Do You Know Your Outcome?

Do You Know Your Outcome?

It can sometimes be quite tricky to identify what it is we want… when I ask my clients “what outcome would you like to achieve?”, they often go on to reply with a long list of things they don’t want!

As a leader having clear outcomes is essential if you are going to engage your team in achieving success. Even better, is to create an environment where together you co-design the outcomes in the first place, and then define what success is as a team.

Having the opportunity to visualise what you want to achieve, and identify what steps are needed to bring about your preferred future, helps everyone involved to get clear about expectations and what they will contribute.

Well Formed Outcomes

Setting “Well Formed Outcomes” is a brilliant way to help you do this. This technique works well when setting your own outcomes, supporting individual team members get clear on their outcomes and is a great way to open up conversations with your team.

Here’s a framework, with some coaching questions, to help you facilitate your own practical team session. Of course you can adapt the framework to work with individuals too.

1. Check In Round

In turns and without interruption, ask for an example of something each team member is looking forward to achieving during the year ahead.

2. Ideas

Using thoughts from the Check In Round and a wider group discussion, on sticky notes or flip chart, capture emerging themes the team want to achieve over the coming months.

3. Team Outcome

Agree which of these outcomes you will work on collaboratively. Then pick the one you want to prioritise and work on first.

4. Specific Achievement

Agree specifically what do you want to achieve?

Write the outcome up on a flip chart as if you have achieved it now. E.g. We are working with three new clients, supporting Board members to define the purpose of your organisation.

5. Evidence of Success

It’s time to visualise success and agree how you will know you have achieved your outcome. 

What will you see, hear, feel?

How will others know you’ve got it?

What will they see, hear, feel?

In pairs, share ideas and capture on sticky notes.

Pool ideas and discuss as a team, building a rich shared picture of success.

6. Check Motivation

What is important to you / the team about your outcome?

What will this outcome give you or allow you to do?

How is it relevant to the purpose of your team?

7. Resource Check

What do you need in order to achieve your outcome?

What / who does your outcome depend on?

What will you now have to do differently to achieve it?

8. Future Pace

When will you have achieved your outcome?

Looking back from then, what was the first thing you did?

When did you do it?

What else did you do?

Imagine the first few steps of progress and how this will be achieved.

9. Progress

How will you measure progress?

How will you respond as new information about your outcome emerges?

10. Reality Check

Is this outcome realistic and achievable?

If not, what needs to change?… if yes, let the fun begin!

11. Check Out

Once you’ve worked through all your outcomes for the session, close the meeting with a “check out” question. E.g. What have you enjoyed about working together today?

Taking turns, and without interruption, give everyone the opportunity to appreciate a highlight from the session.

Be creative and experiment to make this framework your own.

If you have any questions about the process, please ask… and do let me know how you get on. 

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About Karen…

Karen is on a mission to inspire leaders to define and align with the purpose of their organisation. In so doing, foster more meaningful and engaging workplace cultures, where people matter.

Karen is known for her passion and expertise in leadership development and change facilitation. The impact of which has a positive influence on performance and the way leaders lead within their organisation.

For an exploratory conversation about the health of your workplace culture, message Karen at karen@karenmasonassociates.co.uk.

How to Grow a High Performing Team?

How to Grow a High Performing Team?

Harnessing the power of the collective can seem like an impossible task for many leaders. In many organisations individuals work alongside one another and are a team by name only. They have yet to discover the magic formula to perform well together.

So what can you do as a leader to grow a high performing team?

Pause for thought…

How effective is your team?

Having reviewed the infographic, what steps can you take to grow the performance of your team?

If you are curious about leadership and how organisation is evolving join us for Teal Fest 2018 on Thursday 6th December in Penrith, Cumbria.

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Bio

Karen Mason inspires leaders to define and align with their purpose, whilst fostering engaging workplace cultures, where people matter. Karen is known for her passion and expertise in coaching and facilitation. The impact of which has a positive influence on the way leaders lead within their organisation.

Has Your Team Lost Its Mojo?

Has Your Team Lost Its Mojo?

When was the last time you found yourself working on a project, or contributing to a team, and wondering “where’s this going?”

