Team Verve https://teamverveco.com Team Coaching and DISC Workshops Mon, 20 Apr 2026 16:33:42 +0000 en-US hourly 1 https://teamverveco.com/wp-content/uploads/2019/04/cropped-square-icon-1-32x32.png Team Verve https://teamverveco.com 32 32 From the Himalayas to NYC: Team, Trust, and Vulnerability https://teamverveco.com/from-the-himalayas-to-nyc-team-trust-and-vulnerability/?utm_source=rss&utm_medium=rss&utm_campaign=from-the-himalayas-to-nyc-team-trust-and-vulnerability https://teamverveco.com/from-the-himalayas-to-nyc-team-trust-and-vulnerability/#respond Fri, 20 Mar 2026 20:23:40 +0000 https://teamverveco.com/?p=8254 My love for teams was born high in the Himalayan mountains. I was young, naïve, and full of energy—running hard and stretching boundaries.

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My love for teams was born high in the Himalayan mountains. I was young, naïve, and full of energy—running hard and stretching boundaries. 

Alongside learning to hike jungles and peaks, I began to overcome my own insecurities. I learned to risk trust and practice vulnerability while blazing trails and surviving on rations. In these intense physical conditions, my own glaring weaknesses quickly became obvious, and I realized that no matter how determined I was, I wouldn’t succeed alone. I needed a team.

Later, as I moved into a leadership role, I discovered the challenges of teams went far beyond the mountain trails. Communication could quickly break down. People’s motivations and expectations could be worlds apart. Trust and vulnerability—the very things that make teams thrive— took hard and personal work to build.

Life Has a Lot of Teams!

Over the next few years, life gave me a wide variety of teams: a family business, a pioneer-spirited NGO, a get-it-done startup, an established service company, an educational program, multiple church and nonprofit teams, and my own growing marriage-and-family team! Phew!

As I navigated these teams, I increasingly saw the need for skills – team skills. I observed that whether in business, marriage, or family, teams have the power to accomplish incredible things—or quickly fall into dysfunction. Simultaneously, teams are as different as the people in them, and navigating those differences can be both profoundly rewarding and incredibly challenging.

 
DISC and Working Genius Training in NYC

When Teams Start to Fray

Quite a few years ago, my own team was stressed, distrustful, and inching dangerously close to burnout. Our organizational health was declining—even though we were still accomplishing a lot. I found myself turning cynical and discouraged. It began to feel heavy just showing up.

Thankfully, our team—and our brave leader (can we give a shout-out to courageous leaders?)—recognized the need for change. We invited a coach. We committed to doing the hard work. And I’m still amazed at the growth that followed. 

What changed?

  • We learned how to communicate honestly and intentionally.
  • We rebuilt trust.
  • We addressed conflict instead of avoiding it.
  • We developed skills we didn’t even realize were missing.

As clarity increased, so did trust. As trust improved, so did momentum. And as momentum grew, our organizational health—and our results—improved together.

Somewhere along the way, I discovered something unexpected: I love serving as a facilitator who creates space for honest conversations, breakthrough moments, and shared wins. I love designing interactive learning experiences where teams don’t just sit and listen—but actively engage, practice, reflect, and grow together.

I’m Not Here to Reinvent the Wheel

Let me say something clearly: I’m not an author unveiling a brand-new framework. I’m not trying to coin the next big leadership theory. I’m not here to impress you with complicated models or write a new book. What I love to do is help your team accomplish your goals using the tools already available.
 
Most organizations don’t need another binder on the shelf. They don’t need more buzzwords, frameworks, or another flashy leadership summit. They need a strong team.
 
There are already excellent tools, strategies, and leadership principles available today. My role as a facilitator is to help you apply them to your people, your culture, your challenges, and your goals.
 
I’ll say it upfront: I’ve never been someone who thrives in long sessions or heavy theory. I learn best by doing—by jumping in, collaborating with a team, and applying ideas in real time. This interactive learning approach feels especially effective when it comes to team sessions. After all, teamwork isn’t something you grasp from a distance; it’s something you build together.
 

The Problems Aren’t Unique 

For the last dozen years, I’ve lived in one of the most diverse neighborhoods in the world (Queens, NYC) and worked with more than 100 business and non-profit teams across multiple continents and cultures. I’m now about as far removed geographically from those remote Himalayan mountains as one could be. But I’ve realized something important: the stressors I experienced then are not unique.
 
Across industries and teams, I hear the same struggles:
• “We avoid difficult conversations.”
• “I want to be a more effective leader.”
• “Trust is broken on our team.”
• “We struggle to rally the team.”
• “I don’t understand my leader.”
• “Our team feels stuck.”
• “Our differences are just too big.”
• “I want to equip my team to succeed.”
• “I need leaders.” 
 
Different contexts. Same core challenges.
 
Workplace development isn’t about fixing broken people. It’s about strengthening communication, skills, and relationships so teams can operate at their best. It’s about improving organizational health so strategy and execution can thrive. 
 
I don’t claim to know everything about teams. But I have seen, again and again, the rewards of doing the hard work. I’ve witnessed the thrill of being part of an empowered, energized, life-giving team.
 
Workplace Development in NYC

And So, Team Verve Was Born

Out of these experiences came Team Verve. What is “verve,” you might ask? Verve is life. It’s energy, motivation, and passion. It’s the strength to endure when things get tough. It’s the magic that occurs when individuals truly work together. 

We believe verve is the mark of any winning team culture.

A team with verve doesn’t avoid hard conversations—it engages them with respect. A team with verve doesn’t crumble under differences—it learns from them. A team with verve doesn’t pretend and assume —it builds rhythms that sustain both performance and people. 

At every Team Verve event, the power of the team is put to work. Through engaging, interactive learning experiences designed to strengthen both performance and organizational health, your team will:

And yes, we will have a lot of fun doing it. Because team doesn’t have to feel heavy.

Don’t Climb Alone

Standing in the middle of New York City today, I’m a long way from those Himalayan trails where my love for team first began. But the lesson remains the same: none of us were meant to climb alone. We need healthy and strong teams to succeed. 

That’s the work I care about, and it’s the work Team Verve exists to support. 

Are you ready?

Chat with Matt.

Let's start the conversation--your team deserves it!
The post From the Himalayas to NYC: Team, Trust, and Vulnerability appeared first on Team Verve.]]> https://teamverveco.com/from-the-himalayas-to-nyc-team-trust-and-vulnerability/feed/ 0 Meaningful Winter Team-Building Events in NYC https://teamverveco.com/meaningful-winter-team-building-events-in-nyc/?utm_source=rss&utm_medium=rss&utm_campaign=meaningful-winter-team-building-events-in-nyc https://teamverveco.com/meaningful-winter-team-building-events-in-nyc/#respond Tue, 11 Nov 2025 21:23:46 +0000 https://teamverveco.com/?p=7701 Planning a team event in NYC this winter? Discover meaningful team-building activities and workshops tailored for small businesses that value trust, unity, and purpose.

