DERGEL Executive Search

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Promoting Strong Team Connections

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Hiring managers promote bringing your most authentic selves to work. However, we can often miss the mark when we get caught up in the results, navigating a competitive market, and playing politics. While the primary focus of any organization is to promote its product or message, company culture is also a key driver for solid teams.

For teams working together in an office, there are a plethora of opportunities, such as:

  • Pre-work coffee talks
  • Team lunches
  • After-work meetups
  • Team outings

For teams who work predominantly remotely, finding time to connect on a human level can be a bit more challenging. Here are a few examples of ways to strengthen the bonds between employees:

Virtual Learning Opportunities. For teams who thrive on continuous learning, educational opportunities can help greatly with bringing your team together. Finding virtual team learning that exemplifies your employees’ strengths and interests can strengthen your team all around. Listen to your employees’ class preferences and set them up to attend them. Additionally, find out which topic would be of top interest to all employees (as a unit) and schedule a course. By implementing individual interests and group interests, you will improve skills across the board and highlight the passions of your team.

Team Book Club. Find books that inspire your team on an intellectual level and career level. Allow your team to present their insights in the manner that they find most comfortable. When it comes time to discuss the book, your team’s creativity will be showcased, and you will have a better understanding of their analytical interests. Some will come to the meeting with writings, some with speaking points, others with PowerPoints, some may even come with art they produced. A book club is a well-rounded option to promote creativity and allow your team to teach each other.

Dedicate some time for nonwork-related conversations. Utilize your face-to-face (virtual) meetings to include time for employees to talk to each other as people. This is an established practice for the DERGEL Media team. During this time, we discuss News, how it ties/compares to history, what it could mean for the future, and to bring it full circle: how it affects business leaders and their employees.

Maintaining solid bonds among your team in a healthy manner will promote confidence, creativity, and drive to support each other through difficult times. Take the time to understand your team on a human and intellectual level and build a plan that keeps them in mind. Whether your team is in-person, hybrid, or remote, you will uncover their greatest array of strengths and watch as they grow into their most authentic selves.

Organization as an Investment: A Clean Space Creates an Effective Workflow

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A leader’s approach to organization transcends the tactical arrangement of physical objects; it is a profound investment in optimizing workflow efficiency, promoting clarity, and shaping organizational culture.

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An easily overlooked yet crucial aspect of leadership is the cultivation of a well-organized workspace.

There is profound impact of a clean and orderly environment on enhancing workflow efficiency. Being organized is not just an operational tactic, but an act of strategic investing. Being organized is an investment into the fabric of the organization itself.

Not Just For Aesthetic

A tidy workspace is not merely superficial – it is the cornerstone of an efficient workflow. A clutter-free environment encourages focus, minimizes distractions, and sets the stage for clear thinking. Leaders who prioritize maintaining an organized workspace send a powerful message to their teams – that a commitment to a clean space fosters a commitment to excellence.

A clutter-free space isn’t just an aspiration; it’s a strategic imperative for leaders aiming to drive productivity and innovation.

Setting the Cultural Tone

Leaders have the unique privilege of shaping organizational culture, and a clean workspace can be a catalyst for cultural transformation. When leaders prioritize organization, they signal a culture of discipline, accountability, and respect for resources. Leadership is often learned through observation and emulation. Team members are more likely to adopt these practices when they witness their leaders’ commitment to orderliness.

A well-kept workspace reflects a commitment to excellence and influences team members to adopt similar practices. This cultural alignment creates a ripple effect, where individuals at all levels feel motivated to contribute their best work.

Fostering Collaborative Excellence

A clean and orderly workspace provides a conducive setting for meaningful interactions and teamwork. Leaders who prioritize organization create spaces that invite spontaneous discussions, brainstorming sessions, and knowledge sharing.

The Power of Visual Order

In the dynamic realm of business operations, appearances do matter. A cluttered and disorganized workspace can breed confusion, hinder communication, and impede productivity. This holds true for leaders at all levels – from department heads to team leads – as they are responsible for orchestrating the symphony of tasks that constitute their team’s efforts.

When leaders uphold an orderly environment, they set a standard for their teams to follow. This standard is not confined to physical space alone; it extends to digital platforms, file systems, and communication channels.

The Ripple Effect on Morale and Well-being

Leadership is not confined to directing tasks; it extends to shaping the emotional and psychological climate of the workplace. A well-organized environment contributes to employees’ overall well-being and job satisfaction. It minimizes stressors associated with chaotic workspaces and promotes a sense of ownership and pride among team members.

