Yours Behaviourally

Transformation: Lessons from The Diamond Nine

Nick Fewings Red Arrows Smoke

Each year in late August, Bournemouth, where I live in the UK,  holds a 4-day free air show on the seafront which attracts well in excess of a million tourists.  One of the star attractions is the RAF Red Arrows Display Team, arguably, the most famous acrobatic team in the world.  There are 9 pilots, who fly at over 400 miles an hour, often within 6 feet of each other.  This not only requires high-levels of individual skill, expertise and both behavioural and emotional intelligence, but also exemplary teamwork.  The 9 pilots are supported by just over 100 support staff and ground crew.

I have had the pleasure of seeing their displays regularly over the years, which has lead me to study them in terms of their high-level of excellence in teamwork.  In this article, I will share with you facts about the team, applied to the Team DyNAmics© programme that I use with leadership, operational and project teams.  Hopefully, you will learn some fascinating facts about the Red Arrows which may get you thinking about your team’s performance and how to enhance it.

I have titled my articles in reference to the iconic Diamond 9 formation they use as part of their displays.  The leader, or Boss, is known as Red 1, positioned at the front of the diamond formation.  The newest recruits are Red 2 and Red 3, who fly just behind Red 1.  The further you are away from Red 1, the more experience you have.

Nick Fewings Red Arrows Diamond 9

TRANSFORMATION

Red Arrow Fact: After all flights, all pilots participate in a detailed debrief, which includes video footage to review what has just happened in the air. They employ a clever psychological trick in the briefing room to avoid conflict. They never refer to each other by name. Instead they use Red 1 through to Red 9.  Whilst having personal views and opinions, all the team must get on with each other.

Team DyNAmics©: Transformation

Ngagementworks Team DyNAmics Creative Interactions

Transformation is vital in a team, whilst you may be good, there is always room for improvement.  It is really important that you therefore take time to review both individual and team performance.

Here are a few questions for you to consider:

  1. Do you regularly reflect and review your team’s performance?
  2. Are mistakes seen as opportunities to do things differently in the future?
  3. Do team members share their thoughts and ideas on how to make things even better than they are?

If some or all of the above don’t happen or happen too infrequently, perhaps it is a good idea to bring this up in your next team meeting.  Discuss, generate ideas and agree how any challenges can be overcome to support positive transformation in your team.

If you’ve found this article of interest and value, please do sign-up to receive notification of when I post the next  article in the series, by using the Follow icon to the top right of this page.

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

High5 #4: 5 Positive Stories From This Week

High5 Friday Ngagementworks Nick Fewings

Welcome to the fourth High5 Friday, a brief look back at this week and 5 things and people, that caught my eye and made me feel upbeat and want to share with you.  There is so much negativity in the world, I thought this might resonate with others and who knows, you may be one of the people I mention in a future edition.

1.       Sharing your knowledge costs you nothing but your time

How good a feeling is it when you share some of your knowledge and experience and it helps others.  David Wheeler does just that on a regular basis.  David is the Senior Learning and Development Business Partner at OCS Group UK.

Via his LinkedIn profile, David shares some great hints, tips and comments to get you thinking about your own personal development, leadership and teamwork.  Keep up the great work David.

2.       Raising awareness of sexual abuse

Whether you have been a victim of sexual abuse or know someone who has, or indeed lead someone in your team that is a victim, having expert advice, training and support is important.  Lorna Markillie  and her colleague, through their company L&D Training do just that. They provide education and training on how companies support their employees if they have experienced sexual assault, sexual harassment, FGM, consent, and more.  They can also provide guidance and help with policies and procedures, supporting organisations with short term and long term goals. A much needed service, bearing in mind that recent statistics show that 1 in 5 women and 1 in 6 men have experienced sexual assault.

3.       From little acorns

3 years ago, David Bewick, a project management expert, based in Newcastle-upon-Tyne had a dream to create an event with the aim of looking at the world of business and project management. Thought leaders sharing their knowledge and experience on topics that are important today, whilst holding to the values of affordability, inclusivity and fun! So, an event that everyone was invited to, everyone could afford and where everyone will learn something and be entertained!  Last year, the event sold out with over 300 people attending.  This year’s event takes place at the Stadium of Light, Sunderland on Wednesday 22nd November, with prices starting at less than £5.  Having spoken at the inaugural event, I wholeheartedly recommend attending if you are in the North East.  More details can be found here. 

4.       Giving back to communities

Sometimes, I am amazed at the energy, time and commitment that some people have and Julia Robertson-Avenell is one of those people.  Julia has been an Administrator and PA for over 20 years within the sales industry supporting sales teams and directors across the UK and currently works for Hays Recruitment. During her career, Julia has received a number of awards and more recently was shortlisted in 4 categories of the London PA Awards!!