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As the holidays approach, many small businesses and teams in New York City are searching for ways to close the year with gratitude and connection. From shared meals in Queens to creative team workshops for small businesses in Brooklyn, holding meaningful winter team-building events in NYC offers a chance to reflect on what’s been accomplished, honor the people behind the work, and prepare for the year ahead. If you’re wondering how to plan a meaningful team event in NYC that builds unity, sparks joy, and strengthens your shared mission, this guide offers six practical ideas to help you lead well and finish strong.

And if you’re not in NYC, read along! Plenty of good ideas here no matter which region you represent.

Why Team Holiday Events Matter: Building Unity, Gratitude, and Momentum

Done well, team events are a rewarding and enjoyable way to celebrate your team and let them know you care about them as individuals, and not just as worker bees.

We’ve all been to holiday events that were either tremendously meaningful or less than inspiring.

Planning holiday events may feel like just another task for busy leaders to check off the list. However, visionary team leaders understand this is a key opportunity to create camaraderie and enthusiasm. Think of it as your chance to genuinely thank your team and rally them for the next year.

Six Steps to Planning Meaningful Team-Building Events in NYC

1. Clarify your objectives before you begin. 

What do you hope to accomplish? Invite several teammates to help with the planning and spend a few minutes determining your goals and desired outcome. 

    • Is it to recognize employees for their hard work?
    • Help colleagues get to know each other better?
    • Boost morale by building cohesion and vision for the team?
    • Just have fun? 

List your three top objectives—defining them from the start will help you plan an event to achieve your goals. 

2. Include something fun:  Ideas that spark joy and connection.

When you are creating a team event at the holidays—or anytime—fun should be one of the primary factors! Whether a casual lunch or an hour of skill training, team events should feel like a break, not another day at work. 

Playfulness and breaking up the schedule develops team spirit. It fills the team with creative energy that allows for greater productivity when they return to work. 
Start with the question, “How will my team enjoy being together?”  This varies greatly from team to team.

Here is a list of ideas to jumpstart your planning—

    • Match your company culture. Is your company artistic, techie, foodie, outdoorsy, traditional, adventurous, community focused? Look for a venue, event, or gifts that build on your existing brand as a company.
    • Consider your local area. Visit a new show, attraction, or escape room. Attend a concert. Go on a food tour (don’t miss Chai Bhai in our neighborhood of Jackson Heights). Tour a holiday light show (Dyker Heights Christmas Lights!) or outdoor market (Bryant Park’s Winter Village or Queens Night Market).  Volunteer together at a local mission or relief organization.
    • Choose a common hobby. Do your employees share any common hobbies? Hike or ice skate. Play laser tag or a game of golf. Visit an inspiring shop or museum. Paint pottery or landscapes.
    • As the leader, agree to laugh at yourself. Your team will love it if you lead with warmth, openness, and a great sense of humor. Lighten up, wear your craziest socks and have some fun!
    • Create friendly competition. Hold a cubicle decorating contest or a cookie bake-off. Team up employees for a scavenger hunt around the city. Get to know each other better!
    • Give out prizes. Door prizes, gift cards, and raffles are always a winner. Give thoughtful, fun gifts your team will actually enjoy. (Not those dusty, branded coasters no one claimed the first time around!)
    • Include a surprise or something unexpected. Schedule a food truck or local coffee cart to show up at lunch. Send the team home early with a small gift to add joy to their family celebrations. Donate to a cause your team supports in their honor!

3. Celebrate your team’s wins before the year ends!

Here at Team Verve, we’re big fans of celebrations. So often teams rush from project to project, not taking time to recognize what has been accomplished together. This can lead to team burnout.

However, team enthusiasm builds from reflecting on how they have won in the past year.  As a leader, you see the big-picture wins, so make sure your whole team hears about them and celebrates!

    • Reflect on your wins as a team. The leader’s attitude communicates exponentially here! Go for more than the bottom dollar or that your organization survived another year. Instead, create a list that covers the big picture and explains exactly how the team won in each area.
    • Ask your team. Break out the whiteboard, smartboard, or those giant sticky notes. Ask your team to help fill out the wins and losses columns. Leaders, prepare to share first!
    • Get out of the office. Break up with your conference room for a day and take your team somewhere inspiring to reflect on their success. Make the atmosphere celebratory and relaxing.

 

4. Learn something new:  Workshops that equip and inspire.

Setting time aside for team learning shows your commitment to the team’s success.  Invest wisely in a measurably beneficial—and still enjoyable—activity, workshop, or class that is fully useful to their work.

Learn about new technology, products, or design trends in your industry. Improve key skills like communication, empathy, customer service, or leadership. Empower your team to go further in a skill area, and everyone wins.

5. Build team vision and strategy for the year ahead.

When your team is gathered together and having fun, this is an excellent chance to create clarity around the big-picture goals, vision, and principles of the organization. Leaders must clearly communicate the WHY of what the team is doing with HOW they are getting there. 

Questions every NYC team leader should ask: 

    • Does your team own the organization’s vision, mission, and direction for next year?
    • Can your team clearly articulate the “why” behind their work—and how it connects to impact?
    • Do employees know the part they play in helping the team win? Are they proud to be part of it?
    • Are your core values known, lived out, and shaping daily decisions?
    • What challenges or improvements should we tackle next year—and how can we proactively address them?

As you answer the questions above, it may become clearer where more communication is needed for your team.  Reach out to discuss how to choose and facilitate activities that unleash the potential of your team!

6. Eat food, of course!

Does this one go without saying? Nearly all team events should include eating together. Serving food signals care! It lets the team relax and creates cross-team mingling that can be hard to achieve otherwise. Plan intentionally, order plenty to go around, account for dietary restrictions, and enjoy! Bonus points for sourcing your menu from a locally owned restaurant or caterer. 

Ready to lead well and finish strong? Get started on your next meaningful team-building event in NYC!

Planning a meaningful team event doesn’t have to be overwhelming. No matter what type of team you lead, the goal is the same:  Honor your people, reflect on the year, and prepare for what’s ahead with clarity and purpose. Start by identifying a few core objectives, then invite your team into the process. Enjoy the celebration!

NYC Team Event Support from Team Verve Co.

At Team Verve, we partner with leaders across NYC and beyond to design and facilitate team gatherings that build trust, spark creativity, and strengthen shared mission. We start by working with the leader to identify the needs of the team and create objectives for events. Then we plan and facilitate activities that will energize the team for the new year. Whether you’re looking for a simple workshop, a values-aligned retreat, or a seasonal celebration with purpose, we’re here to help you lead well and finish strong. Chat with Matt.

