bond and build relationships outside of a strictly professional context.

Task-Focused Activities
Task-focused activities, on the other hand, are designed to challenge your team, stimulate collaboration, and improve team dynamics. They push teams to communicate effectively, strategize, and work together to achieve a common goal.

Such activities can include:

  • Problem-Solving Exercises: These challenges push the team to work together to find a solution to a complex problem, enhancing their collective decision-making and critical thinking skills.
  • Trust-Building Activities: Through activities like trust falls or blindfolded navigation, teams can develop trust and learn to rely on each other.
  • Role-Playing Scenarios: Role-play can simulate real-life workplace situations or conflicts, helping team members understand different perspectives and improve their conflict-resolution skills.

The strategic use of these activities can highlight team dynamics and address areas that need improvement in a hands-on, engaging manner.

When selecting activities, keep your team’s needs and retreat objectives front and center. Remember the goals you set for your retreat? The activities you choose should support these goals.

For example, if one of your retreat objectives is to improve communication within the team, activities that require effective communication—like escape rooms or complex puzzle-solving games—would be beneficial. On the other hand, if your goal is to boost morale, you might opt for more recreational activities that allow the team to relax and have fun together.

It’s also important to consider your team’s makeup. An activity that’s a hit with a team of adventurous outdoorsy types might not be appreciated by a team of introverts who prefer quiet, introspective activities. Always tailor your selection of activities to your team’s preferences, abilities, and comfort levels.

Crafting an agenda filled with meaningful activities can significantly enhance the success of your team building retreat.

The goal is to create a positive, collaborative environment where your team feels comfortable, engaged, and motivated to grow together. A well-planned selection of activities can be the key to achieving this.

Hiring A Team Building Retreat Facilitator

Hiring A Team Building Retreat Facilitator

Professional facilitators bring a unique value to team building retreats. They come equipped with expertise in team dynamics, experience in conducting a variety of team-building activities, and, importantly, an outsider’s perspective.

This external perspective enables them to observe team interactions without the biases that internal leaders might have, leading to more objective and constructive feedback.

Facilitators are adept at fostering a positive and open environment that encourages participation and collaboration. They keep the retreat on track, manage conflicts or issues that may arise, and ensure the retreat’s objectives are met.

When you’re identifying who does corporate team building retreats, the task can initially seem daunting, but there’s a structured approach to streamline the process. Start by defining your retreat’s parameters—budget, location, and type of activities—and use these as filters when searching for a facilitator.

Consider your retreat’s location and the activities you want to incorporate, as these factors can influence your choice of facilitator.

If you’re planning an outdoor adventure retreat in a remote location, for instance, you might want a facilitator with experience in outdoor team building activities. Similarly, if your retreat is in a city, a facilitator with expertise in urban team-building exercises might be more appropriate.

Once you have a shortlist of potential facilitators, conduct interviews to gauge their approach, style, and compatibility with your team. Ask about their experience with similar retreats, and don’t be shy about requesting referrals or reviews from past clients.

A great facilitator is more than just an experienced professional. They are someone who can quickly understand your team’s dynamics, motivate participation, and create an environment conducive to learning and growth.

Key qualities to look for in a facilitator include:

  • Empathy and understanding: They should be able to relate to a variety of individuals and understand diverse perspectives.
  • Strong communication skills: They should be able to articulate ideas clearly, listen effectively, and facilitate open discussion.
  • Flexibility and adaptability: Each team is unique, and circumstances can change rapidly during a retreat. A good facilitator can adjust their plans on the fly to meet the team’s needs.

Hiring a professional facilitator can be a game-changer for your team building retreat, elevating it from a fun getaway to a transformative experience that boosts your team’s performance and cohesion.

What Happens After the Retreat

What Happens After the Retreat?

Once the dust settles after your team building retreat, it’s essential to take a moment and reflect on the experience.