A clean workspace is not just a peripheral matter; it is a strategic asset that empowers leaders to steer their teams towards unparalleled success. As leaders recognize the transformative power of a well-organized environment, they unlock the true potential of their teams and pave the way for a future of sustained achievement and innovation.

In such an effectively organized environment, both in physical/digital presence and in company priorities, teams and individuals will emerge performing naturally at their best.

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

Mitigating Toxic Employee Behaviors: Maintain a Healthy Work Environment

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Employee retention is one of the most important factors of successful businesses. During the hiring process, managers look for attitude – Can this person represent my company at the highest level? Over time, attitudes and behaviors can change. Sometimes these changes can be caused by stress, lack of passion, or, in the worst scenario – an employee’s true colors begin to show. When the toxicity becomes too much to bear, how should we best approach the situation?

Assess the mission of your organization. the actions of the employee that you have taken note of and how it is affecting the reputation of the organization, the potential to suffer further from toxic behavior, and how these behaviors are lowering the organization’s Brand.

Industries such as sales, politics, and the military often foster a “win at all costs” mindset, which can lead to competition between teams. However, employees in any industry should exercise self-control to prevent toxic behaviors from harming the team as a whole.

If your organization promotes an altruistic mission, this mentality is more likely to cause a well of tension over time. This is especially true if you claim to represent a group of people, yet you become/are made aware that some employees are ostracizing target audience members who don’t fit their idea of what that group should be – who don’t “fit the bill”. For example, if your organization supports a minority group, but an employee views someone as a “black sheep” of that group, they may make that person feel unwanted.

Some common toxic behaviors in a workplace to watch for include:

  • Lack of trust.
  • Gaslighting.
  • Lack of collaboration.
  • Bullying.
  • Emotional manipulation.
  • Lack of support/growth opportunities.
  • Taking credit for others’ work/ideas.
  • Intimidation.
  • Harassment.
  • Lack of healthy boundaries.
  • Slandering Teammates/Potential New Hires.

If you notice any of these behaviors, start by speaking with the employee(s) who is being targeted. Be clear with them about what you have heard and/or observed and get a clearer understanding of how it is affecting them. Then, speak with the other team members individually. This will prevent the perpetrating parties from bonding together to manipulate the narrative further. Follow up consistently to ensure that these harmful actions are not continuing.

Try to avoid only speaking with the perpetrating parties and bystanders, as this can open the door for the continuation of these behaviors. Which can potentially even open the door to more severe consequences, such as legal action.

The commercialization of Deep Technologies has opened the door lesser considered toxic behaviors:

  • Account hacking.
  • Creating fake profiles to stalk perceived competition.
  • Cyber threats to harm employees/target audience who don’t comply with requests or demands.
  • “Burning” the targeted co-worker to prevent them from being able to work.

Initial identification of any of these behaviors gives leaders an opportunity to discuss the issues and offer ways to avoid continuation. However, if the behaviors persist over time despite being addressed, it is crucial to assess if this is truly who you want representing your organization. If you decide that this is not the right fit, it will be best to let the employee go. This is an opportunity to demonstrate leadership skills with strength with compassion.

Pivotal decisions such as these open the door to truly assist your former employee to find their right career path. Consider their strengths and in which environment they thrive. Offer to help them update their resume. Be willing and eager to write recommendation letters that highlight their strengths. Introduce, or talk them up, to other business leaders/organizations that would better fit their passions and personality. Just because an employee was not the right fit for your organization, does not mean they lack talent or purpose. Wanting to assist this employee on their journey forward, is a strong exhibit of the type of leader you are/want to be.

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

Embracing Age Diversity: A Necessary ‘Skill’ in the Workforce

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The workforce today is more diverse in age than ever before, spanning five generations, and will soon include Gen Alpha, who are still teenagers but on their way. This multi-generational dynamic presents opportunities and challenges for leaders and employees alike. Age diversity in the workforce is not a new topic however, when great candidates emphasize their ability to work effectively with individuals of all ages, it sends a clear message that age diversity is an important topic and a significant consideration for leadership and employees at all levels of the organization.

There has been much discussion about developing age-inclusive workplaces and the many benefits of multi-generational teams. At the organizational level, age is often overlooked as part of an organization’s DEI (Diversity, Equity, and Inclusion) strategy.  However, there is much we can do on an individual level to successfully embrace and leverage age diversity in the workplace. It is crucial to reflect upon and remind ourselves, on an individual level, of the required mindset and skills, which often overlap with those needed for positive work culture and success in any environment.