Let's start the conversation--your team deserves it!
The post Meaningful Winter Team-Building Events in NYC appeared first on Team Verve.]]> https://teamverveco.com/meaningful-winter-team-building-events-in-nyc/feed/ 0 Team Productivity Unlocked: Refining Your Teamwork Model, Part 2 https://teamverveco.com/team-productivity-unlocked-refining-your-teamwork-model-part-2/?utm_source=rss&utm_medium=rss&utm_campaign=team-productivity-unlocked-refining-your-teamwork-model-part-2 https://teamverveco.com/team-productivity-unlocked-refining-your-teamwork-model-part-2/#comments Fri, 03 Oct 2025 21:08:32 +0000 https://teamverveco.com/?p=7450 In Part 2 of our exploration of Patrick Lencioni’s Six Types of Working Genius, we dive deeper into how this model helps teams rework their teamwork models and regain team productivity and efficiency—especially in fast-paced environments like New York City.

The post Team Productivity Unlocked: Refining Your Teamwork Model, Part 2 appeared first on Team Verve.]]>

In Part 2 (Read Part 1 here) of our exploration of Patrick Lencioni’s Six Types of Working Genius, we dive deeper into how this model helps teams rework their teamwork models and regain team productivity and efficiency—especially in fast-paced environments like New York City. 

NYC Team Productivity: A Day in the Life

How does the Working Genius model work, practically speaking?

Imagine a hypothetical NYC-based team working on a project. All six types of working geniuses are equally represented and actively contributing, and the team leader ensures that all three stages—Ideation, Activation, and Implementation—are used.

Here’s how the team meeting might proceed—

Ideation Stage of Work - Working Genius

Ideation Stage: Wonder and Invention in Action

Wonder: 

The team starts with questions like, What can we do better? or Is there a new way to solve this problem? This gets everyone thinking about necessary improvements and opens up true curiosity. Those with the genius of Wonder have a forum for their world-changing questions.

Invention: 

Next, it is brainstorming time! Everyone shares their creative ideas, no matter how “outside-of-the-box” they might seem. Team members build on each other’s thoughts to produce a number of possible solutions. The Inventors get to be as constructively imaginative as they want.

Activation Stage of Work

Activation Stage: Discernment and Galvanizing for Momentum

Discernment: 

Now, the team considers all the ideas on the table and chooses the best, most realistic, and impactful ones to work on now. The team’s Discerners will add to, subtract from, and tweak the new ideas to achieve workable plans.

Galvanizing: 

Once the best ideas are discovered, the motivators in the group can come to the forefront to create excitement, set goals, and ensure commitment to the plan. Get ready, Galvanizers, to inspire the team to great heights of achievement!

Implementation Stage of Work

Implementation Stage: Enablement and Tenacity for Results

Enablement: 

At this point, the team can discuss the practical details, ensuring the correct tools and resources are available. Tasks and roles are assigned to each team player to bring the plan to life. Those gifted with Enablement are eager to cheerfully help the entire team reach the goal.

Tenacity: 

In the final stage, the team strategizes staying on track despite possible obstacles. Team members will be tasked with measuring progress, staying on time and budget, and clearing the way. Tenacious teammates will make sure every box is checked on the way to the finish line.

Integrating a Team’s Genius into a Powerful Teamwork Model

The Six Types of Working Genius offer a framework for understanding and leveraging individual strengths within a team. By embracing the three stages of work, teams become more engaged and productive.

Jonathan’s Story Continued: Building a Culture of Team Genius

Our friend, Jonathan, eventually opened his own custom construction company just outside of NYC.

Based on his earlier experiences, he and his company’s hiring managers were proactive in bringing on talented team members who understood how to be great team players.

The firm built on this strong start by providing each employee with professional development opportunities that bolstered the entire team.

Six Types of Working Genius in New York City

Building and Empowering a Strong Team

Every new hire learned about their working genius during onboarding and was empowered to contribute meaningfully. The model became part of the company’s culture—fueling innovation, boosting morale, and improving customer satisfaction.

The concepts of Working Genius were intentionally part of casual conversations and formal meetings on a regular basis—as part of the organization’s shared cultural language of teamwork and respect.

Jonathan’s employees even found themselves talking with their families and friends about their geniuses and how functioning daily in their areas of genius made workdays truly enjoyable.

In fact, the Working Genius model led to better team work overall at Jonathan’s company—and was especially evident during team meetings—as each team member’s gifts were consistently welcomed into the discussion and into their everyday work.

Innovative ideas flowed freely, and the best ones eventually became reality, all through the process of moving from Ideation to Activation to Implementation.

The Impact of a Well-Structured Process on Team Productivity

By intentionally applying the three stages of work, Jonathan’s team saw…

  • Fewer delays and frustrations
  • Stronger collaboration and morale
  • Improved project efficiency and client satisfaction
  • A shared language for solving challenges

High-fives became commonplace in the office and on job sites.

The field crews felt more engaged and motivated, knowing they were part of the entire process, not just the execution phase.

The sales reps were confident that the products they were selling could and would be delivered.

The designers were excited to see their plans come to life, and everyone on the team was enthusiastic about hearing from happy clients that the job was done well and on time.

Preparing for New Opportunities

Jonathan’s company continues to grow and serve his community. Lately, both he and his team have noticed they are running out of new ideas, making it tough to keep up with current market trends. He feels like the company might be getting stuck in a rut, just when they need to adapt to industry changes in order to stay relevant and serve customers well.

He is now focused on hiring team members with the Wonder and Invention geniuses to reignite the ideation phase, which had been waning in his company until recently.

He keeps a copy of Lencioni’s article in his desk drawer as a reminder that all six types of working genius are necessary on a team, and empowering team players to excel at their geniuses can create exponential growth opportunities for a company and a community.

Ready to boost your NYC team’s productivity?

Explore how our Working Genius workshops can help you build a high-performing teamwork model that leverages every team member’s strengths. Let’s unlock your team’s full potential—starting today. Chat with Matt.

The post Team Productivity Unlocked: Refining Your Teamwork Model, Part 2 appeared first on Team Verve.]]> https://teamverveco.com/team-productivity-unlocked-refining-your-teamwork-model-part-2/feed/ 1 Team Productivity Unlocked: Refining Your Teamwork Model, Part 1 https://teamverveco.com/team-productivity/?utm_source=rss&utm_medium=rss&utm_campaign=team-productivity https://teamverveco.com/team-productivity/#comments Tue, 23 Sep 2025 22:04:25 +0000 https://teamverveco.com/?p=7446 What do busy teams do when they’re running full speed ahead—only to be brought up short by self-imposed barriers to their team productivity? Ideally, they pause, review their teamwork model, and implement a framework like the Six Types of Working Genius to get back on track. Let’s explore how one NYC-based team did just that.

The post Team Productivity Unlocked: Refining Your Teamwork Model, Part 1 appeared first on Team Verve.]]>

What do busy teams do when they’re running full speed ahead—only to be brought up short by self-imposed barriers to their team productivity? Ideally, they pause, review their teamwork model, and implement a framework like the Six Types of Working Genius to get back on track. Let’s explore how one team did just that.

NYC Team Productivity: A Real-World Story

Just outside New York City, a family-owned construction company was ready to scale. They had three key strengths:

  • Visionary designers creating ideal products and solutions
  • Charismatic sales leaders with a winning process
  • Skilled installers delivering white-glove service

But despite these strengths, they faced a recurring challenge that hindered their team productivity.

