​Week 39 Focus – Team Development: Understanding How Teams Operate
Focus Question: What does your team need right now?

 Description
In growing a team, it is important to understand the arc of team development. Teams naturally move through the process of what is commonly referred to as Tuckman’s Model. This series of stages from Forming, Storming, Norming, Performing and Adjourning. At different stages team and groups have varying needs. 
 
Here’s what I shared about the five stages of Tuckman’s model in a Teams365 blog post:
 
The forming stage occurs when groups or teams are coming together, and/or are being joined by new group/team members. Key needs at this stage include safety, connection and understanding what expectations are. As coaches, it is important at this stage to encourage dialogue around expectations, group or team agreements (or "how we want to operate/get along") and connect people with each other as well as with you.
 
By the second conversation, groups are often into the Storming Stage where they are asking themselves "What? So, who are we? What's this all about?". This is where conflict starts to emerge and can be very overt (visible) or under wraps (i.e. people choosing not to engage and double-booking themselves). Conflict is a normal and healthy part of group development when they have the tools and skills to learn to work across differences. We can support groups and teams as coaches sat this stage by supporting them with a process and tools that help them gain clarity about who they are and what it's all about.
 
As groups and teams move through Storming and start to create their own identify they move to the Norming stage. We may start seeing the group really start coming together in the second or third group coaching conversation, or even in the morning of a multi-day program. As coaches we can support the process by encouraging dialogue around roles, key goals they are working towards collectively and the purpose of the group or team.
 
The next stage in Tuckman's Model is Performing. At this stage, the group or team has everything they need and clarity around what they are doing so they can get the work done. As coaches, we can support teams and groups at this stage for pausing to reflect on what's working, what's not, what needs a tweak and what's going to support their results.
 
Groups and teams will end - whether it is a team member leaving, a project team winding down, or a group disbanding. In the Adjourning stage we want to create the space for people to acknowledge their achievements, learning and start looking at next steps.
 
Activity
Questions to consider:

• What stage is the group or team you are working with right now?
• What can you do to support them? What do they need from you?

I go into greater detail about Tuckman’s Model in most of my books, given that the stages play out in both in-person and virtual teams.

Connection to the Workbook and Planner
As you consider the different relationships you are in, what stages are you at?

Download a one-page copy of this week's 52 Weeks of Plan, Do and Track here.

Best wishes, 
Jennifer

Read and download the initial weeks of the 52 weeks of Plan, Do and Track

​Jennifer Britton - Potentials Realized
Author of PlanDoTrack (2019),  Coaching Business Builder (2018), Effective Virtual Conversations (2017) and From One to Many: Best Practices for Team and Group Coaching (2013). Pick up a copy of any of her books at Amazon
Book Jennifer for a coaching session to explore productivity, teamwork and business issues.
Contact her by phone at (416)996-8326
Check out the new 19 Productivity Tips on-demand program. Explore this video based program at  your own pace, and join Jennifer for bi-weekly calls as part of your course.
Follow the #90DaysPlanDoTrack series on Instagram

AS we step into the last 3 months of the year, and this decade, what time are you dedicating to focus on what you want to create NEXT?
I'm pleased to announce the following events and services available to you as you move through the last quarter of 2019:

FOR TEAMS

Year End Planning and Retreats for Teams - Facilitating team retreats and team development sessions have been the mainstay of our business for 2019. Looking to do something special with your remote or in-person team this year?  Contact me to discuss what a customized year-end team retreat could like for you. Bookings are filling for in-person services in the Greater Toronto Area OR we can design and implement a virtual session for your remote team (1.5 hours to 1-2 days via zoom). Contact Jennifer at 416-996-8326 to discuss your needs.

Team Days - Looking for a booster shot for your team. Get back to the basics around your team strengths, styles and what makes you unique.  One day team sessions incorporating the Everything DiSC, StrengthsFinder and/or our own Six Factors Team Effectiveness framework. Email us to set up at time to discuss your needs. 

FOR INDIVIDUALS:
Join us for a month end planning session - including the complimentary September 30th Month End Planning Session (7-8 pm ET - virtual). Email Jennifer for details and be sure to bring your copy of PlanDoTrack and/or Coaching Business Builder.