Recognize that an individual’s position within an organization is a result of their own abilities, knowledge, and contributions. For example, there are numerous accomplished Gen Z CxOs in the workforce who have rightfully earned their leadership roles and achieved success in their positions. Similarly, we also encounter many successful Boomers and Gen Xers across organizations, demonstrating their proficiency and expertise in their respective roles. Embracing age diversity means applying this principle in both directions. Age should not be a decisive factor in assessing someone’s worth or the value they bring to the organization.

Respect colleagues and peers. When respect frames our work ethos, every aspect of our interactions from communication to conflict resolution will be positively affected and contribute to a positive work culture. Provide constructive feedback respectfully. Accept constructive feedback as an opportunity to learn and grow.

Set aside age stereotypes. Age should not be used as a basis for judgment and blame. Success and performance should not be attributed to age but to individual factors. Consider the person and not the age.

Listen and discuss. Everyone has something to learn and something to teach. Age should not prevent us from either. Life-long learning has no age boundaries, and teaching others has no age boundaries either.

Life experience is present at any age and stage. It may differ in duration or content from others but offers a unique and valuable perspective due to these differences and should be acknowledged and appreciated.

Age diversity is a complex issue that requires consideration at both the organizational and individual levels. At the organizational level, seeking guidance from experts and consultants can be beneficial in designing, promoting, and implementing age-diverse policies and practices. Simultaneously, individuals at all levels within the organization must also take a proactive approach by reflecting on their own attitudes and adopting the mindsets and skillsets to actively embrace age diversity. Creating a culture that genuinely embraces age diversity fosters inclusive and productive work environments that harness the collective strengths and experiences of employees across all generations. Embracing age diversity on an individual level is not just a skill but a vital element in cultivating successful and positive work environments.

Staying Level-Headed During Tumultuous Times

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The competition is gaining momentum. There’s a recession. Threat of job cuts. Rumors about inflation growing. Political changes that rattle your employees… There are many factors that can affect one’s emotions throughout the workday. Though that doesn’t mean that we should lose our whole afternoon stressing or take out those disruptive emotions on those around us (especially in front of other employees). Let’s be fair, no one likes displaying negative emotions and no employee enjoys have their boss screaming at them or making a smug, snarky comment to show off that they have the upper hand. Taking a short moment away could make a world of difference for yourself and your team.

What are some of the best practices to bring back the balanced mindset when a moment arises when we are unsure if we can contain the negative emotions quickly enough to manage efficiently? First, take a deep breath and respectfully communicate that you are going to need a few minutes to clear your head (try for no more than 15 minutes, tops!). Then remove yourself from the area to take the allotted time.

Take a walk. Outside. Many experts recommend taking a walk outside as the fresh air can do wonders for the body.  If we work in a large facility or have a gym in the building, its easy to take a quick power walk somewhere indoors. Movement of the body will revitalize your blood flow; Oxygen will boost brain function and clear out the disruptive emotions and then sun will supply your body with Vitamin D (a natural mood enhancer).

Quick Stretch or Workout. Find a sufficient space in your office to get active and revamp your blood circulation. If you aim for a good stretch, then you will feel refreshed and have less tension in your muscles. If you aim for the quick workout, then you will return with a more driven mindset, with some blood pumping, and some slightly sore muscles.

Grab a Snack. Having a quick bite to eat to regain control the emotions as human emotions tend to be harder to control when our bodies are lacking the proper nourishment. For the best boost in brain function, go for foods like: berries, nuts, sunflower seeds, or other superfoods. If you are still looking for something on the healthier side but are really just looking for something to nosh on, you can go for something like dry/fresh fruit, a power bar, or even some dark chocolate.

(If possible) Take a Nap. A quick power nap is all you might need to jumpstart your creativity when facing tough emotions. It is the human version to “turning it off-then-back-on again”! A good, quick REM cycle can refresh not just your brain power, but the potentially sore eyes you may be having at that point. Though, if you run into resistance from your team, for this method, speak with them about where would be best spot for you to do this without affecting their workflow, or explain why a nap will be more beneficial for the team as a whole.

There are many other different methods of how a person can approach difficult times for taking the time needed to bring yourself back to balance before really tackling the issue at hand. Some methods could include internal team activity breaks or even industry specific approaches (if you’re in the restaurant industry you may be familiar with the phrase “Go Cry in the Walk in”). Whatever approach you choose to take, you can stop the situation from turning into one of the “Mountain out of a molehill kind.”

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

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