In addition, due to her passion for development, training and mentoring, Julia Co-Founded NESS – The Essex PA Network with Karen Glenn.

However, if work and supporting other PAs isn’t enough, on Saturdays, Julia is a Voluntary Sales Manager for the Hamelin Trust, which supports individuals with disabilities and their carers.

It tires me out sometimes just reading about Julia’s week!

5.       Six degrees of separation

This week I booked a flight and hotel for a holiday in 2018 via British Airways.  Unfortunately, due to it not being a straight-forward booking, I couldn’t complete it by myself online, so ended up speaking to Kate (surname not given due to BA policy) at the British Airways Customer Contact Centre in Warrington.

Kate provided excellent service to me in a friendly, professional manner, adding in thoughts and ideas for me to consider, based on her experience of visiting the same destination.  Her customer service WOWed me.  I complete the online feedback form to show my appreciation however wanted to get a message to her personally.

So, I thought about the fact that they say we are only 6 links from everyone in the world, so I thought I would give it a try and shared my message of thanks to Kate via various social media channels, asking if people would share it, if they thought they could get the message to her.

I was amazed when one of my contacts, Kathy Soulsby, a VA who runs Personally Virtual, replied to me, saying that she had done it via one of her contacts Anthony Hall, who is a Customer Proposition Manager at British Airways.

Thanks to Kate for the great customer experience and Kathy and Anthony for their help.  Just shows what you can do with a little help from your friends.

I hope that you’ve enjoyed these stories and if you missed reading the previous posts, here are links to:

High5#1

High5#2

High5#3

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

Cracking the code of high-performance teamwork (6 min read)

Ngagementworks Team DyNAmics Measurement

HOW DO YOU MEASURE TEAMWORK?

Effective teamwork is vital to the success of every organisation and even more so in times of political and economic instability, however, few organisations actually quantify what it is, how to measure it and how to achieve high-performance in teamwork. Understanding why one team performs better than another is hard to crack. Google has spent millions on Project Aristotle with inconclusive results.  However, Nick Fewings, CEO of Ngagementworks believes he has cracked it with a combination of behavioural profiling and the Team DyNAmics© Model he created.  Nick explains.

“Teamwork is influenced by two factors, WHO is in your team, in relation to their behavioural make-up and HOW effectively they work together.”

FOCUS IS COMMONLY ON “BOTTOM-LINERS”

At a recent leadership conference that I was speaking at, I asked the question “How many of you measure how effectively your team work together?” The resounding response was “We Don’t.”

What they did measure though, is what I call “bottom-liners,” i.e. indicators of performance that affect the P&L.  Due to the pressures on private companies to maximise returns for shareholders and both public and 3rd sector organisations, striving to minimise their cost income ratios, focus is very much on the “bottom-liners.”  Whilst these measures are important, so is an understanding of how effectively the individuals within those teams ,who deliver the “bottom-liners” are working together.

EMPLOYEE ENGAGEMENT OFTEN FOCUSSES ON  CORPORATE ENGAGEMENT

Organisations try to balance measuring “bottom-liners” by undertaking Employee Engagement Surveys, but many of these tend to ask questions that measure “corporate wellbeing and engagement” and do not address the day to day issues that impact on a team’s performance and engagement.  In addition, many staff see these as just another “tick in the box” exercise that they’ve done before, which they perceive has having little or no impact on their day to day jobs.  They also see themselves as distant from the results and therefore do not take ownership of them.  The ones who often suffer are the leaders, who need to release their hard-worked and limited staff resources to ‘fix’ engagement issues, when their results are below the norm.

However, when Sunday evening comes and peoples’ minds turn to the next working week, it is how their immediate team works that either excites them or fills them with dread, not whether they have 10% off corporate membership to their local gym. That is why the WHO and HOW of teamwork is important to measure, understand and manage.

DO YOU UNDERSTAND WHO IS IN YOUR TEAM?

Coaches that achieve success with their teams, whether it be football, basketball, rugby, cricket or other sports, have an in-depth knowledge of not only the technical skills of their team but also what they are like behaviourally.  Are they loud, quiet, thoughtful, a creative team-player, someone who needs the tactics spelt out to them or someone who understands with little detail given.

The same applies to business teams and it is important that leaders understand these things about the individuals within their team, to maximise both their behavioural preferences and technical skills, in order to play to an individual’s strengths.  In addition, understanding the whole team, provides excellent information on how the team are likely to behave together, which impacts on team meetings, decision-making, how creative they are and many other aspects of teamwork.

The understanding of WHO is in your team can be achieved by using personality profiling and mapping the team.  There are many excellent tools in the market to enable this and the key is to ensure that you use one that is highly-regarded and use someone who knows the model and profiles well to bring them to life, explaining their practical application in the workplace.

