1 00:00:00,000 --> 00:00:02,640 All right, let's dive into this deep dive 2 00:00:02,640 --> 00:00:04,640 on high performance teams. 3 00:00:04,640 --> 00:00:06,320 You sent over this podcast episode, 4 00:00:06,320 --> 00:00:08,520 Building a High Performance Team, 5 00:00:08,520 --> 00:00:12,320 the definitive framework for driving innovation and results. 6 00:00:12,320 --> 00:00:15,800 And well, it seems like there's a lot to unpack here. 7 00:00:15,800 --> 00:00:18,040 And I think a lot of us have been there, right? 8 00:00:18,040 --> 00:00:20,680 Like, you've got your team and they're doing okay, 9 00:00:20,680 --> 00:00:22,760 but they're not, you know, not exactly like blowing 10 00:00:22,760 --> 00:00:23,600 anyone away. 11 00:00:23,600 --> 00:00:25,280 Have you ever thought about like, 12 00:00:25,280 --> 00:00:27,600 what it would take to get that, I don't know, 13 00:00:27,600 --> 00:00:29,600 that Avengers level energy, 14 00:00:29,600 --> 00:00:31,320 where everyone's just clicking and getting 15 00:00:31,320 --> 00:00:32,560 these amazing results? 16 00:00:32,560 --> 00:00:34,560 Well, yeah, I think that's a pretty common struggle. 17 00:00:34,560 --> 00:00:37,040 It's almost like you have all the right ingredients, 18 00:00:37,040 --> 00:00:39,600 but you're not quite sure how to put them all together 19 00:00:39,600 --> 00:00:41,920 to make like an amazing meal. 20 00:00:41,920 --> 00:00:43,320 And that's kind of what we're gonna try 21 00:00:43,320 --> 00:00:44,600 to figure out today, right? 22 00:00:44,600 --> 00:00:47,600 How to take a group of people and turn them into 23 00:00:47,600 --> 00:00:49,600 like this incredible high performance team 24 00:00:49,600 --> 00:00:53,240 that's both productive and innovative. 25 00:00:53,240 --> 00:00:55,000 So the source that we're looking at today 26 00:00:55,000 --> 00:00:57,720 starts off by kind of painting this picture 27 00:00:57,720 --> 00:01:01,560 of what a high performance team actually looks and feels like. 28 00:01:01,560 --> 00:01:06,120 They compare it to a like a finely tuned orchestra 29 00:01:06,120 --> 00:01:08,040 where every instrument has its part, 30 00:01:08,040 --> 00:01:10,880 but they all work together to create something 31 00:01:10,880 --> 00:01:12,360 really amazing. 32 00:01:12,360 --> 00:01:14,640 And instead of sheet music, they're driven by ideas 33 00:01:14,640 --> 00:01:16,640 that like bounce around like pinballs, 34 00:01:16,640 --> 00:01:18,160 all that energy and momentum, 35 00:01:18,160 --> 00:01:20,320 but what really makes these teams so effective, you know, 36 00:01:20,320 --> 00:01:22,840 the source talks about three key things, 37 00:01:22,840 --> 00:01:26,360 clear vision, diverse skill sets, and strong leadership. 38 00:01:26,360 --> 00:01:28,160 And that seems pretty straightforward, right? 39 00:01:28,160 --> 00:01:29,160 Everyone knows where they're going. 40 00:01:29,160 --> 00:01:31,240 Everyone brings something different to the table 41 00:01:31,240 --> 00:01:33,280 and you've got someone to kind of steer the ship. 42 00:01:33,280 --> 00:01:36,960 Yeah, but it's not just about having a leader in any sense. 43 00:01:36,960 --> 00:01:39,880 The source really stresses that effective leadership here 44 00:01:39,880 --> 00:01:42,000 is not about controlling the team, 45 00:01:42,000 --> 00:01:44,800 but about cultivating the right environment. 46 00:01:44,800 --> 00:01:48,560 It's more about creating the space for the magic to happen, 47 00:01:48,560 --> 00:01:51,520 you know, where everyone feels empowered to contribute. 