A group debriefing session can serve as a platform to discuss the highlights, insights gained, and areas of improvement for future retreats.

During this session, encourage team members to share their experiences, what they’ve learned about themselves and their colleagues, and how they felt about the activities and discussions. This process not only validates the retreat experience but also reinforces the lessons learned.

Turning the insights and lessons from the retreat into tangible actions in the workplace is crucial for maintaining the momentum.

Start by revisiting the goals set for the retreat. What were you aiming to achieve, and how well did you meet these objectives? Identify key learnings and develop strategies for implementing them into your team’s daily operations.

This might involve changing certain team processes, fostering new communication practices, or perhaps setting up regular team activities to continue building relationships. It’s important to maintain an open dialogue about these changes, encouraging feedback and adjusting your approach as needed.

The real success of a team building retreat is measured by the lasting impact it has on team dynamics and performance. Establish metrics to track this impact over time. These could range from tangible measures like productivity levels or employee turnover rates, to more subjective ones like team morale and cohesion.

Regularly check in with these metrics and adjust your post-retreat strategies as needed.

A team building retreat should not just exist to create an enjoyable off-site experience for your team, but to facilitate lasting improvements that translate into a more effective, collaborative, and satisfied team.

Conclusion

A team building retreat is more than just a break from the office or a chance to partake in fun activities. It’s a journey of discovery, connection, and growth for your team.

Every step, from the initial planning stages to the post-retreat reflection and follow-ups, is an opportunity to learn more about your team, build stronger relationships, and cultivate a collaborative and positive work environment.

Embrace this journey with an open mind, a spirit of inclusivity, and a willingness to adapt, and you’ll be amazed at the transformative power of a well-executed team building retreat.

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Bringing Your Best to the Table: 8 Qualities of a Stellar Team Player

qualities of a team player

Have you ever been assigned a task and a moment later heard those dreaded words, “It’s a group project!”? Yes, that feeling of excitement and terror as you wonder who you’ll be working with.

But here’s the thing: it’s not just about the people you’re stuck working with. It’s about the qualities they bring to the table that really matter. Knowing these qualities is important because they’re the key to being the heart and soul of your team. When you have these qualities, you become the driving force that keeps the team alive and pumped up with energy.

In this blog post, we’re going to explore the top qualities of a team player — the ones that set you apart and make you a true asset to any group. We’ll discover how these qualities impact the dynamics of a team and push everyone to success.

Let’s dive in.

What Are the Qualities of a Team Player

What Are the Qualities of a Team Player? The Eight Must-Have Traits for Success.

When it comes to effective teamwork, the qualities of a team player play a vital role. Let’s explore the top characteristics that fit together to create a high-performing teammate.

1. The active collaborator: Dives into collaborations, inspiring others to join forces.

If you want to find out whether a team is productive or not, look at how the members interact with one another.

Unlocking success in a team requires the art of working well with others. Why? Because when you collaborate, you actively take part in discussions and bring your ideas to the table. Plus, you’re open to finding solutions that make everyone happy. Together, you achieve more because collaboration makes the team stronger and more effective.

But it doesn’t stop there. Those who are great collaborators know how to share responsibilities and credit, too. This, inevitably, creates a positive and supportive team dynamic.

2. The communication catalyst: Ignites meaningful conversations and bridges gaps.

Being a good team player means you’re, almost always, a great communicator. You’re happy to have a discussion and break it down in simple terms. Oh, and you’re careful with your tone and body language, too.

So, be the smooth talker who keeps everyone in the loop and encourages healthy conversations. Ask questions, show genuine interest, and really hear what your teammates have to say. Remember, good communication helps everyone understand each other better. Also, it makes working together a breeze.

3. Passionate: Having that innate strive for learning.

No, this one isn’t about being a workaholic. Rather, it’s about your passion for exploring and discovering. It’s about seeking feedback and reflecting on what you can improve in your qualities as a team player.