Nick Fewings Ngagementworks Clarity 4D Map

HOW TO KNOW WHAT IS WORKING WELL AND NOT SO WELL IN YOUR TEAM

Based on my many years’ experience of both leading teams and facilitating team development, my research identified 16 Elements that form the foundation upon which high-performance teamwork can be achieved.  Each of these 16 Elements bonds at a higher level, to what I call Categories.  4 Elements, each linked to the 4 Categories.

Nick Fewings Ngagementworks Team Dynamics Engagement

Team DyNAmics© Model Categories

I then developed an online questionnaire, which team members complete about how they perceive their team is working, using statements that focus on the 16 Elements.  The results are amalgamated to produce a Team DyNAmics© Report which measure each of the 16 Elements, the 4 Categories and overall Team Engagement.

TEAMS WHO REGULARLY RE-RUN TEAM DYNAMICS© SEE A MARKED INCREASE IN TEAM EFFECTIVENESS AND ENGAGEMENT

The data is extremely powerful in highlighting both what is working well in a team and what is causing them a challenge. The team own their results and are therefore more likely to take action to overcome their challenges.  Re-running the questionnaire multiple times enables the team to track whether their performance, as a team is becoming more effective.  Uplifts of 15% in Team Engagement are not uncommon over a 6-month period.

Ngagementworks Team DyNAmics© Comparison

LEADERS NEED TO FOCUS MORE ON THE WHO AND HOW

I believe that leaders should be spending about 20% of their time on setting the strategy and goals of their team and 80% on the WHO and the HOW of teamwork, in order to achieve the goals that have been set.

I have found that a lot of leaders are doing exactly the opposite, due to the focus on “bottom-liners” and also the fact that they don’t have the tools to measure either the WHO or the HOW of team performance.

WHAT ARE THE BIG DATA TRENDS FROM TEAM DYNAMICS©?

The big data from using the model with teams is fascinating.  Having used it at leadership, operational and project level, across different industries and sectors, has produced some extremely valuable and interesting data and themes.

Whilst team members are saying that they are proud to work in their teams and that they are happy to give support and help to their colleagues when needed, it also highlighted that regular meetings to review individual performance against objectives are not happening as often as they should and that a lot of teams have systems in place that hinder, not aide them to work effectively.

Ngagementworks Team DyNAmics Framework Mapping

Ngagementworks Team DyNAmics© Framework Mapping

Reproduced with permission from an interview with Nick Fewings, CEO of Ngagementworks and creator of the Team DyNAmics© Model

Teamwork at its best in Beijing

Find out how a team effectively used the Team DyNAmics© Model when Nick joined them for a trip to the Temple of Heaven in Beijing, when he was speaking and facilitating workshops at an international conference of leaders and entrepreneurs.  Teamwork at its best in Beijing.

Would you like to know more about how the Team DyNAmics© Model may help you and your team?

Nick can be contacted via email via  nick@ngagementworks.com or by calling him on 00447966306903 or by using the Contact Form

If you have found this article of interest, please use the Follow option at the bottom of this page, to ensure that you are informed of future posts plus, help others and Pay It Forward, by sharing with those who may find it useful.

 

High5 #3: 5 Positive Stories From This Week

High5 Friday Ngagementworks Nick Fewings

Welcome to the third High5 Friday, a brief look back at this week and 5 things and people, that caught my eye and made me feel upbeat and want to share with you.  There is so much negativity in the world, I thought this might resonate with others and who knows, you may be one of the people I mention in a future edition.

1.       Be tenacious, be passionate and don’t give up

If you want to achieve a goal in your life, sometimes, you need to be persistent in trying, even when you get knocked back by others and opportunities pass you by.  An exemplar of this is Craig Harris, one of a small percentage of male assistants in the UK.  Craig knew what job role he wanted but had a number of setbacks before he got his break and lucky he did.  Craig has recently become the first male assistant in the UK to win the Pitman SuperAchievers PA of the Year Award.  You can read an interview about Craig using this link to this month’s edition of PA Life. Craig’s feature starts on page 13.

2.       A small act of kindness can make all the difference

A post on LinkedIn this week caught my eye.  It was posted by someone working in a senior position in the hospitality sector, that due to the extremely long hours they worked, limited time off at the weekends and the stress they had been put under, eventually had a break down and had to have time off work.  Despite numerous communications to their employer, all that they received was their P45.  A shocking state of affairs.  Then I spotted a comment by Mark Godfrey, MD of Deer Park Country Hotel.  Mark not only offered kind and constructive words of support but also offered a weekend break to the person at his hotel just outside Honiton.  What a kind thing to do. 

