Don’t force people to come back to the office full-time, Ideal team player, Remote meeting multitasking & Bad Choices
5th September 2021 Evolution Partners Newsletter
“You cannot fix a problem that you refuse to acknowledge.” ― Margaret Heffernan
Hope you’re Thriving!
It’s been a productive week for me with a 2-day strategic planning workshop, several meetings and time working on my book about onboarding. But the exciting news for people who live in Perth this week is that the biggest sporting event in Australia, the AFL grand final, will be held in Perth for the first time. Before this week, the best hope for a Grand Final in Perth was still more than 50 years away. So with that, let’s jump into this weeks update.
The ideal team player hiring guide
I’ve spoken before about Patrick Lencioni’s book The Ideal Team Player, an actionable framework to identify, hire and develop ideal team players. These people have a mix of three key traits.
Ideal team players are humble. They lack excessive ego or concerns about status. They are quick to point out the contributions of others and slow to seek recognition for their own. They share credit, emphasise team over self, and define success collectively rather than individually.
Ideal team players are hungry. They are always looking for more—more things to do, more to learn, more responsibility. Hungry people rarely have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.
Ideal team players are smart. They are emotionally intelligent and have common sense about people. They tend to know what is happening in a group situation and how to effectively deal with others. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.
This week I came across the ideal team player interview guide, a simple set of questions and insights from Pat’s consulting firm, The Table Group. During an interview with a candidate, you can use the guide to help you identify humble, hungry, and smart candidates.
Download the ideal team player hiring guide here.
The problem with ending work from home
I don’t know if we’re near the end of the pandemic, but I do know that employers are talking about how and when to have employees working from home again come to the office. This week, an interesting HBR article featured a survey of 5,000 Americans that identified that 80% of US workers want to work from home at least one day a week. And more than 40% would start looking for another job or quit immediately if ordered to return to the office full time.
Some interesting data here reinforces the idea that working from home is now seen as a perk for many employees, which may have serious ramifications if removed.
Read the HBR article here Don’t force people to come back to the office full-time
The problem with remote meeting multitasking
If your team is working from home, you will be more than familiar with remote meetings and the benefits and disadvantages. One of the challenges is that the longer the meeting, or the more people in a meeting, the harder it is to keep people focussed. And a publication from Stanford this week analysed these challenges, noting that people multitask in over 30% of virtual meetings. So if you want people’s undivided attention, have more meetings in the afternoon, and keep them short and small. Our best creative and analytical thinking happens before lunch or after dinner, so protect mornings to focus on deep work.
Read the publication here Large scale analysis of multitasking behaviour during remote meetings
Bad choices and everyday missteps could harm your cognition, here are the seven worst habits for your brain.
In China, people under 18 are having their gaming time cut to just three hours each week – one hour on Friday, one on Saturday, and one on Sunday, from 8 to 9 p.m. China cuts video game time for kids to 3 hours each week
Are you spending as much time searching for a movie as actually watching one? A good movie to watch is based on human reviews without an algorithm and shows you movies with a viewer and critic score higher than 70%.
This week on The Growth Whisperers podcast
Many leaders want to know how to hold a team accountable. Often they will look at team members and wonder why they aren’t accountable. In order to build accountability in a team, you need two things, the tools and the environment. In last weeks first episode we reviewed the tools required to build accountability in your team.
In this part two of two, we discuss the elements and the environment required to build accountability in your team.
How the best leaders hold people accountable (part 2 of 2)
Listen to The Growth Whisperers
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