When you’re passionate, you just never do the bare minimum. You take time to get feedback from your teammates and think about your own performance.

Listen to what others have to say, be open to their input, and use it to become an even better team player. Plus, read the best books to learn about the qualities of a team player and help you with your journey of growth. Up, up, and away to improvement!

4. Proactive: Takes charge and makes things happen.

Another characteristic of a good team player is the willingness to think forward and come up with solutions ahead of time. So, if you’re proactive, you take the lead without waiting for instructions.

This quality of a team player is valuable because it shows that the person looks for ways to contribute. Being proactive helps to foresee, prevent, and solve problems and creates an energetic and productive vibe.

5. Adaptable: Welcomes change and rolls with It.

Things can get pretty wild in the workplace. And when they do, we need adaptable people by our side. They’re the teammates who can handle curveballs, adjust their game plan, and keep the team moving forward.

What’s more, they’re willing to learn new ideas or ways of doing things. Yes, we all love them. The quick-footed players who don’t get easily thrown off balance!

6. Reliable: The go-to person in a pinch.

If you’re a reliable team player, your teammates know they can count on you. Come what may, you do what you say you’ll do, meet deadlines, and consistently deliver high-quality work. This helps you build trust and confidence within the team.

And research shows that creating psychological safety is at the heart of building efficient teams. To explain, psychological safety is when teammates feel safe to take risks, knowing that they’ll find support and camaraderie.

When everyone is reliable, things run smoothly, and the team shines. Thus, trust is the glue that holds a team together. It helps everyone feel secure, promotes cooperation, and brings out the best in everyone.

7. Supportive: Shows understanding and offers a supportive shoulder.

The best qualities of a team player reflect a commitment to shared goals. No wonder great team players are there to support their teammates. Whether it’s lending a helping hand, offering guidance, or cheering them on, they always have your back. They create a positive and uplifting atmosphere for everyone.

Mutual support fosters a friendly team environment where people know they’re valued and understood. Clearly, this makes collaboration smoother and relationships stronger.

8. Humility: Understands what it means to be humble.

C.S. Lewis, the famous British writer, said it best, “Humility is not thinking less of yourself; it’s thinking of yourself less.” In other words, humble people don’t let their egos take center stage or overshadow their teammates.

But being humble also means being self-aware. You know your strengths, and you feel okay with not having all the answers.

By the way, humility shines when it comes to sharing success and dealing with failure. When things go well, a humble person gives credit and celebrates the team’s accomplishments. They don’t hog the spotlight or claim all the glory for themselves. Instead, they recognize that success is a group effort. They make sure their teammates get the recognition they deserve.

But life isn’t always rainbows and unicorns. Sometimes, we face setbacks and failures. In those moments, a humble team player takes responsibility for their mistakes and looks for ways to learn and grow.

A real-world example to showcase the qualities of a good team player

Bringing it together: A real-world example to showcase the qualities of a good team player.

On August 5, 2010, in Chile’s Atacama Desert, a group of miners embarked on a seemingly ordinary day of work.

Little did they know that their lives were about to take a dramatic turn. As they dug deep into the earth, disaster struck.

Boom! The ground shook, and a massive explosion filled the mine with dust. The miners were trapped, buried under a gigantic block of stone. Darkness surrounded them, and hope seemed to fade away.

But here’s where the team-first mentality comes in. The miners refused to give up. They threw away titles and ranks and treated each other as equals, like one big family.

Led by their supervisor, Luis Urzua, they formed shifts to keep watch and support one another. They even held prayer sessions to lift their spirits. Food was scarce, but they shared every little bit, making sure no one went hungry.

Meanwhile, on the surface, a different kind of teamwork was set into motion. Experts and rescue teams mobilized, working to find a solution. It was a race against time, filled with uncertainty and challenges, but their determination knew no bounds.

Throughout the rescue, collaboration became the cornerstone of success. And the best qualities of a team player emerged. Professionals from different fields pooled their expertise, united by a shared goal: to save the lives of those trapped below.