3.       Share your knowledge and wisdom freely

Money isn’t the be all and end all.  Yes, we all need to make a living however sharing some of your knowledge and experience with others goes a long, long way.  James Potter aka TheLinkedInMan does this on a regular basis via his LinkedIn posts.  Whilst running courses and speaking at conferences about using LinkedIn effectively, either as an individual or as an organisation, James is always happy to share some of his knowledge and expertise by sharing hints and tips on his feed and when commenting on others posts.  Having been on one of James’ courses, I know what he does works.  If you want to check out how good your LinkedIn profile is, you can do so via James’ website, where there is a quiz that gets you thinking.

4.       Help others to find there voice

Sometimes it is difficult for some of us to speak up about bad behaviour.  Unfortunately, bad behaviour still occurs on a regular basis in the workplace. Bonnie Low-Kramen has created a Speak Up website with some great articles and tips to help others find a voice, especially if experiencing bad behaviour.  I was also delighted that this week, Bonnie became the first woman to feature in my Pay it Forward initiative, sharing some great learning on how to collaborate more effectively in your team.  You can read it here

5.       Be creative, don’t think outside the box, think like there is no box

Charlotte Wibberley, founder of VIP VA has organised an inaugural conference called EleVAte, to be held on the 4th/5th October at Waltham Cross, UK.  Due to some people not being able to attend in person, Charlotte and her team have come up with a creative solution, a virtual ticket, which will provide them with recordings of all the speaker sessions plus more. What a great idea that makes the conference so much more inclusive.

I hope that you’ve enjoyed these stories and if you missed reading the previous posts, here are links to High5 #1 and High5#2

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

The Narcissistic Leader: More Sinister And Destructive Than Bullying

Over the many years of working with teams, helping them to develop high-performance, I have often had discussions about bullying, especially carried out by those in positions of power. However, more recently, I have been having conversations with individuals about behaviour that goes beyond bullying which has led me to understand the issue further. Whilst we all encounter people who we feel have treated us badly, this goes far beyond this type of unacceptable behaviour and frighteningly, whilst occurring frequently in the workplace, is very rarely understood or tackled as it is a personality disorder.

The disorder is called Narcissism and can occur equally in men and women. Richard Boyd, an eminent psychotherapist, quotes “The word narcissism comes from the Greek mythological figure, Narcissus, who upon seeing his own reflection in a pond, fell obsessively in love with himself and his own image. The true unhealthy Narcissist we see today, while maintaining a false self or “mask” of achievement, perfection, and the attainment of all the symbols of success and power, hides underneath a self-hating, insecure, fragile real self, which fears being uncovered and exposed at any moment.” It is the latter that becomes so destructive if you are the one to uncover or expose them in the workplace as you will feel the full force of their wrath.

According to body-mind researcher and M.D, Alexander Lowen, in his book, Narcissism – Denial of the True Self, Narcissists share many common traits with bullies, but due to their ability to project a compelling false, idealised self-image, and high intelligence, are more likely to “get away with it”, and escape accountability. This is the frightening part when you work with someone with these traits. An H.R. Director I spoke to recently was aware of this condition however said that the problem was that these individuals were extremely convincing in interviews and it wasn’t until they were employed that the problems began.

So What Are The Most Common Traits?

  • Arrogant and self-centred
  • Can be charismatic and articulate
  • Likely to disrespect boundaries or rules
  • Reacts badly to criticism or challenging their opinions and views
  • Critical or dismissive of the views and opinions of others

How The Narcissist Operates

Narcissistic personalities normally have a strong rigid-perfectionistic streak which gives them the discipline to set goals, focus and achieve, but there is a clinical coldness or unfeeling aspect to their natures (Lowen:1986). Many unhealthy Narcissists appear to achieve but in fact are predators who feed off victims they encounter in life, using their victims’ efforts, skills, and hard work, which get assumed and taken by the Narcissist as their own, without remorse, recognition or meaningful reward for those around them (Babiak:2006).

In a Narcissist’s world, It’s all about them, as Narcissists possess no real empathy, they feign or act empathic, while they delude themselves that they are entitled to special treatment, and to not having to bother with detail or drudgery (Babiak:2006). These Narcissists often gather a following of helpers or “sidekicks” to manipulate into doing any effort based work for them. Instead they spent their time managing their “image”, being a “visionary”, being “strategic”, establishing key “contacts”, that they argue only they are able to successfully do (Lewi-Martinez:2008). Loyalty is not a long-term 2 way street. “Sidekicks” eventually get “drop kicked” or betrayed when it suits the Narcissist.

In organisations the “special” end game is to get to the top, get on the Board of Directors, and/or be the MD where money, power, publicity, status and greatness all lie in wait for them. They are ruthless and exploitative in business and personal relationships, and paranoid of betrayal by others. They claim more than what is their actual entitlement without remorse, do not feel a need to justify themselves, and believe that as special, unique rules should operate in their favour. They are both jealous and paranoid of those above them in the world or the organisation or indeed have better relationships with others than they do. With these people, they employ a combination of seduction, control, manipulation, character assassination, undermining and avoidance. They may attempt to initially befriend them to “work them out” and decide if they can overcome them, especially where they cannot be “converted” into a follower, or at least sidelined into neutrality.

