Phil Geldart

Great little post here about psych safety on virtual teams: https://lnkd.in/ggjecQ9y – As a part of a team that works more than 90% of the year in a virtual setting this has been something we have had to be intentional about as well at Aristotle Performance.   Here are the tips I would add to the article based on my experience: -Drop the formality – teams that are all business all the time struggle to innovate and share ideas that might be “off the agenda”. -Build relationships over a different format – I make regular phone calls. Yes, the phone. I start by saying some version of “how are you – I’m going for a walk – tell me how things are going” I still send along a text ahead of time to make sure I’m not disturbing anyone’s workflow but I make time and I aim to listen. -Don’t overwhelm your team with BS team building – take extra time and go to a comedy show or a tourist attraction when you are on a work trip. We went for an extra 3 days to Saltsburg after working with a German client. Keep it low key and low obligation so the focus is on a natural development of relationships instead of a forced or contrived situation. What tips would you offer from your experience as a leader? What about from your experience as a team player? #psychologicalsafety #leadership #virtualworkplace #virtualteam #online #workonline

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What would your workplace culture look like if you enabled the people in your life to actually feel their emotions instead of stuffing them down? When we suppress our emotions and expect those around us to do the same, we put out the "brush fires" that pop in our organizations without addressing the "root fires", or the greater underlying issues. #FORTLOGServices #JohnRobertson #LeadershipSpeaker #KeynoteSpeaker #InspirationalLeadership #LeadershipTalks #MotivationalSpeaker #LeadershipDevelopment #LeadWithPurpose #ExecutiveSpeaker #LeadershipMatters #EmpowerLeadership #InnovativeLeadership #AuthenticLeadership #LeadershipSkills #LeadershipJourney #LeadershipInspiration #LeadershipTraining #LeadershipMindset #ThoughtLeader #StrategicLeadership #LeadershipExcellence

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Episode 84 of the Where Work Meets Life™️ Podcast features Dr. Bill Howatt, a highly sought-after expert on leadership, mental fitness, and creating inclusive, psychologically healthy workplaces. Tune in to hear Dr. Howatt discuss his insights on creating psychologically safe workplaces and the importance of mental fitness. Don't miss this enlightening conversation! 🎙️ Listen now on your favorite podcast platform: https://loom.ly/T7M38NM #WorkplaceMentalHealth #InclusiveWorkplace #EmployeeWellbeing

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We've all been there: your organization is going through change, rumours have started flying, and the helpful reassurance you try to offer backfires. I loved this article by Liz Fosslien in Harvard Business Review on "How Leaders Miscommunicate When Tensions Are High". She nails the common pitfalls--I've seen them all in my experience coaching leadership teams. Here are three of them to watch out for, along with some practical examples of how to improve communications in difficult times. 1. Lack of Clarity: Ambiguity in communication can lead to confusion and misalignment. Take time to ensure your messaging is clear and direct to maintain team focus. 👎 "We had to cancel some projects. Move on to other tasks." 👍 "Due to budget constraints, we are cancelling Project X. We will reallocate resources to Project Y, which has higher strategic importance. Team members affected by the cancellation will be reassigned with clear new objectives by the end of this week." 2. Over-reassurance: While it’s important to calm fears, over-reassurance can appear dismissive. Balance empathy with honesty to sustain trust. 👎 "There might be a change in leadership, but it shouldn’t affect you." 👍 "We are preparing for a leadership transition to bring fresh perspectives. The new leader will be introduced at our quarterly meeting, where they will share their vision and strategic plans. Your roles and responsibilities will remain unchanged during this period." 3. Ignoring Feedback: Shutting out team input during high-stress times can worsen the situation. Foster an environment where feedback is welcomed and valued. The tricky part: invite input that you will be able to implement and remember to acknowledge it. 👎 "We’re not sure what the future holds, but keep working hard." 👍 "While we finalize our future direction, our immediate focus is on sustaining our current projects and improving customer satisfaction. We are hosting a series of workshops to gather your input and will communicate the finalized strategy by the end of next month." Navigating high-tension situations is challenging, but with mindful communication, you can lead your team through it. What strategies have you found effective in high-stress moments? Link to the full article: https://lnkd.in/gaK7j_kg