People held their breath, hoping for a miracle. And it happened! After an agonizing wait, a rescue tunnel finally reached the miners’ refuge. A special capsule descended, ready to bring them back to safety.

One by one, the miners emerged from the depths, hugged by their families and celebrated by everyone around. It was a moment of pure joy, a triumph of teamwork and collaboration.

Key takeaways

To sum up, the story of the Chilean mine disaster reminds us that teamwork is everything. It shows us that when we set aside our differences, join hands, and collaborate, we can achieve the unimaginable. It’s a powerful lesson about the good qualities of a team player and the strength of unity.

So, the next time you face a daunting challenge, remember the Chilean miners and their epic rescue. Be passionate, believe in the power of collaboration, and stay humble. Together, you can conquer anything that comes your way.

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Why Digital Dexterity is the Overlooked Skill Every Team Needs

Digital Dexterity

There are many reasons a digital initiative doesn’t go as planned. Sometimes a project runs out of budget before it’s been fully implemented. There could be challenges integrating it within your organization’s existing systems. Perhaps there are technical issues you didn’t anticipate going into it. But the biggest reason that your digital initiative might fail? It’s human. And we’re not just talking about human error.

As most organizations have embraced some form of remote or hybrid work, teams rely more on tools and technology than ever. But the full potential of these tools – greater productivity, efficiency, accuracy, and growth – can only be realized when the people within your organization have both the ambition and ability to use them. This is a skill called digital dexterity. And it’s perhaps one of the most underrated skills an employee can have in today’s workforce.

Gartner established itself as an expert on the topic with their 2018 report, “Digital Dexterity at Work: How and why to prepare your workforce for the future of digital.” Their report surveyed 3,500 corporate employees to explore what digital dexterity is and how it can be cultivated within an organization.

So, whether you’re here trying to improve a digital initiative that didn’t go as planned or looking to cultivate digital dexterity proactively – you’re in the right place. Today, we’ll look deeper into the report’s highlights and explore the meaning of digital dexterity, why it matters, and how to promote it in your workplace.

What is digital dexterity

What is digital dexterity?

Let’s start with a definition. Gartner’s report defines digital dexterity as “a set of beliefs, mindsets, and behaviors that help employees deliver faster and more valuable outcomes from digital initiatives.” When an employee is digitally dexterous, they’ll be “open to technology’s potential, willing to flex roles and take risks, adept at iterative and collaborative ways of working, and possess strong technology- and data-savviness.” According to the research, just 9% of employees and 16% of leaders meet the criteria, yet digitally dexterous employees are 3.3x more likely to launch and complete digital initiatives successfully. Perhaps you can see why this skill is so important!

So what are some digitally dexterous skills? The criteria is defined as an employee who is ambitious and able with digital initiatives. Some traits that work parallel with digital dexterity are ability to forward-think, flexibility, adaptability, a digital-first mindset, and data-drivenness.

Benefits of Digital Dexterity for your workplace

  • Greater productivity and efficiency. The goal of most digital initiatives is to improve the productivity or efficiency of your team. With more digitally dexterous employees, you’ll be more able to maximize the impact of your technology to support business outcomes.
  • More agility and digital adoption. Digital dexterity is linked with your team’s agility and, thus your organization. By prioritizing digital dexterity, your team will be more agile and quicker to respond to changes in the market. Additionally, when it comes time to introduce new tools, a digitally dexterous team will be better able to integrate them into existing workflows.
  • Cultural changes. Digital dexterity is associated with risk tolerance, flexibility, and autonomy. By focusing on digital dexterity in your organization, you’ll notice changes to your organizational culture as a whole.

How to promote digital dexterity

How to promote digital dexterity

By now, you might be recognizing the gap. If only 9% of employees are digitally dexterous, simply changing your screening and hiring process to account for this won’t be enough! Luckily, there are also steps you can take to build and promote digital dexterity within your organization. And they’re roughly based on three areas.