Narcissists have learnt that truth is a subjective reality and work to create perceptions in their favour, utilising lies and truth interchangeably.  The Narcissist reacts to and is overly sensitive to any criticism or threat of being exposed, which is countered with rage and retribution. As the Narcissist is always right in their own mind, and will lie without conscience, you cannot constructively argue or negotiate with them. They will attack and humiliate those who they already judge as inferior, which is most of the rest of us.

Narcissists in general will use gossip, confidential one-on-one chats or talks, using a mask of either “being concerned” about the person they are attacking, or with a trusted “sidekick”, will outright denigrate or belittle, lie, defame, and otherwise destroy their reputation, knowing that perception creates reality and doubt. In general, they cannot be compromised with, mediated, or negotiated with, in good faith. They are obsessed with winning and not win-win, whatever the cost. The other person(s) in the dynamic are unimportant to the Narcissist and its winner take all, with the narcissist always feel a sense of entitlement to what they crave.

Finances And Addiction

The Narcissist may either completely control finances, and be secretive about their own or household finances as a form of manipulation or control of partners. Alternatively they may have a secret addiction and spend money impulsively, or be incompetent and unable to manage finances, relying on trustworthy “sidekick” partners to manage and prop up financial matters and routines.

Narcissist often have an underlying but often secret addiction which they use to self-soothe with, or to emotionally numb out their stress and anxiety that they keep hidden from public view. Addictions may include one or combination of alcohol, drugs, food, gambling, shopping, smoking, internet, etc.

Common Triggers Of Narcissistic Personality Disorder

Narcissists often have troubled childhoods with a difficult relationship with either their mother or more often their father. This then has a knock-on effect with the relationships they have with other family members and relationships in general which tend to be shallow and dysfunctional. They will often shy away from discussing their childhood or give sketchy details as for them, this is a painful period in their life that has helped shape their Narcissistic disorder.

Their Game Plan

Paul Babiak PHD, in his book, “Snakes in Suits”, notes that Narcissists use a 3 phase game plan when engaging with victims. The first phase is selecting their victim or prey based on assessing the potential victim’s utility value, and identifying their psychological strengths and weaknesses. The second stage involves manipulation of the potential victims with carefully crafted messages plus using constant feedback from the potential victim to build and maintain rapport and control. Phase 3 occurs when the Narcissist has finished “devouring” the victim and whose utility value has been exhausted. The drained and bewildered victim is abandoned without remorse as the predatory Narcissist looks afield for new victims higher up the corporate ladder, which equates to more power in their reality.

In summary, Richard Boyd concluded that it can be seen that unhealthy Narcissistic people are deceptive and who can go through life largely undiagnosed, and who can be on appearance sane, rational and charismatic, often achieving success in their field. However on closer inspection one finds under this mask of grandiose perfection and self- righteousness, a dark shadow of deceit, manipulation, self-serving, lying, and potentially criminal behaviour that acts without remorse or compassion or consideration for others. Indeed they may devour and possess others as a means to get power, status, wealth and other externalised symbols of success.

What Can You Do If You Are The Victim?

So what can you do if you are faced with someone who exhibits these traits in the workplace and where you have become their victim?

  • Don’t take anything personally, it’s not about you, it’s about them
  •  Try to avoid situation that make yourself a target
  •  Line up emotional support with trusted close friends or colleagues
  •  Prepare for the worst as Narcissists will try to win at all costs
  •  Gather evidence as to what has happened to you and when.
  • Keep a record of emails, voicemails, interactions and those who were present and witnessed what happened.
  • Speak to someone in authority, your Line Manager, or someone in your H.R. department as it may not only be you who is suffering.

I hope that the above may help those people who have been the victim of a workplace Narcissist to understand what has happened to them and to enable them to do something about it if they need to do so.

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward, by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

Wishing you continued happiness and success in both work and life.

Yours behaviourally, Nick

Rediscover Your Most Powerful Secret Weapon by Bonnie Low-Kramen

I’d like to introduce our first female PIFPAL (Pay It Forward Pal), Bonnie Low-Kramen, Bonnie Low-KramenPresident of Ultimate Assistant Training & Consulting Inc. Bonnie’s passion in work is empowering assistants to be a leader in work and in life. Whilst based in Florida, Bonnie travels all over the world facilitating workshops or speaking at conferences.  Bonnie’s passion outside of work is the beach and the peace that comes from this happy place.

Her claim to fame is her son, Adam Sol Kramen.

Bonnie’s song that resonates with her and her life is “You’ve Got a Friend” by James Taylor.

