you do not understand where the poor of motivation on your team comes from?
have you asked yourself these three questions?

they will help you identify the issues.
which, in return, will help you find ways to engage your team.

1. do I communicate clearly with my team?
because insufficient guidelines or feedback make people unsure of what the expectations are, what they do well, and what they need to work on.

solution: audit your communication style to understand how much clarity you provide

2. how psychologically safe is the environment you provide?
because people want to feel that their contribution is valuable, that they are being heard and recognized, and that they can share their concerns.

solution: focus on building trust between all the team members

3. do you support career growth on your team?
because when people feel stuck in a position or when it doesn’t tap into their potential, they do not see the point of doing their best.

solution: uncover the strengths and aspirations of each team member and create individual development plans

because people’s motivation and engagement come from how you treat them.
not from the activities that you think you are engaging them in.
a fruit Monday will never replace your care and interest in them.

as you can see, you do not need to go out of your way, to come up with initiatives.
the answer what to do, lies within your team.

you don’t know what to do: you have introduced fruit Mondays at the office, your employees work remotely three days a week, yet the engagement remains low?

and all those measures were supposed to raise it.
why aren’t they working then?
because what is missing are not different incentives, but trust.

everyone wants to feel appreciated.
everyone wants to feel listened to.
everyone wants to feel understood.
everyone wants to feel encouraged.

and all of the above can only be achieved through trust.
trust builds psychological safety, helps overcome obstacles, and encourages fast decisions.
it also generates enthusiasm in employees and strengthens their attachment to the team.

how do you foster trust on your team?

would you like to increase your team's performance?
make communication more effective?
increase psychological safety?

here are the steps to follow:
1. understand how personal differences might slow down/hinder communication and decision making
2. make sure your employees know why each of them is invaluable
3. make sure they know why the other team members are also invaluable
4. use the above information to make conflict constructive
5. and to increase performance

i had the pleasure of partnering with LPR - La Palette Rouge to facilitate a dynamic self-discovery and effective communication-enhancing training for two teams.

through discovering their DISC personality styles and becoming aware of their strengths, potential, vulnerabilities, and communication and motivation preferences, they were equipped with valuable tools empowering them to thrive in any environment.

a heartfelt thank you to Tiago Costa, the team leaders Katarzyna Nowicka and Andrzej Klimkiewicz, and to the two teams for their professionalism, energy, open-mindedness, team spirit, organisational skills, expertise, patience, and their ability to see the big picture and nail down all the crucial elements!!!
this would not have been possible without you!!!

are you aware that people get stressed by completely different things?
the fact that you hate it when deadlines pile up, does not mean that there aren't people who love it (sic).

some people get stressed when things are too fast, others when things are too slow.
some need to know all the details, others don't even want to know that details exist.

you need to know the preferences and the triggers of everyone on your team, to know how to motivate them and how to grant them the psychological safety they need.

do you know what behaviours you need to avoid with each of your team members?

without a doubt an outstanding tool to continue building highly effective teams, basing on vulnerability-based trust, constructive debates, transparent communication, and collective results. we are thrilled to announce that matylda roszkowska has successfully completed the Five Behaviors® Certification course by Wiley Workplace Learning!