The Persistent Challenge to Team Productivity

Jonathan, a seasoned installer with many years of experience, noticed a pattern that significantly affected team productivity:  His crew often arrived on-site without the correct materials. These delays frustrated both the team and clients, damaging morale and profitability.

Why was this happening?

Jonathan enjoyed finding solutions, and he realized that their talented design team was exceptional at ideation, the process of producing creative and effective designs.

Meanwhile, the dedicated installation crew excelled at the implementation of those plans.

However, the entire team was missing a crucial middle stage of their overall project management.

Bridging the Teamwork Model Gap

Inspired by Patrick Lencioni’s project management insights about bringing projects from the idea stage to final completion, Jonathan had a light bulb moment—

This middle stage of the project process, described by Lencioni as the Activation Stage, was the missing component in his NYC team’s process!

Six Types of Working Genius: Unleashing the Potential of Your Team

Patrick Lencioni, a well-known author and leadership expert, introduced the Six Types of Working Genius model to help us better understand how teams perform.

Each person has two working genius types they excel in, two they’re competent in, and two that cause frustration.

This model helps teams recognize and utilize each member’s individual strengths for overall team success. And a team that actively incorporates all six types of working genius works together like a well-oiled machine.

Working Genius WIDGET. Build a High-Performance Team.

A Practical Solution: Activation Meetings

According to Lencioni, the activation stage of project management involves two primary components:  Discernment and galvanizing.

In reality, the office team needed to collaborate with the field crew supervisor before the installers constructed a project.

Jonathan’s team eventually instituted Activation Meetings for each project, which occurred prior to sending the installers into the field. These meetings included the following:

  1. Joint plan reviews with the designers and installers in the same room together
  2. Verification of materials lists and orders
  3. Noticing and solving real and potential issues collaboratively

The team also needed someone to galvanize the installers, giving them the bigger picture for the project, getting them excited about the tasks ahead, and adequately preparing them for the work.

Sharing the activation meeting outcomes during the weekly installer huddles boosted morale and helped bridge the gap in their teamwork model.

The 6 Types of Working Genius 

  1. Wonder

    The Genius of Wonder shows up as curiosity about how the world could look different. Those with this genius are comfortable processing new ideas and asking probing questions in the pursuit of finding innovative opportunities.

  2. Invention

    The Genius of Invention takes the form of creativity and problem-solving. Inventors enjoy generating innovative ideas and solutions. These outside-of-the-box thinkers and their “Eureka!” solutions are often labeled as the genius that drives progress to new heights.

  3. Discernment

    The Genius of Discernment involves making sound judgment calls based on pattern recognition and integrative thinking. Discerners quickly determine the merits of an idea or situation and suggest design improvements. Their insights are essential to pushing the best ideas forward to the next stage.

  4. Galvanizing

    The Genius of Galvanizing is about inspiring others to take action. Galvanizers use their gift of persuasion to effectively communicate the team’s exciting new plans. They excel at allocating resources, creating timelines, and keeping the team on task. Their energy builds momentum and motivation for the team.

  5. Enablement

    The Genius of Enablement is characterized by encouraging the team and meeting the practical needs of the project. Enablers are service-oriented, and they genuinely enjoy coming alongside projects and checking off the to-do list. They model consistent teamwork, and their support binds the team together.

  6. Tenacity

    The Genius of Tenacity is defined by consistent results and high standards. Those with this genius focus on seeing projects through to completion. Their perseverance helps the team achieve goals efficiently and effectively despite obstacles.

Want to improve your team’s productivity?

Explore how our Working Genius workshops can help you build a high-performing teamwork model that leverages every team member’s strengths. Chat with Matt.

Applying the Geniuses to Team Productivity

What are some of the team productivity benefits of having all six working genius types on a team and using those geniuses to cover the three stages of work?

  • Ideation | Wonder + Invention = Innovation and Creativity:

     Ensures a constant flow of fresh ideas and innovative solutions.

  • Activation | Discernment + Galvanizing = Decisions and Motivation:

    Ideas are carefully analyzed and refined, and the team is inspired to act efficiently on the making the best ideas a reality.

  • Implementation | Enablement + Tenacity = Support and Persistence:

    Fosters an efficient, collaborative environment that supports the end goal with necessary resources and assistance.

In Jonathan’s story, the Activation aspect is missing from the team’s processes.

Continue with Part 2 of Jonathan’s story… 

The post Team Productivity Unlocked: Refining Your Teamwork Model, Part 1 appeared first on Team Verve.]]> https://teamverveco.com/team-productivity/feed/ 1 NYC Managers Use DISC Training to Improve Team Communication https://teamverveco.com/nyc-managers-use-disc-training/?utm_source=rss&utm_medium=rss&utm_campaign=nyc-managers-use-disc-training https://teamverveco.com/nyc-managers-use-disc-training/#respond Tue, 17 Jun 2025 20:20:18 +0000 https://teamverveco.com/?p=7103 Living in New York City gives Team Verve a front-row seat to watching world-class businesses communicate effectively…or not! In NYC’s fast-paced business world, poor team communication creates communication bottlenecks that hinder productivity—learning to eliminate them boosts team effectiveness. Whether you’re running a restaurant, retail store, or service team, miscommunication leads to missed deadlines, frustrated customers, […]

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Living in New York City gives Team Verve a front-row seat to watching world-class businesses communicate effectively…or not! In NYC’s fast-paced business world, poor team communication creates communication bottlenecks that hinder productivity—learning to eliminate them boosts team effectiveness.

Whether you’re running a restaurant, retail store, or service team, miscommunication leads to missed deadlines, frustrated customers, and burned-out employees. That’s why more companies are turning to workplace communication training to improve team communication and stay ahead.

We all use communication at work, and effective communication is hard work!

Here’s the thing: Most communication problems aren’t about what we say—they’re about how we say it. For example, things get lost in translation when a direct, results-focused manager tries to communicate with a detail-oriented team member the same way they’d talk to an enthusiastic, people person. That’s where DISC training comes in handy.

How Does DISC Training Improve Team Communication?

DISC training breaks down personality styles into four types:

  • Dominance (D) – Direct and results-driven
  • Influence (I) – Social and enthusiastic
  • Steadiness (S) – Patient and team-oriented
  • Conscientiousness (C) – Analytical and detail-focused

Everyone has a mix of these traits, and understanding them helps teams improve team communication in ways that are actually effective.

When we gain a greater understanding of others, we can communicate better with our colleagues and customers.

