In this episode of the Leadership Vision Podcast, Aleasha Morris and Nathan Freeburg continue our series on the Team Engagement Model. Today we’re talking about why knowing your people matters for the long-term success of your organization. Our study and intensive observation of teams through a Strengths based lens has revealed that there is an unmistakable difference between healthy and unhealthy teams. Listen to the episode, then ask yourself the questions in the show notes.
Team Engagement Model
In this episode of the Leadership Vision Podcast, Aleasha Morris and Nathan Freeburg are talking about teams, specifically, how to know if they are thriving or just surviving. This is the first in a series of podcasts we’re doing about how to make sure your team is the most effective, efficient, and engaged that it can be! In this show, you’ll learn about our setup process that we go through to help teams fully engage and we’ll introduce the three core elements of our Team Engagement Process, Knowledge, Purpose, and Trust. Listen now!
We get a lot of questions asking what teams can do with StrengthsFinder. People want activities, which is great, but after 15 years of working with all sorts of teams, we have come to understand that people really need a lasting way to engage teams beyond simple activities. As we begin 2017, we felt the need to revisit our Team Engagement Model to begin the year with an intention towards building strong, healthy teams.
Trust is an enigma. It is one of those words that comes with a lifetime of baggage. We know when we have it and we know when we don’t. It is the elusive and invisible thread that binds us together. But, when asked what Trust is, people often struggle with an actual definition. Instead, they prefer to share instances from their own experience. As the final core concept of our Professional Team Engagement Model, Trust is vital to any team that wants to operate out of their Strengths. Keep reading as Aleasha unpacks this concept and shares how to build it on your team.
All too often I meet managers and team leaders that are loathe to commit to a conversation around Purpose because it feels too big. Too […]