1. It starts with leadership

One of the most effective ways to cultivate organizational digital dexterity is to start with your leaders. When leaders are equipped with the tools they need to communicate, model, and align with digital priorities, it’s one of the highest-impact ways to make the changes widespread. Here are some ways leadership can be more effective in this capacity.

  • Give leaders a narrative. Connect your digital initiative with a story. What’s the “why” behind what you’re doing? Any change – good or bad – can be exhausting or frustrating for employees. Rather than pushing a new tool or process on your team without an explanation, creating a story helps set the tone. It can help your team stay connected to the reason for the learning curve and inspire them to be part of a more significant transformation. Creating this narrative at the top ensures that your message stays consistent throughout the organization.
  • Encourage them to model behavior. Effective leaders are usually influential because they take an active role in their team. There’s no sense that they’re above the rules or out of touch. So to help ease the transition to digital, get your leaders to demonstrate the digital dexterity you want from the team. This might mean normalizing failure, taking risks, or sharing when they’ve changed their mind or revised decisions.
  • Align other aspects of the organization. If you’re hoping to change how your entire team operates, revisiting your operations is also helpful. Does your organization, as it operates now, prioritize digital dexterity? Create an environment where your digital initiatives are incentivized, rewarded, or put at the forefront. Some examples of how you might do this are by building digital dexterity metrics into performance reviews or making them KPIs for the year. Revisit any budgets, processes, or policies that might work against you and revise them.

3. Build an environment around digital dexterity

According to the definition, digital dexterity is connected with employees working iteratively and collaboratively. But how can you create an environment that fosters this? There are a few key ways.

  • Promote the qualities you’re trying to foster. Qualities like iteration and collaboration are especially valuable for digitally dexterous teams. You might do this by creating diverse teams or removing whatever obstructs teams from operating most efficiently. When you empower teams to be more autonomous, they’ll naturally start cultivating digital dexterity.
  • Clarify how employees can get IT support. The report shows that connecting employees without a technical background to IT support can make them more digitally dexterous. Create transparent processes so employees know how to use this resource when needed.
  • Foster connections. There are likely already experts on your team for different tools and technologies. Identify them and activate them as consultants. This can either be in the way of formal training or by letting employees know they can go to designated experts with questions.
  • Enable employee autonomy and self-service. Give employees more freedom to experiment with new technologies. You can start by training employees and integrating some lighter technical responsibilities into their current roles.

Want more ideas on how to impact cultural transformations? Check out this article on how to create a culture of innovation.

3. Develop your employees

While digital dexterity isn’t considered a competency on its own, several competencies work hand-in-hand. Below are a few of these competencies that you might consider in your hiring process.

  • Business acumen
  • Adaptability
  • Political Savviness
  • Fusion Collaboration
  • Systems Thinking

The report suggests that most organizations overly rely on training and should instead focus on experience-based learning. One popular way to do this is through rotations that are closely connected with an employee’s desired career trajectory. Give your employees a reason to want to succeed and you’ll be both working towards the same goals.

Concluding Thoughts

Digital dexterous employees are quickly becoming one of an organization’s most valuable assets. With a digitally dexterous team, you’ll be better able to tap into the full powers of your technology and gain from all the productivity, efficiency, and cultural benefits.

Whether your team is ready for a digital transformation or sitting comfortably, why not try some of the abovementioned techniques and see what happens?

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6 Signs of Being Overworked + What You Can Do About It

signs of being overworked

Feeling tired? A bit short on patience? Maybe you suddenly notice you haven’t done your hobbies in a while or find your overall attitude a bit less cheerful than it used to be. Or perhaps it’s just that every time you enter a room, you forget what the heck you came for in the first place.

You might be thinking: aren’t these things just a normal part of working? In small doses, they can be. But they can also be signs of being overworked. And knowing the difference between everyday stress and overwork can have essential implications!

