Think of great teams you’ve been a part of, whether at work, in sports, in life … they got lots done but there’s also this connectedness among team members … not necessarily best friends but real respect and appreciation of each other.

Those whacky researchers at Google noticed that psychological safety too amongst their high-performing teams – where team members believe they won’t be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. [can we have the picture?]

Psychological Safety isn’t the only thing that makes for a great team, and without it, teams just don’t get the excellent results you know is possible.

Your job as leader is to build an environment of trust in your team so people can be emotionally vulnerable.

Examples of how we’ve been supporting teams in Seniors Care since 2006…

• A six-month Team Coaching and Leadership Development program with a new team in a family-owned multi-site Long-Term Care organization. All lovely people and they needed to come together quickly after significant leadership turbulence. Many of the leaders were new to their roles, the Administrator was new to everyone, and there were several new clinical and organization-wide programs coming on-line.

Outcome: All 9 team members ranked the program Very Relevant or Extremely Relevant in terms of giving them tools and ideas for being an effective leader, increasing harmony on their leadership team, and helping them be a 5-star team (their Team Purpose which we defined through the program).

• A four-month Team Coaching and Leadership Development program with a senior leadership team in a municipally owned Long-Term Care organization with unionized staff. Many of the team had worked together for years, and they struggled with staff engagement.

Outcome: According to participants, a transformational impact on their leadership.

“Thanks to the Leadership Academy a lightbulb went on.

From the goal I set in my kick-off coaching call with Mary Ellen, the topics customized for Riverview Gardens, and our team Open-Mic discussions I realized that though some of my leadership styles were working, I wasn’t doing the communication part as well as I thought. My team needs to know what’s in my brain. It needs to OUR vision, not just mine.

I’m on the path, and the Academy helped me move further. It’s been very interesting and a good boost for my leadership.”

Catherine Gadal,

Nurse Manager,

Riverview Gardens

• A 2-day leadership conference with 50+ leaders of a growing Senior Living organization to support them developing a feedback culture. It needed to connect meaningfully to their staff’s daily work in Seniors Care, and be fun and engaging so they’d take the ideas back to work.

Outcome: They loved it so much we did a similar one-day intensive for all front-line staff (Michelle Chisholm testimonial … already existing on https://conduitcoaching.com/feedback-formula-program/ on the left side-bar)

Reach out if some of your teams are struggling … whether because they’re new, or not getting along, or just not synching up, or there’s a challenge on the horizon that requires they be at their best and strongest.

There is plenty of empirical evidence correlating high positivity in relationships and the workplace to sustained high performance.

Conduit Coaching’s approach to teams incorporates the best of leading-edge research including Positive Psychology, Systems Theory, Emotional Intelligence, and the Gallup organization’s work on strength-based leadership.