Individual Coaching Support (Virtual) - Special Year-End 5 Hour Package - $1500 US. Looking to focus on your business development, leadership development, program design or going remote/virtual ? Set up  a 15 minute call to see how individual coaching support could move your forward.  Coaching calls take place virtually, on zoom. Early morning sessions available. Set up a call with Jennifer.

 Coaches - Join me bi-weekly (1st and 3rd weeks of the month) for the remainder of the year in either the Learning Lab and Design Studio (Fridays 845 - 930 am ET) for focused conversations and learning around learning program  design (coaching, facilitation etc) or Friday afternoon (3 - 4 pm ET) at the Coaching Biz Growth Lab. Join monthly for $147 US or for the quarter - $397 US. Set up a call to discuss with Jennifer which program will work better for you.

Looking forward to connecting with you soon!
Jennifer

Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.

​As I often write “we live in an era of digital distraction”. From bings and pings, quirks and quarks, digital distractions are everywhere.

Digital distractions can include:

• The pings and bings of email. Dr. Gloria Mark’s research found that it can take us upwards of 22 minutes to focus again after a disruption
• Social Media
• Instant Messaging
• Other messaging such like Messenger, What’s App and others that may not get turned off when others do
• The impact of too many emails coming in all at one time

Questions to consider:

• What is the cost of digital distractions for you?
• What do you have control over?
• What can you turn off at certain points of the day? (Note we can disconnect from the internet, turn off phones, and select what email we get. This may be a discussion point for the team, particularly as people may not be able to work as efficiently with all the distractions. What is possible in your work and the work you undertake?)
• What are the things you can do to focus more?

Wishing you the best,
Jennifer

​Week 38 Focus – Onboarding New Team Members
Focus Question: What is important to communicate about your business?

Description
In bringing people onboard to your team it's really critical that you:

• Are clear on what the task requirements are
• Get specific with what the end result needs to look like
• Provide check points to review and adjust the actions undertaken

 
Story
Onboarding New Team Members:
 
It’s likely that you may be bringing on new team members, and also doing this in a virtual setting. As you approach onboarding your new team members consider sharing:

• What the business is about
• Key business values – what’s important in every touchpoint (speed, accuracy, quality)
• Philosophies of the business
• High level priorities
• How their work fits into the other sectors of the business
• Expectations abut work, punctuality, output
• Confidentiality and Ethics

On the work front you will also want to discuss:

• Job requirements
• Reporting
• Information sharing, security and privacy
• Feedback loops
• What else?

Activity
This week make a list of all the things you want to cover in onboarding new team members. What materials are needed? What support?

Connection to the Workbook and Planner
Going back to your values and vision as a business, what is important to communicate? Many of the areas we explored – values, strengths, can be explored with others.

Download a one-page copy of this week's 52 Weeks of Plan, Do and Track here.

Best wishes, 
Jennifer

Read and download the initial weeks of the 52 weeks of Plan, Do and Track

​Jennifer Britton - Potentials Realized
Author of PlanDoTrack (2019),  Coaching Business Builder (2018), Effective Virtual Conversations (2017) and From One to Many: Best Practices for Team and Group Coaching (2013). Pick up a copy of any of her books at Amazon
Book Jennifer for a coaching session to explore productivity, teamwork and business issues.
Contact her by phone at (416)996-8326
Check out the new 19 Productivity Tips on-demand program. Explore this video based program at  your own pace, and join Jennifer for bi-weekly calls as part of your course.
Follow the #90DaysPlanDoTrack series on Instagram

​Last week’s posts explored four general meeting tips. Once you realize that meetings are the best way to go, here are 8 Essential questions to be asking at every meeting:

1. What’s the purpose?
2. What takeaways do we want?
3. Who needs to be on the call?
4. What preparation is needed for us to be most effective in the meeting?
5. What pace to do we want in order to keep it engaging?
6. What will help keep the focus?
7. What’s absolutely essential? (versus what will be nice to cover or where can people go for more information around topics?)
8. What follow up might be required?

(Excerpt: Effective Virtual Conversations, Britton, 2017)

​You can also take a look at these questions in this short video (link to 8 Essential Meeting Questions)

For those that want to read more on this, check out:
Chapter 9 – Effective Virtual Conversations
OR
Check out this LinkedIn post – 8 Questions to Ask Before Any Virtual Meeting.

Best wishes,
Jennifer

​Week 37 Focus – Building Your Team
Focus Question: What are the roles that are going to help you as a business? What are the roles that are non-negotiable? What else is going to help your team?

