Excellent video. Typically, the leader is the one that needs to create the trust in the team and many times they (we) don't do it. However, I've found many times teams which are impervious to any effort made to create the trust and talk openly. I know that there is something we would be doing wrong like leaders, but I feel stuck many times on this situation.
Thanks David! It may be worth looking closer at their peer to peer relationships. Perhaps there is a certain person on the team who is violating people's trust?
"Extract Lessons from Failures" - thank you for digging into this. We've built a culture that welcomes risks and failures, but see this is an area where we can level up. Great video and article all around. Appreciated you also digging into active listening.
We are emailed annual anniversary surveys. Very few teammates fill them out because most are convinced they are not anonymous. We can fill out safety incident reports, but we never hear about the outcome. 🤷🏻♀️
Ugh. Sorry. It's sadly all too common for leaders to accept the results of the survey, analysis them, and then never tell the company what they learned.
“Oops!” Meeting is a great idea. In some work cultures this would be deemed as unthinkable. The challenge is to put this into action and make leadership peers see the benefits. Any thoughts?
Start with leaders. And maybe do “pivot” meetings instead. A pivot sounds great but it’s essentially leaders admitting they made a planning mistake. So explain why we’re changing, what was wrong, and what they’re doing now in response.
I’ve been on the report-side of this sort of dynamic! I reckon having a regular “oops” meeting would’ve helped me feel and show up better in pretty much every way on that team…
Thanks David for the great video. The leader that I am reporting to informed me that everyone has a skeleton in their closet; and I should keep mine under control. I thought that was standard practice, till I saw this great essay of yours. How can I deal with a leader that doesn't allow mistakes to be documented? Also, if that leader is constantly singling out the team members when they make mistakes, what should I do to change that pattern?
Great question. If you can, try and create a culture of trust between you and the rest of the team WITHOUT the leader. You may not be able to document failures but you can help each other solve them before they become too big an issue. Long-term though, it is probably a good idea to start looking for a new team. ; )
I’m totally using those post-project questions! As a fairly new leader, I’m still afraid to admit my own failures to my team sometimes because I feel like I’m still trying to prove myself. Any advice for moving past that mindset? Thanks!
I get it. I guess I'd start by saying your team knows your failures. You're not actually gaining anything by hiding them, but you gain an awful lost of trust by admitting them. Start small though. Just a little bit of vulnerability goes a long way with a new team.
Excellent video. Typically, the leader is the one that needs to create the trust in the team and many times they (we) don't do it. However, I've found many times teams which are impervious to any effort made to create the trust and talk openly. I know that there is something we would be doing wrong like leaders, but I feel stuck many times on this situation.
Thanks David!
It may be worth looking closer at their peer to peer relationships. Perhaps there is a certain person on the team who is violating people's trust?
This is amazing Dr. Burkus! Thank you!
Glad you enjoyed it!
"Extract Lessons from Failures" - thank you for digging into this. We've built a culture that welcomes risks and failures, but see this is an area where we can level up. Great video and article all around. Appreciated you also digging into active listening.
Thank YOU for watching!
"Failure funeral" made me laugh. Great advice all around!
Thanks so much!
Love the content and the sense of humor. Amazed at the color-coded books in the background
Aw. Thanks so much!
We are emailed annual anniversary surveys. Very few teammates fill them out because most are convinced they are not anonymous. We can fill out safety incident reports, but we never hear about the outcome. 🤷🏻♀️
Ugh. Sorry. It's sadly all too common for leaders to accept the results of the survey, analysis them, and then never tell the company what they learned.
“Oops!” Meeting is a great idea. In some work cultures this would be deemed as unthinkable. The challenge is to put this into action and make leadership peers see the benefits. Any thoughts?
Start with leaders. And maybe do “pivot” meetings instead. A pivot sounds great but it’s essentially leaders admitting they made a planning mistake. So explain why we’re changing, what was wrong, and what they’re doing now in response.
I’ve been on the report-side of this sort of dynamic! I reckon having a regular “oops” meeting would’ve helped me feel and show up better in pretty much every way on that team…
I hear ya. Thanks Tucker!
Love this!
Thanks so much!
Right on David. Excellent content and so much needed. LOVE IT!
Thanks so much!
Thanks David for the great video.
The leader that I am reporting to informed me that everyone has a skeleton in their closet; and I should keep mine under control.
I thought that was standard practice, till I saw this great essay of yours.
How can I deal with a leader that doesn't allow mistakes to be documented? Also, if that leader is constantly singling out the team members when they make mistakes, what should I do to change that pattern?
Great question. If you can, try and create a culture of trust between you and the rest of the team WITHOUT the leader. You may not be able to document failures but you can help each other solve them before they become too big an issue.
Long-term though, it is probably a good idea to start looking for a new team. ; )
Great video David!
Thanks so much!
I’m totally using those post-project questions!
As a fairly new leader, I’m still afraid to admit my own failures to my team sometimes because I feel like I’m still trying to prove myself. Any advice for moving past that mindset? Thanks!
I get it. I guess I'd start by saying your team knows your failures. You're not actually gaining anything by hiding them, but you gain an awful lost of trust by admitting them. Start small though. Just a little bit of vulnerability goes a long way with a new team.
I trust this guy
Ah. Thanks so much!