Communication

Practical DISC Strategies for NYC Managers

To reduce communication bottlenecks, NYC managers can apply these DISC-based strategies:

  • Match your communication to their style:
    • D-types: Keep it brief and action-focused
    • I-types: Be enthusiastic and encourage discussion
    • S-types: Provide steady, supportive guidance
    • C-types: Give clear, detailed expectations
  • Speed up decision-making by knowing who needs quick answers versus who needs time to process.
  • Improve remote team coordination by setting communication protocols that respect different DISC styles.
  • Build stronger relationships by showing your team you understand how they prefer to work and communicate.
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Communication Bottlenecks: One Way Team Communication Goes Wrong

Most communication bottlenecks happen because of these common issues:

  • Mismatched communication styles – Confusion occurs when a D-type manager gives rapid-fire instructions to a C-type employee who needs structured details.
  • Slow decision-making – When managers or teammates don’t adapt their approach to different personality types, projects stall.
  • Remote team disconnects – Multi-location teams struggle even more when communication styles clash across distances.

These breakdowns are exactly what workplace communication training, like DISC training, aims to fix.

Real Workplace Communication Results: Manhattan Restaurant Case Study

A growing restaurant chain in Manhattan was dealing with constant mix-ups between their front-of-house managers (D-types) and kitchen staff (C-types). The managers communicated quickly and directly, while the kitchen team needed detailed, structured information.

After implementing DISC training, managers began providing clearer instructions to the kitchen while teaching servers to adapt to the fast-paced front-of-house environment. The result? Smoother operations, happier staff, and fewer customer complaints—a clear win for team communication.

You Can Improve Team Communication Today!

For NYC managers juggling productivity, morale, and tight deadlines, better communication isn’t optional—it’s essential. You can provide your team with a practical framework to eliminate communication bottlenecks, reduce misunderstandings, and create teams that actually work well together.

Whether you’re managing a restaurant kitchen, retail floor, or service team, investing in workplace communication training helps everything run smoother.

Ready to eliminate communication bottlenecks in your team? DISC training might be exactly what you need. Chat with Matt.

The post NYC Managers Use DISC Training to Improve Team Communication appeared first on Team Verve.]]> https://teamverveco.com/nyc-managers-use-disc-training/feed/ 0 Healthy Conflict Response Strategies for Teams https://teamverveco.com/healthy-conflict-response-strategies-for-teams/?utm_source=rss&utm_medium=rss&utm_campaign=healthy-conflict-response-strategies-for-teams https://teamverveco.com/healthy-conflict-response-strategies-for-teams/#respond Tue, 06 May 2025 20:25:17 +0000 https://teamverveco.com/?p=6307 What would it take to build a high-performance team at your organization? Does your hiring program look for humble, hungry, and smart team players…and then help them get to the right seat on the bus? Explore three steps needed for developing effective teamwork and healthy work culture.

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Cycle of Conflict: Three True Stories

Did you know that healthy conflict—and healthy conflict resolution—make teams better? Successful conflict builds teams that make crucial decisions despite differing opinions! We don’t always have control over the conflict around us, but we can learn and use healthy conflict response strategies.

Team Vocal Volley and Team Fragile Frays

Years ago, I worked for a company (let’s call them Team Vocal Volley) where our boss frequently created unhealthy conflict. He would get into shouting matches with employees, and the insults flew freely. It was an unhealthy company culture and a stressful work environment, to say the least.

Another team I joined (Team Fragile Frays), everyone tiptoed, afraid to speak up about issues. Silence replaced visible conflict. This conflict avoidance, hoping issues would miraculously disappear, did not create a healthy culture or enjoyable workplace.  

In both of these cases, conflict turned personal. Misunderstandings, personality clashes, and perceived slights disrupted team productivity. The cycle of conflict continued, perhaps because no one understood healthy conflict response strategies.

Healthy conflict response strategies for teams. Al Ritter quote.

Yet some teams understand that positive momentum can be created by the necessary friction between diverse ideas and approaches!

Healthy teams embrace and harness tension, but this requires trust.

The way we interact with this necessary conflict is important. There’s necessary friction between our car tires and the road. Without necessary friction, motors can’t run and brakes are useless.

Similarly, without necessary friction—like productive, enthusiastic, honest debate around ideas and important matters—teams can’t move forward. Instead, they’re stuck in mediocre territory!

Effective teams practice healthy conflict response strategies often and become better co-workers because of it. But…it occurs only if there is vulnerability-based trust.

Healthy conflict response strategies for teams. 5 Dysfunctions of a Team by Patrick Lencioni

Team Trust Troop

Back to our stories. At one point, I became part of a third team, Team Trust Troop, an organization that ran multiple programs to serve many legitimate needs. Naturally, this led to passionate debate about our use of time and resources.

We had to clarify our purpose and prioritize accordingly.

Not surprisingly, this healthy approach to conflict resolution led to positive outcomes!

When teams have healthy conflict—sans ego and defensiveness—mutual trust and respect guide the conversation, and opposing views can be considered.


“You can disagree without being disagreeable.”

– Zig Ziglar

Identifying Types of Conflict

What pops to mind at the word conflict?

Perhaps negative concepts like meanspirited, ugly, power struggles, and war?

One Webster definition is, “To fail to be in agreement or accord.”

When you work with people there will be conflict. The million-dollar question is, Will your team spiral out of control in the cycle of conflict, or will you learn to regulate and negotiate conflict with success?

Break the Cycle of Conflict

In life and work, conflict often occurs not because someone was trying to do us wrong, but because they were approaching life by a different set of expectations.  

Often, we don’t realize we’re playing by different expectations until confusion and frustration arise. We’re probably reacting to the conflict by then—either inwardly…or outwardly.

Different Personalities Approach Conflict Differently!

Healthy conflict response strategies for teams. A person holding a sign with other people standing nearby.

Understanding how different personalities approach conflict builds awareness and helps break the cycle of conflict.

It’s possible to manage conflict productively by regulating and adapting our own conflict responses. This may de-escalate situations quickly and help all parties regain equilibrium to consider options and agree on next steps.

  • For example, if you are prone to withdraw or checkout during conflict, find ways to engage in a more active, positive way.
  • If you naturally attack or blame in a conflict situation, instead engage in a more caring way that doesn’t create alienation. 

Further, we can become bridge builders and master negotiators in conflict situations.

When we come to conflict with this type of a win-win approach, we view our conflict through the other’s eyes, talk with them in ways meaningful to them, and consider positive conflict management strategies that benefit all. 

DISC Wise Ways to Regulate Conflict. Team Verve Co.

DISC and Conflict Resolution

At Team Verve, we often use the DISC model to jumpstart conversation.

Our DISC traits show up in conflict. In challenging times, we choose to be constructive or not. Understanding our predispositions can help us choose a healthy path—

          D’s can either go on the attack OR restore with love.

          I’s can expose others’ faults OR make others look good. 

          S’s can dodge the issues OR care enough to confront.

          C’s can want to criticize OR examine self first.

How would you like your team to function in the heat of the moment?

Plan for Developing Healthy Conflict Resolution Strategies

Jay Samit said, “Conflict is not the end of the story. It’s often the beginning of something better.”

At Team Verve, we believe that your team can develop HEALTHY conflict resolution strategies and turn your team’s friction into fuel for success.

