Claudia's two cents

Practical, short answers to any people related questions - from a passionate believer in people! With 'make work meaningful' we want help create more workplaces that are fun and inspiring.

Inheriting a team the right way 05/17/2021

Understand before arguing with a d..k boss,,, 04/28/2021

What's so hard about saying "Thank you"? 04/21/2021

"Alone we can do so little, together we can do so much." --H Keller 04/13/2021

Taking care of business ... learning in the hybrid work model 04/07/2021

It's who you know ! Building your first network during hybrid onboarding 03/30/2021

Preparing for the Hybrid work model 03/23/2021

Inspiring people to take on more responsibility 03/16/2021

Succession from a founders view 03/09/2021

How do you come up with a grounded people vision? 03/02/2021

Asking for help 02/22/2021

Trust and driving innovation 02/15/2021

Indulge in healthy conflict when you disagree 02/08/2021

Confusing trust with power or control 02/01/2021

Confusing trust with power or control Miriam Malik Cheung's question is: As a leader, how do I know if my team trusts me, or if they're scared of the power I have. Quick summary: Not hearing what people think is not a sign that they agree … What I do before during and after meetings to help make the power I have doesn't prevent people speaking up Try to give people more time to comment on stuff in their own time (use either use padlet or miro or silent meeting) Allow people time to formulate their response in advance. maybe even plant controversial views in the document or agenda Pay extra attention to who has not said anything State your assumptions rather than have an opinion If appropriate leave the room for a bit Try the hat or role method that encourages people to speak up. People can speak more boldly because of a hat they are wearing or role they playing - e.g. a devil's advocate. Encourage people to talk off-line in an informal setting where they feel more relaxed How I present myself as a leader to let people know how to read me Work on your behaviours that enable transparent, open and honest way so that people feel safe and able to trust you Share a About me with everyone in the team and business. (share the good but also negative habits, behaviours and tendencies and how to get the best out of you) Pay even more attention to the people in your team -especially the ones that don’t naturally open up - so you can gauge if something is off or if they are not their usual self. Actively listen and try to see and feel what is not actually said. What else do I do when the above does not work? Involve a 3rd party - someone that the team member actually trusts to 1st. Get feedback through the 3rd person to potentially find out if there is anything you can do differently to help the other person to feel more relaxed. 2nd. Set up a meeting for the 3 of you to talk together - to allow the 3rd party to help overcome the situation. Get coaching on that particular situation to open up your thinking and find a way that helps you both feel comfortable to speak up honestly. /episode/index/show/claudiastwocents/id/17776943

Trust your team to deliver a great customer experience 01/25/2021

Helping your team take on decision making 01/18/2021

Connect & Motivate people - remotely 01/06/2021

Culture - Wellbeing - Motivation in a remote world 01/04/2021

Watercooler conversations while working remotely 01/04/2021

Communicating during adversity 01/04/2021

Involving teams in your planning 01/04/2021

Claudia's two cents Intro 12/30/2020

Claudia's two cents

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