Description
There are many elements which make teams work. We often call this team effectiveness. From leveraging your people’s strengths to the Six Factors, team development is process which occurs over time. Many of the topics we explored earlier in this series (i.e. values, strengths, vision) can also be applied to your team. Take a look back at some of the earlier sessions.
 
We know that teams excel when they have clarity around both the results they are working on, in addition to having strong relationships. In future weeks we will be exploring additional areas.
 
As a starting point, consider:

• If you had the funds and the time, who could be a valuable asset to your team? What are the areas that you would like covered in your business? Business team members can come in all shapes – from virtual assistants to full time staff that work with you.
• Some of the members that you might want to have on your team include an accountant, a legal professional, a content creator, an instructional designer, videographer or photographer, an accountant, a virtual assistant.
• Many virtual businesses start first with a VA and see how that goes. Some of the areas that are supported by virtual assistants include social media posts, graphic design, customer service, accounting and payments.
• Who is needed when?
• What are the tasks not necessarily done by you?
• Make a list of all the things you have been involved with recently or have on your list. Are there any things which could be done by others?

In next week’s post we’ll look at the process of on-boarding, or what is useful to explore as you orient people to your organization and their role. Stay tuned!
 
Activity
Return to your vision and think about WHO you need to help you grow your business.
​
On an immediate level, make a list of all the things you have been involved with recently or have on your list. Are there any things which could be done by others?

Connection to the Workbook and Planner
Check out the Time Management and Personal Productivity sections. These will be useful in exploring what tasks you are doing and where they are in terms of urgency and importance. As your business grows you will want to consider what tasks could be delegated to others. This will be a signal of the types of work which could be handed over to part-time or full-time staff.
Use the chart connected to the 4D model to capture the tasks required by others. This can be found on page 120 of the Coaching Business Builder and page 122 of PlanDoTrack.

Download a one-page copy of this week's 52 Weeks of Plan, Do and Track here.

Best wishes, 
Jennifer

Read and download the initial weeks of the 52 weeks of Plan, Do and Track

​Jennifer Britton - Potentials Realized
Author of PlanDoTrack (2019),  Coaching Business Builder (2018), Effective Virtual Conversations (2017) and From One to Many: Best Practices for Team and Group Coaching (2013). Pick up a copy of any of her books at Amazon
Book Jennifer for a coaching session to explore productivity, teamwork and business issues.
Contact her by phone at (416)996-8326
Follow the #90DaysPlanDoTrack series on Instagram

​As I went to write Effective Virtual Conversations back in 2016-2017, I was curious about how much time people were spending in meetings. If anything, the pace of meetings has not decreased in recent years but increased. From face to face meetings, to ones where some are in a room and others are virtual, meetings can take up the majority of people’s time if we let them. What are you doing to ensure you are maximizing your meeting time?

Next week I’ll be bringing in 8 Essential Meeting Questions you want to be asking at any meeting (so stay tuned). In this weeks’ post I thought it would be useful to curate a list of ideas for you to consider as you go to strengthen your meeting processes:

#1 – Is a meeting what’s really necessary? – We often think we need to meet for meetings sake. Is a meeting really necessary or can it be covered off in another way?

# 2 – What is the purpose of the meeting? - Is it to provide information? Invite discussion? Make a decision? Brainstorm? Coordinate across the team? Support learning?
​
These are all very different reasons to hold meetings. Consider what is the purpose of the meeting, and then WHAT the best platform is, and WHO should be at the table? Does it even need to be a face to face meeting or can it be completed some other way? (i.e. a learning event may be offsite or on WebEx/Zoom or other)

#3 – What is the outcome we are looking for? Without a clear direction, meetings can derail quickly. Has the outcome been circulated before hand so people can prepare with whatever is needed? As well, are they able to build in time based on the outcome?

#4 -What involvement are we asking for? Helping frame expectations is another key part of the process. What is the involvement we are asking for?

Enjoy!
Jennifer

​Week 36 Focus – Weave it Together: Quarterly Check In
Focus Question: What have you achieved? What’s needed in this next quarter?

Description
Taking time to pause and undertake a quarterly checkpoint is important. Here we are at our next quarterly checkpoint. What are you noticing each time you undertake a quarterly review? What are common themes across the quarters?
 
The book’s subtitle is “Putting the pieces together”. What are the elements you want to fuse or combine?
 