Our high-energy, interactive, practical “DISC Conflict Strategies that Work” workshop has 5 goals:

  1. Understand conflict responses
  2. Learn how to effectively approach people during conflicts
  3. Cultivate honesty
  4. Reduce team stress
  5. Negotiate with success

Do you have questions about how DISC can help with healthy conflict response strategies for teams? Drop a line below or chat with Matt. We want to connect with your team!

Team Verve, NYC

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The post Healthy Conflict Response Strategies for Teams appeared first on Team Verve.]]> https://teamverveco.com/healthy-conflict-response-strategies-for-teams/feed/ 0 Three Steps to Build a High-Performance Team https://teamverveco.com/three-steps-to-build-a-high-performance-team/?utm_source=rss&utm_medium=rss&utm_campaign=three-steps-to-build-a-high-performance-team https://teamverveco.com/three-steps-to-build-a-high-performance-team/#respond Sat, 10 Aug 2024 21:56:48 +0000 https://teamverveco.com/?p=5980 What would it take to build a high-performance team at your organization? Does your hiring program look for humble, hungry, and smart team players…and then help them get to the right seat on the bus? Explore three steps needed for developing effective teamwork and healthy work culture.

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How deep is your bench? What would it take to build a high-performance team at your organization? Does your hiring program intentionally look for team players? And help them get to the right seat on the bus? Let’s explore three steps needed for building a high-performance team!

Step 1: Hire Ideal Team Players!

In life, we work in teams. Why is this important?

This acronym came across my desk recently, and it resonated with my life and experience:

                    T – Together
                    E – Everyone
                    A – Achieves
                    M – More

Think about the teams you’ve been part of—family, church, community organizations, workgroups, leadership teams, and so on.

Which teams worked best together? The ones where one or more players appear to be in a free for all…or the ones brimming with team players?  

Simon Sinek quote about attitude. Build a high-performance team.

In his book The Ideal Team Player, Patrick Lencioni identifies three building blocks of the best kind of teammates— 

  • Humble:  They share credit and celebrate the teams’ collective win. They are also comfortable being honest about their own skills and strengths.
  • Hungry:  They are motivated and diligent. They go above and beyond to contribute to the team.
  • Smart:   They are emotionally intelligent and exercise great judgment. They have “people skills.”

Using and developing all three of these building blocks forms us into ideal team players! Indeed, these three disciplines taken together can build a high-performance team!


“Great team players lack excessive ego or concerns about status.
They are quick to point out the contributions of others
and slow to seek attention for their own.

They share credit, emphasize team over self,
and define success collectively rather than individually.

It is no great surprise, then, that humility
is the single greatest and most indispensable attribute
of being a team player.”

– Patrick Lencioni

Get to the Heart of Being Humble, Hungry, and Smart

Taking it a step further for leaders, these three keys help identify others who could be ideal team players.

But, how do you get these ideal team players onto your bus (organization) and into the right seat (role) for them?

First, leaders must set an example of the Hungry-Humble-Smart model and develop a healthy work culture around these concepts. This may mean acknowledging improvements needed and seeking out coaching to develop the weaker skill(s).

Then, when hiring, look very closely at the candidates’ behavioral skills and attitudes, not just their technical know-how. Learn to hold better interviews by targeting the questions that get to the heart of being hungry, humble, and smart. Ask probing questions of your candidates and solicit honest feedback from others on their attitude tendencies.

Step 2: Put Your Players in the Right Seat on the Bus!

So now you’ve hired your ideal team player, who lives out the Hungry-Humble-Smart model in their daily work. The right person is definitely on the right bus.

But how do you know if they are in the right seat on the bus?  And if they’re not, how do they move to the correct seat quickly for their good and that of the entire team?

This is where Working Genius comes into play! Teams find better fulfillment in their work and optimized performance on their teams when they learn to utilize the innate skills and gifts—or geniuses—of each teammate.

Each of us has Working Geniuses that are considered our sweet spot in work.
Using these gifts gives us joy, energy, and passion.

We also have Working Competencies that neither feed nor drain us.
We tend to engage in activities that require these skills fairly well with limits.

Conversely, our Working Frustrations are areas where we aren’t naturally skilled.
These tend to rob us of joy and energy.

Together the six working geniuses outline the full circumference of any project group—from the starting point of creating ideas and vision (Wonder and Invention) into the deeper dive of truly understanding the work and developing the project team (Discernment and Galvanizing) through seeing the project and the project team to the optimal end result (Enablement and Tenacity).

Teams must work together in a smooth process to achieve results! The tenets of Working Genius help overcome teamwork challenges while giving your team a better way to think about projects, meetings, and hiring.

Working Genius WIDGET. Build a High-Performance Team.

Maximize Working Genius, Minimize Working Frustration!

How do you determine which ideal skills and gifts are needed in each role at your organization? And, how do you confirm all your employees are in the right seat on the bus?

In an ideal world you would have discerned the geniuses needed for your organization’s open seats prior to opening each hiring window, and every new hire’s areas of genius would fit into their role seamlessly.

If that step was left out somehow, don’t despair! Your team’s gifts and skills can be assessed at any time. An agile organization can shift their bus’s seating chart to optimize their team’s genius.

As you’ve likely guessed, there are tools available to take the mystery out of your team members’ geniuses! This makes it easy for people who work together to identify their talents and the tasks that help them thrive.

Step 3: Build Trust!

So, now we understand how to find ideal team players and how to plug them into the right roles.

But, how do we build and encourage a healthy work culture for the entire team?

One word:  TRUST!

Many well-meaning, talented teams lack trust. They are likely afraid of conflict and would rather preserve artificial harmony than risk the healthy vulnerability that leads to trust.

Counter to conventional wisdom, the root causes of team dysfunction are both identifiable and curable.

A healthy, functioning team requires a foundation of trust, based on a vulnerability that comes from honest communication. This means creating healthy dialogue around both the things that make us nervous, like conflicting opinions or admitting mistakes, and the things we’re passionate about, like our years of experience or visionary gifts.

Healthy conflict response strategies for teams. 5 Dysfunctions of a Team by Patrick Lencioni

Being able to discuss teamwork honestly and come to clear conclusions about how to move forward keeps the entire team accountable to their mission.

This commitment to shared accountability leads to better, measurable results overall.

So, what can we do now to build a high-performance team? Making a team functional and cohesive requires intentional levels of courage and discipline!

Bonus Step 4: Support Your Powerhouse Team!

Ready to build a high-performance team? Putting humble, hungry, and smart team players on the right seat on the bus boosts teamwork and work culture every time!

Did you know that Team Verve Co. offers exciting team-building workshops designed to build on each other? These high-energy, engaging sessions are filled with world-class content and interactive learning for immediate and ongoing application!

Our Ideal Team Player, Working Genius, and Five Dysfunctions of a Team workshops work together to pack a power punch for teams hungry to grow! Your teams can target their most-needed workshop or take all three to maximize their team genius!

Check out these powerhouses today!

if you have questions about any of these tools, we are glad to point you in the right direction. 
Chat with Matt!