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“It is foolish and even immoral for organizations to assign employees stretch goals without equipping them with the resources to succeed – and still punish them when they fail to reach those goals. This lack of guidance often leads to stress, burnout, and in some instances, unethical behaviour.” –Gary Latham, et al NOTE: Performance goals are important, but we must pay equal attention to developing the learning capability and #learningagility to support success. READ MORE here: https://lnkd.in/gjXtEr_g #leadershipdevelopment #talentdevelopment #summeroflearning

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ICF Professional Coaches are advancing the coaching profession so that coaching becomes an integral part of society. ICF Members lead this journey by representing the highest quality in professional coaching. With your membership you gain: - Connection - Access to research - Support - Growth Opportunities - Networking - Exclusive events Become a member today and align with the Calgary Chapter. We look forward to meeting you. #icf #icfcalgary #member #coachingcommunity #coaching #growth

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ICF Professional Coaches are advancing the coaching profession so that coaching becomes an integral part of society. ICF Members lead this journey by representing the highest quality in professional coaching. With your membership you gain: - Connection - Access to research - Support - Growth Opportunities - Networking - Exclusive events Become a member today and align with the Calgary Chapter. We look forward to meeting you. #icf #icfcalgary #member #coachingcommunity #coaching #growth

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At Aristotle Performance, we regularly challenge our own assumptions, beliefs, and "rules of engagement," understanding that they might be flawed. This practice often uncovers how some of our actions hinder our broader goals, leading to consistent innovation and transformative thinking. By focusing on finding the best solutions rather than on who is right, we create an environment of psychological safety. This encourages open dialogue and the questioning of norms without fear of backlash. By sharing this approach publicly, I'm hoping to inspire discussions about the value of psychological safety as a key performance indicator, driving innovation and resilience in organizations. If you're curious to learn more about my thoughts on Psychological Safety as a KPI, check out our blog on the same topic: https://lnkd.in/gKmHFa5N

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I recently came across an insightful article on HRD Canada about the transformative power of employee feedback in driving organizational change. It’s clear that leveraging employee insights is not just a nice-to-have but a strategic necessity for modern organizations. The article highlights how fostering a culture where feedback is actively sought and acted upon can lead to meaningful transformations. It’s inspiring to see companies recognizing that their greatest asset—their people—hold the keys to innovation and improvement. Implementing effective feedback mechanisms can bridge gaps, enhance engagement, and ultimately drive success. Let's continue to champion open communication and use employee feedback as a catalyst for positive change in our organizations!

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Values The following is a condensed excerpt from my upcoming book, “What’s Next- How to Make Your Next Chapter Your Best Chapter.    Our values are our unconditional beliefs about how we commit to live, demonstrated, and made credible, by our consistent conduct over time. Two words in this definition deepen and differentiate their true strength. These are unconditional and commit. Unconditional, in the context of your values, means that you cannot behave situationally or conditionally. You must live your values, no matter the situation or other peoples’ conduct or expectations. For example, you cannot claim respect as your value but respect only those who respect you in return. You cannot respect only people you like or people with whom you agree on important topics or people whose lifestyle you deem acceptable. This can be challenging. Why, you may wonder, would you respect someone who does not respect you? Or someone whose worldview is diametrically opposite to yours? Or a drug addict who defecates on your front lawn? The easy answer is this: You don’t have to. But if you don’t, or can’t, or won’t, you must acknowledge that respect is not one of your values. Instead, understand that respect is your conditional choice based on circumstances and on your judgement as to whether or not another person deserves your respect. If, though, respect is one of your core values, you must rise above another’s conduct or the situation that you deem to be disrespectful of you. You must look at others from a higher level. You may condemn the act, but you may not condemn the actor. When you encounter people whose values radically conflict with yours, you’ll experience a hard truth: Living your values can be challenging. When the conflict involves family members, friends, or close co-workers, the challenge will feel even tougher. That is why you must reflect long and hard before choosing and declaring your values. If you wish your values to truly serve you, you must remain consciously aware of them every day. When you are not conscious of them, you open the door to your hard-wired instincts – your shadow values - avoidance of discomfort and instant gratification. You’ll discover once again that those instincts can quickly override your values and cause you to behave in unintended ways. As you proclaim your values, think of yourself as the product you want others to trust. If you don’t live your values, why would anyone trust you? Do this—in writing with pen and paper  ·       Write down the names and the meanings of your values. ·       List the specific behavioral characteristics that you see as vital to demonstrating the ways you live your listed values.   This list is your starting point. More to follow.