You can find out more about Bonnie via her LinkedIn Profile.

Which of the 16 Team DyNAmics© Elements does your post support?: COLLABORATION

Ngagementworks Team DyNAmics Creative InteractionsHow Will It Help Others?: By revealing the talents of team members who work 5 feet from you.

How long will it take?: 30 minutes to 1 hour

Resources required: Notepad and pen

Premise:  Everyone is hired at a company for a reason. Staff may not know exactly what those reasons are and since we don’t walk around with our CVs, it is vital that we find other ways to know the talents and skills of our team members, who often work 5 feet from us and with whom we may have been working for many years.

What to do: Get your team together and take turns introducing yourself. First and last name, how long have you been working at the company, and name a minimum of ONE thing and maximum of THREE things that you are an expert in. What do people come to you for? Everyone should be encouraged to take notes because there will be new information shared here.

After the exercise, a volunteer can be chosen to compile a list of contact info, and the 1-3 areas of expertise of each team member and then share it with the rest of the team.

As facilitator, you can encourage post-meeting mentorship between team members, on their area of expertise.

Follow Up – When new team members come on board, they should be asked their areas of expertise and set the expectation that everyone ‘pays it forward’ as needed.

This activity also works really well when project teams are put together, by building trust and encouraging collaboration right from the outset.  In addition, what about undertaking this activity with other teams that you have a close working relationship with!

Many thanks to Bonnie for Paying It Forward.

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward, by sharing it with those who may find it useful.

Please do share your stories about using this great teamwork tip from Bonnie by using the comment box below this post.

Would You Like Help Others And Feature In Pay It Forward?

If you have some effective learning that would help either individuals or a team and want to be featured in the Pay It Forward Initiative, I’d love to hear from you.  The only criteria are (1) the learning is effective, (2) it takes no longer than an hour to undertake, (3) you don’t need too many resources, (4) you are able to share it freely.

If you do, please email me via nick@ngagementworks.com or give me a call on 00447966306903 or use the Contact Form

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

Wishing you continued happiness and success in both work and life.

Yours behaviourally, Nick

Pay It Forwards You May Have Missed

Previous articles that you may have missed can be found by using this link

TV Interview: The WHO and the HOW of high-performance teamwork

Nick Fewings Ngagementworks Business Connections

Yesterday, I was interviewed by Steve Hyland of Business Connections.  The focus was on the importance of not only knowing WHO is in your team, both from a technical and behavioural skills perspective but also, of equal importance, being able to measure and understand HOW effectively they are working together as a collective.

Nick Fewings Ngagementworks On AirThe date for your diary is Monday 7th August 2017 and the broadcast will be at 12pm.

If you wish to view it, the link is below (currently, the link will take you to this week’s interview with Derek Williams, CEO of the WOW Awards, talking about celebrating and rewarding excellence in customer service and the positive impact this has on employee engagement.)

Nick Fewings, CEO, Ngagementworks on Business Connections Live

If you are unable to view it at the time, I will post a further update after the broadcast, with a link to the archive of it.

If you wish to know more about leading and developing high-performance teamwork, you may find the link to this article of value and interest. Cracking the code of high-performance teamwork

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you know of others who may benefit from watching the broadcast or reading the article, Pay It Forward by sharing it with them.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

High5 #2: 5 Positive Stories From The Week 24.07.17

High5 Friday Ngagementworks Nick Fewings

Welcome to the second High5 Friday, a brief look back at this week and 5 things and people, that caught my eye and made me feel upbeat and want to share with you.  There is so much negativity in the world, I thought this might resonate with others and who knows, you may be one of the people I mention in a future edition.

1.       Keep positive

At some point in our lives, whether it is in our personal or work life, as quoted in the film, Forrest Gump, “Shit Happens”.  It’s the way in which we deal with it that makes the difference.  Rachel Mossakowski is one of life’s positive people.  Rachel, who lives in Austin, Texas was made redundant over 3 months ago and even after numerous rejections, she still remains totally positive and upbeat, as I’ve read in her posts on LinkedIn.  Rachel’s got some great administrative skills and experience and I am sure that soon an organisation will benefit from them.

2.       Persevere with your vision

Back in 2011 Ian McAllister, Steve Wake and Chris Field had a simple idea…. an event that was inclusive, affordable but above all else a celebration of Project Management. They wanted to show the lighter side of Project Management, maybe even enjoy the day…both educate and entertain and thus Synergy was born. One of the things that makes Synergy special is that it is almost entirely organised by volunteers and over the years this amazing team have played host to an incredible array of guests / speakers including HRH Princess Anne, Lord Digby Jones, Ken Livingstone and many more, including myself.  Attendance regularly hits the 700 mark annually now.