Team Verve, NYC

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The post Three Steps to Build a High-Performance Team appeared first on Team Verve.]]> https://teamverveco.com/three-steps-to-build-a-high-performance-team/feed/ 0 Your Toolbox: DISC for Hiring and Onboarding https://teamverveco.com/your-toolbox-disc-for-hiring-and-onboarding/?utm_source=rss&utm_medium=rss&utm_campaign=your-toolbox-disc-for-hiring-and-onboarding https://teamverveco.com/your-toolbox-disc-for-hiring-and-onboarding/#respond Fri, 21 Jun 2024 23:03:56 +0000 https://teamverveco.com/?p=5747 Hiring new employees—while maintaining a healthy team culture—is an immense and challenging responsibility for even the most seasoned leaders. Adding key equipment to your recruiting toolbox, like using DISC for hiring and onboarding, can yield great results! Hiring and Onboarding with Intention Finding, hiring, and onboarding ideal candidates successfully requires thoughtful pre-work before any hiring […]

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Hiring new employees—while maintaining a healthy team culture—is an immense and challenging responsibility for even the most seasoned leaders. Adding key equipment to your recruiting toolbox, like using DISC for hiring and onboarding, can yield great results!

Hiring and Onboarding with Intention

Finding, hiring, and onboarding ideal candidates successfully requires thoughtful pre-work before any hiring campaign gets underway. 

Hiring managers need…

  • A well-defined understanding of the role being filled and its value to the company
  • A thorough-yet-concise job description for the role 
  • A clarity about the extent to which each new hire might affect company culture

Are your leaders crystal-clear on the types of employees you wish to attract and the expectations your culture is building? If not, head back to the drawing board on the above list!

Additionally, what shared language does your organization use to express these values and expectations? How can new employees learn that language quickly and accurately so they understand how they fit in the team?

Useful Hiring Assessment Tools

We often hear of job candidates being administered assessments—like DISC—as part of the recruitment process. These assessments can be helpful tools in discerning key aspects of a candidate’s work or communication styles.

As your recruiters look for potential hires who fit well with the job’s description and requirements, the DISC Hiring Bundle can help describe an ideal candidate for the position.

At interview time, that simple DISC assessment can assist the hiring team with crafting strong interview questions based on each applicant’s predictable strengths and weaknesses. Sample questions to add to your interview guide might be,

  • “Do you see this as one of your strengths? How could this play out on the job?”
  • “Do you think this is actually one of your weaknesses? How can our team help you in this area?”

DISC can also help you understand a candidate’s work style a bit better and discern if the typical requirements of the role fall within their comfort zone. Be cautious about pigeonholing or typecasting job seekers, however. You may be surprised by hidden skills and talents best uncovered through unbiased, thoughtful conversations.

Additionally, DISC can help bring aboard styles to balance out an existing team or advance a particular project. It is a useful tool to help you build your bench for success!   

Employee and DISC workbook, using Disc for hiring and onboarding

Intentional Onboarding Practices

According to recent Gallup studies, only 12% of new hires felt their onboarding experience was adequate. Today, more than ever, a clear, enjoyable, and intentional onboarding process is crucial to retaining employees and protecting healthy work culture.

Companies who are already using DISC with their teams can tailor certain aspects of onboarding (and even pre-boarding, that phase between job acceptance and the employee’s first day) to suit a new hire’s learning style and communication needs. A New Team Member Bundle provides key tools for this!

DISC for hiring and onboarding: DISC Assessment, Job Match Tool, Online Training Session offered

DISC provides common ground and shared language as teams get to know the newest team member. As that new teammate acclimates to a new daily routine, conversations about company and shared team culture can happen organically in the context of discussing how the team’s goals are influenced by their DISC styles.

Likewise, managers who disclose their own DISC results with new hires—and who welcome discussion about preferred communication and work styles—can build trust and loyalty with these new team members more quickly and effectively. 

The Right Bus, the Right Seat

Once you’ve discovered your team’s newest star, hired and onboarded them with intentionality and care, then what?

Now comes the work of making sure your new great-fit employee is in the right seat on the right bus, to help them achieve their best and to maintain your company’s healthy team culture.

Patrick Lencioni, in a nod to Jim Collins’ book Good to Great, refers to this bus metaphor to help leaders understand that they must thoughtfully take care of the “Who” in order to effectively manage the “Where” (the organization’s trajectory) and the “What” (the solutions to be discovered along the way).

Taking an organization’s mission and legacy to new heights involves leaders being intentional about hiring, firing, onboarding, and role structuring for success. 

Consider your “A Level” personnel—those employees who would walk through fire or flood for your organization, your clients/shareholders, and your team.

  • Are they achieving success in their roles?
  • Could they push your organization’s mission to greater heights if they moved to a different bus seat?
  • What if another A Player joined them in the adjacent bus seat—what could they achieve together for the greater good? 

Do you need to find more of these great-fit employees for your bus? Remember that a DISC assessment is just the start to finding your next shining star!

Using DISC for Hiring and Onboarding

DISC is just one tool to keep in your recruitment toolbox for intentional hiring and onboarding. It is also useful for placing your team members in their right-seat roles. Use DISC as a tool to build your team. We are cheering you on!

Additionally, DISC can be put to work in other contexts—to give more specific feedback and ask better questions, to understand the preferences and concerns of your customers, to build on the strengths of your employees and work through differences, to talk about hard things, and to build a culture of trust in your team.

If you have questions about any of these DISC tools, we are glad to point you in the right direction. Chat with Matt or check out DISC training workshops.

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The post Your Toolbox: DISC for Hiring and Onboarding appeared first on Team Verve.]]> https://teamverveco.com/your-toolbox-disc-for-hiring-and-onboarding/feed/ 0 Master the Art of Productive Meetings https://teamverveco.com/more-productive-meetings/?utm_source=rss&utm_medium=rss&utm_campaign=more-productive-meetings https://teamverveco.com/more-productive-meetings/#respond Tue, 12 Dec 2023 21:04:08 +0000 https://teamverveco.com/?p=4654 Many of us spend a lot of time in meetings. In fact, meetings may be the most important part of the work we do.  It is where we have important conversations, share ideas, plan our work, make decisions, build team relationships, and decide how to get work done.   Or not?   Some of us […]

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Many of us spend a lot of time in meetings. In fact, meetings may be the most important part of the work we do. 

It is where we have important conversations, share ideas, plan our work, make decisions, build team relationships, and decide how to get work done.

 

Or not?

 

Some of us have also experienced meetings that severely lacked productivity and effectiveness, where no decisions are made, team members walk away frustrated, and everyone wonders if the meeting was just a waste of precious time.

 

As a leader, it is tempting to throw every sort of issue that needs to be talked about into one long, unproductive meeting – like a bad stew with too many ingredients. Put simply, is the lazy way of leading meetings and sets the team up for frustration and low productivity. 