You find yourself going through the motions, with little energy or thought about outcomes. You do what you do out of habit.

If you are working in a team, or contributing to a project, that’s become stale having lost its mojo, I suggest it’s time to challenge the status quo. It’s time to think about reinventing yourselves. We spend too many hours at work to not be motivated by what we do.

In my experience working with teams, tapping into the energy and enthusiasm that launched the team or project in the first place is often a good place to start. Reminding yourselves why you exist, the core purpose of your project or team, can breathe new life into what you do.

As a group, it can be really helpful to re-engage with each other by taking time out to pause and reflect together…

  • remind yourselves of your shared outcomes, what are you seeking to achieve together?
    appreciate the strengths each of you bring to the group,
  • take a fresh perspective and consider the beneficiaries of the project or team deliverables. Reminding yourselves of their requirements and how you are making a difference is a great source of motivation,
  • agree how you want to work together… what do each of you need to work at your best?

These are a few of my suggestions… what else has worked for you to reinvent a project or reignite a team you’ve been part of?

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Bio

Karen Mason inspires leaders to define and align with their purpose, whilst fostering engaging workplace cultures, where people matter. Karen is known for her passion and expertise in coaching and facilitation, the impact of which has a positive influence on the way leaders lead within their organisation.

What is Leadership? 3 Traits for Reflection

What is Leadership? 3 Traits for Reflection

“What is leadership?”

This is often one of the first questions I ask participants on my leadership development programmes. In small groups, leaders huddle together to consider the question and share their thoughts. There is usually an initial silence whilst the question lands, then a gentle buzz begins as ideas begin to flow.

Feedback from the groups can be quite varied. While some focus on positional power and hierarchy, for others the line is blurred between management and leadership. Eventually we start to tease out some of the traits that make a  real difference.

Traits of Effective Leaders

I have distilled some key traits under three headings… for leaders to be effective they:

  1. Inspire
  2. Engage
  3. Evolve

Inspire

Great leaders inspire!

Importantly, leaders driven by purpose know why they are motivated to take action. They know they are making an impact to further a belief or cause they care about. This sense of purpose provides leaders focus and is their source of energy and motivation, like a clarion call attracting others to contribute. Whilst purpose ignites enthusiasm, great leaders also need vision and clear outcomes, to communicate the direction in which they are travelling.

Fostering an environment that inspires, requires values to be established. A guiding set of values, that are lived and modelled by the leader, provides a moral compass. Values establish “how we do things around here”, determining how we behave and guides decision making.

Engage

With inspiring foundations in place, leaders engage people to perform and contribute to further the purpose of the organisation. Individuals thrive when given autonomy. Effective leaders recognise this by coaching, rather than telling, encouraging their team to think for themselves and take responsibility for their actions. Theses leaders let go of controlling behaviour, knowing the team are equipped with the necessary information to take the lead for their own projects and actions.

Effective leaders provide support in the form of coaching to provide stretch and challenge. They are curious, making time to listen to the stories and challenges arising and provide opportunity for reflection. Effective leaders value relationships and get to know people well, knowing strengths and when individuals need the support of others. They can listen and respond, without the need to rescue and provide solutions. Whilst this approach may take longer in the short term, longer term it generates deeper relationships that foster trust and resilience. Individuals grow in confidence knowing they are supported and equipped with the skills to find their own solutions to everyday problems.

Evolve

To evolve as a leader requires time to reflect and develop a greater sense of self awareness. Recognising the impact they make and being conscious about the kind of leader they want to be.

Effective leaders recognise leadership is happening all around them and encourage growth in others. Patience may be required, whilst supporting others to grow. Persevere and be rewarded by developing a high performing environment where individuals flourish.

Pause for thought…

What kind of leader are you?

How do you inspire, engage and evolve those around you?

If you are curious about leadership and how organisations are evolving sign up for Teal Fest 2018 and join the conversation.

 

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Bio

Karen Mason inspires leaders to define and align with their purpose, whilst fostering engaging workplace cultures, where people matter. Karen is known for her passion and expertise in coaching and facilitation, the impact of which has a positive influence on the way leaders lead within their organisation.