Activity
For this week’s activity, you are invited to consider some, or all, of the questions I posted in my March 2019 article for the Coaching Tools Company: Help Clients Pause, Take Stock with a Quarterly Review or Retreat https://www.thecoachingtoolscompany.com/create-a-pause-for-clients-via-quarterly-reviews-or-retreats-by-jennifer-britton/
 
Start by reviewing the past quarter:

• What were your major achievements this quarter?
• What do you want to celebrate?
• As you consider the goals (and resolutions) you made at the start of the quarter, how are you doing with these on a scale of 1-10?
• Which activities are becoming new habits?
• What is something you can check off?
• Which goals need to be adjusted or let go of?
• As a leader/coach/business owner, what have you noticed about your team this quarter?

Answer the following:

• The thing that has helped me be most productive this quarter has been __________.
• The thing that helped me be most successful this quarter has been __________.
• The thing that has helped me be happiest this quarter has been __________.
• What has helped me be most healthy has been __________.
• What I have noticed about my work/productivity/results and/or relationships this quarter is __________.

Also take note of any key metrics which are important for you, and your work. For corporate leaders, metrics may be progress on key KPIs (Key Performance Indicators). For small business owners, key metrics may include revenue, items in the pipeline and social media targets.
 
Looking ahead to the next quarter:
 
My priorities are:
1. __________
2. __________
3. __________
Our team/business priorities are:
1. __________
2. __________
3. __________
 
My goals are:
1. __________
2. __________
3. __________
 
Other questions to consider:

• This quarter, I want to __________.
• I'll be really happy at the end of this quarter when __________.
• I also need to think about __________.

 
Activity: Part 2
Depending on your style you may opt to:

• Complete these questions and undertake your own quarterly review process
• Participate in a quarterly review session with Jennifer (these run for one hour)
• Join Jennifer for the four-hour PlanDoTrack Virtual Retreats. More information and registration at https://www.coachingbusinessbuilder.com/plandotrack-virtual-retreats.html
• Complete the Quarterly Worksheet and Video (https://www.youtube.com/watch?v=9f4ESiJN8ko)

Connection to the Workbook and Planner
Refer to the Quarterly Tools including:

• The Quarterly To-Do list
• The Quarter in Review
• If you are interested, explore the supplementary supports listed above

Download a one-page copy of this week's 52 Weeks of Plan, Do and Track here.

Best wishes, 
Jennifer

Read and download the initial weeks of the 52 weeks of Plan, Do and Track

​Jennifer Britton - Potentials Realized
Author of PlanDoTrack (2019),  Coaching Business Builder (2018), Effective Virtual Conversations (2017) and From One to Many: Best Practices for Team and Group Coaching (2013). Pick up a copy of any of her books at Amazon
Book Jennifer for a coaching session to explore productivity, teamwork and business issues.
Contact her by phone at (416)996-8326
Check out the new 19 Productivity Tips on-demand program. Explore this video based program at  your own pace, and join Jennifer for bi-weekly calls as part of your course.
Follow the #90DaysPlanDoTrack series on Instagram

​Delegation is one of the areas that is an opportunity for improvement for many professionals today. In a context which is ever changing, and priorities can pull us in many directions, the art of delegation can be very important as you about getting things done, especially if you have a team around you.

Delegation is truly an art form. It’s not just about “getting something off your plate” but rather ensuring that it’s passed off to someone who can get it done and grow. 

Check out this LinkedIn post I wrote a while ago on delegation –“Effective Delegation: Your Keys to Success”.

In the spirit of keeping things simple I often share the 5 Ws and an H when I am speaking with leaders and virtual team members about delegation. Here’s what I wrote about delegation using this approach over at the Teams365 blog a while ago:

​“We can apply the 5 Ws to Delegation:

What - What do you want to delegate? What are the specifics? What resources do they need to complete this?
Who - Who will you delegate to? Do they have the skills required? What support do they need along the way?
When - What are the major milestones along the way? How will you check in, and when?
Why - Why is this task important? Have you communicated the big picture?
Where - Where does the work need to take place?
How - What are the steps/actions required? How will it be measured? How will you all know it has been successful?”
Source: https://www.potentialsrealized.com/teams-365-blog/teams-365-90-delegation-tips
 
Questions to consider :
What are the 5 Ws for you right now around delegation?
What do you want to make sure you delegate?

Best wishes,
Jennifer