 

For people who dread meetings, one of my favorite tools to recommend is “The Six Types of Working Genius” because of its effectiveness at transforming meetings. In short, The Working Genius is a framework to improve productivity at work and get more done, especially in meetings. Here are three tips to master the art of meetings with Working Genius:

Determine the type of meeting needed.

Working Genius identifies four types of meetings with different objectives appropriate for each stage of work. As leaders, we must learn to recognize, value, and initiate different types of meetings to lead our team in productivity.

 

The following descriptions are partially excerpted from The Table Group: 

  • Brainstorming or Offsite Meeting – This type of meeting is to step back and look at your market or environment. It is where we ask big picture questions like, “Are we solving the right problems?”, “Are we missing something”, “Could we serve our customers better?” These meetings are more conceptual at the highest elevation of work. It plays out a bit like ping-pong between wondering about important questions and inventing new ways of doing things.
  • Solutions-Oriented or Strategic Meeting – This meeting is where we identify specific problems and spend time tackling them with a strategic focus. The purpose is to address an issue, design a solution, and take time to tweak it. Here we ask questions like, “What is our focus?”, “How can we tweak our strategy?”, “How can we refine our solution?” This meeting requires invention with plenty of time to push back with concerns and discern the best path forward.
  • Rally & Tactical or Weekly Staff Meeting – This meeting is really about inspiring and equipping people to execute. We know our primary objective and we need to get the ball moving. Here we ask questions like, “What do we need to get it done?”, “Who needs to do what?”, “How do we move the ball forward?” This meeting rallies the team around the goals and assesses the resources needed.
  • Task Oriented or Daily Tactical Meeting – This is a brief meeting where we get updates on what everyone is working on. We ask questions like “What is everyone working on today?” “What will we get done today?” “What can we check off the list?” This meeting is about prioritizing and allocating resources to get the project to the finish line. 
Meetings

As we can see, different types of meetings have vastly different goals. Mashing all of these into one unorganized or unclarified meeting can result in a lot of frustrating conversation circles. Productivity is improved when the type of meeting is clearly defined.

Learn to regulate your working genius. 

As leaders, we tend to make every meeting about our own preferred stage of the project. This is well-intentioned but disorientating. The process of all work has three necessary phases and always defaulting or leading to your area of strength can greatly frustrate the team and initiate confusion.  It is important to understand where the team is in the process of work, be aware of your tendencies, and regulate when needed.

 

For example, some of us are idea machines. We love new inventions and ways of doing things. However, there are times when we have meetings to move a project to the finish line. This meeting is simply not the time to bring a new idea or solution. On the flip side, some of us enjoy moving things to the finish line more than high-level ideating. In these cases, we need to regulate in higher-level meetings, recognizing the value of big-picture questions without immediately pushing for
a decision, action plan, or details.

 

It can be highly frustrating if a team leader doesn’t regulate in different types of meetings or only values and leads one or two types of meetings. Productivity is improved when leaders recognize their tendencies and regulate for the good of the team.  

Let your team know.

After you as a leader have determined the type of meeting and how you can regulate, it is important to get your team on board. The Working Genius assessment and training equips your team to use their own working geniuses, learn to regulate, and be more productive.  

 

After your team knows the meeting framework, you can communicate quickly. This can be as simple as “Today, we plan to brainstorm ideas for Project X, no decision needs to be made we just need to get some possible solutions on the table.” Or during a meeting you may insert, “I appreciate that idea, but this project is in the final stages, so we need to stay focused on our current solution and getting to the finished line. You are welcome to bring your idea to me outside of the meeting
to consider for our next project.” You may be surprised at how your productivity in meetings drastically improves by clarifying and communicating expectations.

 

 

My experience with the Working Genius is that I have become better equipped to participate and lead meetings. I can confidently offer my strengths and then regulate when the meetings dip into areas that are not my favorite. At the same time, understanding the process of work has given me a language to keep meetings on track while encouraging teammates to collaborate in their areas of working genius.

 

Let’s bring clarity and organization to our team meetings!

 

Think the Working Genius would boost productivity on your team? Take a Working Genius assessment or Get Started with Team Training. 

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The post Master the Art of Productive Meetings appeared first on Team Verve.]]> https://teamverveco.com/more-productive-meetings/feed/ 0 How to Encourage Team Reflection (and why it matters) https://teamverveco.com/how-to-encourage-team-reflection/?utm_source=rss&utm_medium=rss&utm_campaign=how-to-encourage-team-reflection https://teamverveco.com/how-to-encourage-team-reflection/#respond Tue, 28 Nov 2023 19:59:56 +0000 https://teamverveco.com/?p=4591 Your team’s thoughts and insights can be incredibly useful in figuring out how to improve your workplace. However, for employee reflection to have a meaningful impact, the business must put things in place that encourage honest and thoughtful insights. Here are a few ways to encourage your team to reflect:  Keep communication lines open. It’s […]

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Your team’s thoughts and insights can be incredibly useful in figuring out how to improve your workplace.

However, for employee reflection to have a meaningful impact, the business must put things in place that encourage honest and thoughtful insights.

Here are a few ways to encourage your team to reflect: 

Keep communication lines open.

It’s important to encourage employees to communicate openly and make it a norm to give and receive feedback. Make sure to incorporate reflection questions into your regular reviews or KRA’s. Listen closely, ask for details, and then do your best to implement necessary changes and follow up with them. As you welcome and respond well to feedback, you build trust with your team and have a better chance of gaining honest and valuable insights. 

Model reflection by going first.

Show your employees how. Openly reflect on your own performance and the company/team performance from your perspective. Show them how you do it in a genuine and honest way and explain how important this process is. 

Value professional growth as much as performance.

As you reflect on the year, don’t exclusively reflect on the business bottom line and operations. Take the time to also reflect on employee skills/development and ask meaningful questions about team culture. Often this happens most effectively in 1-1 key results area or review meetings. 

Leverage strengths-based tools. 

When a leader focuses on where individuals thrive, employees feel seen, valued, and motivated. This creates more trust and safety to reflect on areas where improvement is needed. Two of our favorite strength-based tools are DISC and Working Genius.

Try a simple SWOT analysis.

Utilizing a SWOT analysis — strengths, weaknesses, opportunities, and threats — is a good way to get interesting feedback. SWOT analysis works so well because employees do not immediately start by complaining about what is wrong with the company, instead, it challenges them to look at the company from all sides.

Keep it simple.

Sometimes the best reflection is simple and repeatable.  Ask your team to help you list wins and losses from the past year. Be prepared to share a few meaningful highs and a few honest challenges. Get your team’s perspective and ask clarifying questions.

As Albert Einstein said, “The definition of insanity is doing the same thing over and over again, but expecting different results.”  The first step to change is reflecting on what went well, what was difficult, and where improvement is needed – at the team level! This can provide the foundational insights needed for collective improvement and growth. 

At Team Verve, we know you are busy, and we are here to help you gather feedback and build your team. Whether a workshop or SWOT analysis with the entire team or individual 1-1 Employee meetings, Contact Matt and let’s give your team the advantage.L

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