So, if you are looking for a way to recognise your phenomenal project management team you could do a lot worse than take them along to Synergy 2017.  This year, Synergy takes place on the 2nd November at City Hall, Westminster, London.  More details here

3.       Shine a light on others

Shelagh Donnelly, who is based in Vancouver, Canada runs Exceptional EA, dedicated to helping and supporting those in the administrative profession.  As well as regular hints, tips and articles, Shelagh regular features admins from around the globe in her feature Real Careers which not only shines a light on them but in doing so helps other admins learn and develop.  This week, the spotlight was on Claire Grace, a virtual executive assistant, based in the UK.

4.       Support others in achieving their goals

In 2010, on the island of Rhodes, 150 energetic young people gathered to attend the first Rhodes Youth Forum. They came from 34 different countries to listen to reports and to talk about issues in the world’s social develop­ment.  As the result of the Rhodes Youth Forum a new initiative to create an organization that could continue to support the activities of the youth on the ongoing basis was launched. This new international youth movement was officially founded in 2010 in Prague and named Youth Time International

The name of the movement, “Youth Time”, refers to the years of the youth as the happiest and most active period of life. Young people should use it properly in order to do their best for their own future and the future of older and younger generations.

Last month, I was honoured to deliver a keynote conference presentation on collaboration and then a masterclass on leading and developing high-performance teams at the 2017 Summer School, held in Beijing, China and attended by over 120 young leaders and entrepreneurs from over 28 countries from around the globe.

Youth Time’s President is Julia Kinash and she is supported by Leigh Woods and his colleagues who project manage the conferences and other events held.  Hopefully, the next generation of leaders and entrepreneurs will be better equipped to not make the mistakes that some past generations have.

5.       Set yourself goals

Recently, I was invited to speak at a Diversity & Inclusion event at which I met Alex Clarke, who is on the Graduate Scheme at Post Office Limited.  Alex is 24 and has diplegic Cerebral Palsy.  However, this has not held Alex back in his goal to be a ski racer and represent Great Britain.

Here is a video clip of Alex telling his story at the conference, Alex Clarke, my story so far

And here is one of Alex’s latest blogs about his journey, which has some photos of him skiing. A change of path.

I hope that these stories inspire you as much as they have me and if you missed reading the first edition, here is a link to it High5 #1.

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

High5 #1: 5 Positive Stories From The Week 17.07.17

High Five Ngagementworks Nick Fewings

Welcome to the first High5, a brief look back at last week and 5 experiences that made me feel upbeat and want to share with you.  There is so much negativity in our world, I thought I’d focus on the positive and the people who make it positive for others in what they do.  I hope you enjoy reading it and it gets your week off to a positive start.

1.       Make Work WOW And Engaging

As one of this year’s judges for the WOW Awards, I was invited to attend an event in London organised by Derek Williams and his team, entitled “Employee Engagement Made Easy.”  There were some excellent speakers including David MacLeod, OBE, founder of the Engage For Success group.

Also on stage was William Montgomery, who leads askten, sharing “Why Leaders Need to Master Story Telling.”

They were also joined by Mandy Ferries, HR Director of FirstPort and then Kelly Norcliffe and Victoria Farrell of SafeMove, who shared their fantastic stories about how employee engagement has had a positive impact on their businesses.

Employee engagement and recognition have so many positive impacts on individuals, teams and organisations that if you don’t focus on these areas already, it could be worthwhile finding out more about the positive impact they have.

The WOW Awards: https://www.thewowawards.co.uk/

Engage For Success: http://engageforsuccess.org/

2.       Belief And Passion Makes Things Happen

Victoria Darragh had a belief and passion to help and support both personal and executive assistants in the UK and give them a voice.  Hence, she founded the Executive & Personal Assistants Association, which was officially launched in January 2016.

Helped by enthusiastic members, all of whom are volunteers, who make up the General and Regional Boards, EPAA has gone from strength to strength, even in challenging economic and political times.

12 months ago, I helped as one of the facilitators at the inaugural Fellows learning event, held in Leeds, which was attended by about 40 assistants.   I was delighted to see that over 90 attended this year’s event on Friday, held in Bristol and supported by Debs Eden and the brilliant facilitator Adam Fidler.

EPAA is proof that being passionate about an idea that helps others, coupled with hard work, support and collaboration with others who are equally as passionate, can make such a positive difference to many others.

If you are an assistant, you may want to check EPAA out: https://epaa.org.uk/

3.       Changing A Negative Into A Positive Doesn’t Take Much

I was staying at the Doubletree Hilton Cadbury House, Congresbury, prior to facilitating a leadership workshop.  I arrived just gone 3pm and my room wasn’t ready, as the hotel had been full the night before.  Immediately, the receptionist gave me a drinks voucher and suggested that I enjoy a free drink at the bar and that as soon as my room was ready, she would let me know.  Fantastic customer service, changing a negative into a positive at very little cost.