The World Health Organization found that the number of people working 55 or more hours per week is steadily increasing, with 9% of the population globally meeting this criteria. But even if you’re not clocking long hours, you could still suffer from overwork without even realizing it. That’s why, today, we’re talking about overwork: what is it, why we do it, some of the signs and symptoms, and what you can do to deal with it.

What is overwork

What is overwork?

Before we get into the topic, it will be helpful to define “overwork.” So, what exactly is overwork? We live in a culture where hard work or hustling is encouraged. So overwork can be defined as working excessively to the point where it negatively impacts your physical or mental health.

By some definitions, overwork is anything more than 55 hours per week. But for the sake of this article, we’ll explore overwork not as a specific amount of hours but as a state of well-being. A 40-hour workweek has long been considered average, but each individual may be capable of more or less depending on their circumstances.

Why we overwork

There are plenty of reasons why someone might overwork, though some are more conscious than others. Let’s get into some of the most common reasons people overwork below.

  • Too much to do. It’s often true that our jobs present us with more work than we can realistically handle. So we stay late, skip sleep, or check emails after hours, hoping to get ahead finally. But the nature of the “too much to do” trap is that there’s never any end in sight. It can be normal to go through periods where we are extremely busy or putting in extra time, but if the feeling is recurring, it might be time to reevaluate.
  • To demonstrate our commitment or enthusiasm. Commitment or enthusiasm can be a positive trait to some extent, but overwork is a common side effect when we’re trying to prove ourselves, trying to get ahead, etc. People identifying with this reason for overwork may benefit by addressing some of the root causes – imposter syndrome, anxiety, or anything else that makes us doubt our abilities.
  • Perfectionism. A perfectionist’s job is never done. An email or report that could have been done hours ago enters into revision rounds, proofreads, etc. Rather than finishing projects within a reasonable time frame, a perfectionist might find reasons to draw it out beyond a point where it’s beneficial. If you’re overworking due to perfectionism or stuck in a perfectionist loop, take a moment for a break. Ask yourself: is the amount of effort going to impact the outcome significantly? If not, set a stopping point and stick to it.
  • Cultural factors and unrealistic expectations. While some causes of overwork are internal, plenty of external forces cause people to overwork. You may work in a culture (work culture or country culture) that values achievement or productivity. This also might include unrealistic expectations about how much your workload ought to be, how much you can achieve in a fixed amount of time, etc. If this is your reason, consider why you value this job. See if there’s something you can do to change it (like setting better boundaries) or if it’s better to take your talents elsewhere.

Worried that you might be headed towards burnout? Here’s an article on how to identify it, avoid it, and get back on track.

How to know if you’re overworked

How to know if you’re overworked

We’ve covered the definition of overwork and explored some common reasons people overwork. But how do you know if what you’re experiencing is overwork? The symptoms of being overworked are similar to regular work stress. But a few indications can signal that you’re overworking when experienced over time.

