There are many tools for effective teambuilding. One I use often when working with teams is called a "Manual of Me" or a "Personal User Manual". If we want to get the best performance from an appliance or equipment, we might consult a user manual & whilst people are more complex, the same the same principle appears to work. We ask team members to each fill in a big paper template about their needs & preferences. It helps us to communicate to others the conditions we need to do our best work. Evidence suggests it can accelerate trust, understanding & the valuing of difference in teams. There are many different templates & headings you can use. I use the version in the graphic below from @CassieRobinson. Incorporating "manuals" into a culture development strategy: sloanreview.mit.edu/article/… Some basic principles for "manuals": futureforum.com/2022/07/15/p… Via @mitsmr

Yesterday was a very special day. I got to listen to and meet Dr Anthony Fauci at #IHIForum. His messages about championing science and truth, and about really listening to people, even if they present as adversaries are messages for the whole world. Thank you @TheIHI for enabling this.

Earlier this week, I posted about the critical leadership role of building belonging at work. Several people asked me about how we measure belonging. So I wanted to highlight this study from @Coqual_ , USA. Using a ten point scale, based on four elements, they showed: 1) people who feel a strong sense of belonging are less likely to leave 2) race and gender make a significant difference to how much people feel a sense of belonging 3) people born in another country have some of the lowest belonging scores at work 4) extroverts have higher belonging scores than introverts 5) senior leaders have the highest belonging scores talentinnovation.org/_privat…