If something goes wrong, think about how you can put it right for the customer and put a smile on their face.  Well done to the staff on reception at the hotel.

4.       Pay It Forward

It costs nothing to recommend someone for the good service you’ve experienced and I had the opportunity to do so this week with two different people.

Deer Park First Impressions NgagementworksBeing a dog-owner, my wife and I always take our dog on a UK holiday each year.  We did so recently and I had the opportunity this week to mention to two other dog-owners, the fantastic service and venues of Woodlands Country House B&B, just outside Padstow and Deer Park Country House Hotel & Spa, Buckerell, near Honiton, whose MD is Mark Godfrey Both great places, both dog-friendly plus Deer Park is also a great venue for training or conferences.

A recommendation for great service or a great experience only costs you your time.

5.       Seeking Out The Perfect Speaker For Your Conference

Speakers For Results Nick Fewings Ngagementworks Yours BehaviourallyHaving spoken at over 450 conferences throughout the world, I have experienced the good, the bad and the ugly of conference speaking. If you are a conference organiser, getting the right speaker is like putting your head on a chopping block, as your choice can make or break the conference.

Jo Salter helps take away the lottery of finding the right speaker through Speakers For Results, which manages some of the top speakers in the UK, chosen for their experience, knowledge and client testimonials.

What I found really positive is that for a client, there are no agency fees, plus there is the following guarantee;

“We ask that all our speakers give you an absolute guarantee. If, for any reason, you are not totally satisfied that a programme has been of value to you, then you simply let them know on completion of their work and they will reimburse your investment in full.”

So, if you are looking for a quality speaker for your conference, you may want to check out Speakers For Results

Wishing you continued success and happiness in both work and life.

Yours behaviourally, Nick

Help Others By Paying it Forward

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward by sharing it with those who may find it useful.

Can I Help You?

If you want to discuss how I may be able to help you and your team achieve even greater success by facilitating team building or by speaking at your conference, my email is  nick@ngagementworks.com, my mobile is 00447966306903 or please use the Contact Form

Building Trust Via Food by Ian Cribbes

I’d like to introduce our PIFPAL (Pay It Forward Pal), Ian Cribbes, Director at IMC&T Ltd Ian’s passion is to help Ian Cribbesteam members develop and grow and see them succeed. His claim to fame is getting a multi-billion project back on track to the client’s satisfaction.

You can find out more about Ian via his LinkedIn Profile.

Which of the 16 Team DyNAmics© Elements does your post support?: TRUST

Ngagementworks Team DyNAmics Emotional RelationshipsHow Will It Help Others?: By getting to know each other in an informal way, helps to build understanding on how each of us ticks, what our interests and passions are outside of work.  It is my experience that this activity builds trust and understanding within the team which helps when the going gets rough, which can be quite often in major projects.

How long will it take?: 40 minutes per week

Resources required: Food

What to do:  On a pre-nominated day of each week the team gather for an informal breakfast with each member of the team taking turns to supply the food, bearing in mind any special dietary requirements of team members – nothing elaborate, ideally finger food.  The gathering is AWAY from the office space (ideally) and no mobiles phones and no business talk allowed.  It takes place at the start of the day before team members have had the chance to get involved in the days’ work.  The prime purpose is to get to know each other, what our plans are for the weekend, how the family is, what holidays are booked etc.

In addition to the above the team would break for a combined lunch, about every 6 weeks or so, with each member buying their own but all sitting together.  We did this in a food hall in a large shopping centre close to the office.  On this occasion, the only mobile allowed was that of the Project Manager (Team Manager) who could deal with any emergencies should they arise.  Again, the purpose was to relax together and enjoy each other’s company.

On one major project where I was the Programme Manager I would invite the team and their spouse / partner to my home where I would put on a BBQ for all.  This took place twice a year, summer and winter (we lived in a hot climate at the time!).

Sometimes the simplest of things can make the biggest differences. Building trust doesn’t happen overnight and relies a lot on people opening up about themselves personally.

Many thanks to Ian for Paying It Forward.

If you’ve found this article of interest and value, please use the Follow option in the right side panel to ensure that you are informed of future posts plus, help others and Pay It Forward, by sharing it with those who may find it useful.

Would You Like Help Others And Feature In Pay It Forward?

If you have some effective learning that would help either individuals or a team and want to be featured in the Pay It Forward Initiative, I’d love to hear from you.  The only criteria are (1) the learning is effective, (2) it takes no longer than an hour to undertake, (3) you don’t need too many resources, (4) you are able to share it freely.

If you do, please email me via  nick@ngagementworks.com or give me a call on 00447966306903 or use the Contact Form

Wishing you continued happiness and success in both work and life.

Yours behaviourally, Nick