  1. Working long hours or taking extra responsibilities. One of the most clear indicators that you might be overworked is working long hours. Do you work what is considered an average day, or are you regularly working long hours to get it all done? Do you have regular days off, or are you more often taking your weekends for work projects? What classifies as too much, of course, will depend on your circumstances. For example, a person without a partner or child might have more capacity for work than someone with a family. But take a realistic assessment of how much time you’d like to be working compared to how much time you’re spending. Are they aligned? Another easy way to identify that you might be overworked is if you’re doing multiple people’s jobs or taking extra responsibility with the same number of hours. In either case, you can decide if there are practical ways to change this or if you might need to make a more drastic change to prevent burnout.
  2. Trouble disconnecting from work. Do you think about work all the time? Everyone goes through phases or has specific projects that keep them up at night. In some ways, this can be a sign of passion or investment! On the other hand, if this trouble disconnecting is recurring, the long hours or obsessive thoughts can indicate something more serious. Warning signs are checking emails or dashboards after hours, spending extra hours working, or sacrificing important things in favor of work-related tasks.
  3. Feeling busy or behind schedule. Most of us live with a never-ending to-do list full of should do’s and wanna do’s (if we ever found the time). Work culture is increasingly focused on productivity and output, so being busy is often like a badge of honor. When it starts slipping towards overwork, the feeling is sustained for an extended period. If you’re feeling behind at work and notice that leads you to neglect other parts of your life, that could be a reliable indicator that you’re overworked and not just temporarily stressed.
  4. Health symptoms. Physical health is one of the more serious effects of being overworked. When you’ve been overworked for a while, your health can suffer. According to a World Health Organization published a study in 2021, “working 55 or more hours per week is associated with an estimated 35% higher risk of a stroke and a 17% higher risk of dying from ischemic heart disease, compared to working 35-40 hours a week.” In addition to the more dire statistics, some common health-related overwork symptoms might appear as…

    • Exhaustion, Fatigue
    • Sleeplessness
    • Feeling distracted, brain fog, trouble concentrating
    • Weakened immune system, recurring illness
    • Anxiety, depression, Irritable or low mood
    • Weight fluctuations

  5. Lack of life balance. Are you missing out on things you used to value? Feeling disconnected from important people or your passions? When you spend so much time with work that your personal life suffers, it could be time for a change.
  6. Loss of passion. A loss of passion might be reduced energy or enthusiasm for the things that used to matter to you – and it’s one of the most unambiguous signals that you’re overworked and maybe even heading toward burnout. If the things you used to love are now feeling routine or mundane, take some time out to figure out what you might do to return to a better place.

How to deal with being overworked

How to deal with being overworked

Are you finding some of the signs of overwork familiar? The good news is that noticing you’re overworking is the first step towards creating a healthier and sustainable path forward. If you’re ready to make some changes, here are some tools we find particularly useful for dealing with being overworked.

  • Become aware and assess the situation. As soon as we notice something we might have been overlooking, it can be overwhelming. What else have we been missing? Now that you’re in an exploratory phase, really take the time to assess your current situation. What’s the reality of your day-to-day life right now? Are you happy with your work or do you feel like you got off track? Be very honest with yourself about where you’re at now, so you can create a plan to move forward.
  • Reflect on what you do want. With a comprehensive overview of where you are now, take some time to reflect on what it is you do want. What are your long-term goals, and how is your current situation helping you get there? What would you like to be doing more of? Is your current job limiting you from some of the things you’d like to do? This stage is invaluable before taking more drastic measures (quitting, starting your own business, etc.) because it helps you get more specific about what changes you’d like to make rather than going in without direction.
  • Make a plan. With an overview of your current situation and a map for the future, you can start taking action in alignment with what you truly want. Some helpful tools in this phase include creating a schedule to manage your time better. If you’d like to limit working hours or focus more on specific projects, try different productivity techniques that help keep you on track and accountable. Also helpful can be establishing better time boundaries and practicing when to say no to things you can’t make time for.

And while you’re working to make practical changes to your schedule, support it with lifestyle changes. This might be changes to your diet, more regular exercise, mindfulness practices like yoga, meditation, or therapy, or better sleep hygiene. Alongside this, make a point of investing back into what you used to spend time on. Take time out for friends, family, or old hobbies. Do things that bring you more joy so that you’ll be more connected and more inclined to protect them when work pressures run high again.

Conclusion

Overwork may look a lot like stress. But when you’re experiencing adverse physical or mental outcomes over a sustained period, it’s healthy to take a step back and evaluate your circumstances. Could it be time for better boundaries? A talk with your boss? Time to hire a new employee? Or time for a full-on career change?

When you’re used to being overworked, coming back to a better work-life balance will take effort. But for a more relaxed, enjoyable, low-stress, value-aligned, and healthier existence? We’d say it’s well worth the effort.