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Want to feel less stressed and more happy? I hear and see these as some of the transformations Leaders experience when they learn about and start applying EI in their work and home lives. Watch the short episode on YouTube on the coorelation between EI and highly effective Leaders -> https://vist.ly/3b2sq Interested in learning more about EI? Send us a DM or contact info@v2p.ca to connect. #EmotionalIntelligence #Leadership #Leadershipdevelopment

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These are expectations that people earn when they have proven themselves useful and valuable to an organization, a community or a team. If you haven’t earned them then they are simply entitlements. I do agree that these are good things that organizations should work to offer, though.   You don’t deserve these because you show up.   If you feel you deserve something just because and you haven’t earned it – you are falling into the trap of entitlement. If you are entitled, you are giving your power away. The other person will become in charge of whether you get the things you feel entitled to or not. The more entitled you are the less empowered you are.   If you earn the rewards and they don’t materialize, you will be well rewarded when you leave and go somewhere that recognizes them.   Don’t expect a team social if your team doesn’t get its job done.

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Revolutionize your team's learning experience with Novalead Training Courses! From interactive workshops to project-based learning, empower your team to excel in today's competitive landscape. #InteractiveLearning #ProfessionalDevelopment #Sales #Leadership #Communications #Training #B2B #Learning

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Day 2 of our Team Psychological Safety certification workshop with Master Facilitator Peter Cauwelier ! As we delve deeper into the topic, we realize how often "soft" topics like values, norms and culture have a profound impact to critical aspects of the organization like learning and performance. Team Psychological Safety can be developed over time! #teampsychologicalsafety

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I've been feeling particularly thoughtful about resilience lately. Everywhere I look, resilience is described as being present in the moment, recognizing what you're feeling, and adapting to circumstances. While these aspects are undoubtedly important, I can't help but feel that something crucial is often overlooked. To me, resilience isn't just about our immediate reactions. It's about the skills we've cultivated over the years. Think about critical thinking, emotional intelligence, and the ability to navigate uncertainty. These are not just abstract concepts but tangible skills that we develop and refine over time. I have realized how these skills have been the true pillars of my own resilience. They have enabled me to withstand challenges and grow from them and I believe they can do the same for everyone. This leads me back to the work we do at the Canadian Management Centre. Our programs are not just about theoretical knowledge, but about equipping professionals with the practical skills necessary for true resilience. From leadership development to emotional intelligence training, we are here to support your professional growth and resilience. So, while it's vital to stay mindful and present, let's also recognize the deep, skill-based foundation that supports our resilience. What skills have you found essential in building your resilience? I'd love to hear your thoughts and experiences. And if you're looking to strengthen these skills, check out our offerings at the Canadian Management Centre. #Resilience #SkillDevelopment #Leadership #EmotionalIntelligence #CareerGrowth www.cmcoutperform.com

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Shout out to all the HR Leaders out there! 🌟 Join us for the "Perspectives: New Tools of the Management Trade" webinar on June 12th at 2 pm ET. In this session, you'll: - Identify common enemies of effective people leadership. - Gain insights from a recent PI report on often overlooked solutions. - Learn from HR leaders who have partnered with managers to enhance business performance and worker well-being. Attend live for 1 HRCI and 1 SHRM credit! 🎓 Save your spot here: [Link to webinar](https://lnkd.in/ebu_NcKx) #HRLeaders #Webinar #ManagementTools #LeadershipDevelopment

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