48 00:01:51,520 --> 00:01:53,400 Okay, okay, I'm intrigued now. 49 00:01:53,400 --> 00:01:57,760 So how do we actually create this magical environment? 50 00:01:57,760 --> 00:02:01,320 Well, the source actually provides a five step framework 51 00:02:01,320 --> 00:02:04,520 and honestly, it's surprisingly simple. 52 00:02:04,520 --> 00:02:07,160 But I think before we jump into all five steps, 53 00:02:07,160 --> 00:02:09,200 it's worth spending some time on that foundation, 54 00:02:09,200 --> 00:02:11,560 you know, building trust and psychological safety 55 00:02:11,560 --> 00:02:12,400 within the team. 56 00:02:12,400 --> 00:02:13,320 Oh, absolutely. 57 00:02:13,320 --> 00:02:15,240 The source is right on the money with that one. 58 00:02:15,240 --> 00:02:16,800 It's like building a house. 59 00:02:16,800 --> 00:02:18,120 If you don't have a solid foundation, 60 00:02:18,120 --> 00:02:19,280 the whole thing's gonna fall apart. 61 00:02:19,280 --> 00:02:20,720 If you have a team and everyone's worried 62 00:02:20,720 --> 00:02:23,720 about making mistakes or being judged, 63 00:02:23,720 --> 00:02:24,840 they're not gonna take risks, 64 00:02:24,840 --> 00:02:26,000 they're not gonna share ideas, 65 00:02:26,000 --> 00:02:28,000 they're not gonna live up to their full potential. 66 00:02:28,000 --> 00:02:30,640 Yeah, that makes total sense when you put it that way. 67 00:02:30,640 --> 00:02:34,400 So how do leaders actually like cultivate 68 00:02:34,400 --> 00:02:36,280 that sense of psychological safety? 69 00:02:36,280 --> 00:02:38,200 What does that look like practically? 70 00:02:38,200 --> 00:02:39,800 One of the big things the source talks about 71 00:02:39,800 --> 00:02:42,840 is leaders showing vulnerability, you know, 72 00:02:42,840 --> 00:02:45,040 being willing to admit when they don't know something, 73 00:02:45,040 --> 00:02:47,760 being open to feedback and creating that space 74 00:02:47,760 --> 00:02:50,160 where it's okay to make mistakes and learn from them. 75 00:02:50,160 --> 00:02:52,120 Yeah, it's almost like giving everyone permission 76 00:02:52,120 --> 00:02:53,280 to be human, right? 77 00:02:53,280 --> 00:02:55,040 You do not have to be perfect all the time. 78 00:02:55,040 --> 00:02:57,640 And I bet that can be really freeing for a team. 79 00:02:57,640 --> 00:02:59,480 Exactly, and the source makes it clear 80 00:02:59,480 --> 00:03:01,480 that it's not all in the leader. 81 00:03:01,480 --> 00:03:03,480 Everyone on the team needs to help create 82 00:03:03,480 --> 00:03:05,360 and maintain that space. 83 00:03:05,360 --> 00:03:08,040 That means encouraging open communication, 84 00:03:08,040 --> 00:03:09,640 actually listening to each other 85 00:03:09,640 --> 00:03:11,840 and respecting those different perspectives, 86 00:03:11,840 --> 00:03:13,560 even when you don't necessarily agree. 87 00:03:13,560 --> 00:03:15,280 So it's not enough to just say, 88 00:03:15,280 --> 00:03:16,520 hey, everybody speak your mind, 89 00:03:16,520 --> 00:03:18,680 you have to actually create a culture that supports it. 90 00:03:18,680 --> 00:03:19,520 Right. 91 00:03:19,520 --> 00:03:21,440 And that's where some of these other steps come in 92 00:03:21,440 --> 00:03:22,520 that the source mentions, 93 00:03:22,520 --> 00:03:25,440 like clearly defining roles and responsibilities, 94 00:03:25,440 --> 00:03:27,520 fostering open communication 95 00:03:27,520 --> 00:03:30,080 and setting those clear performance metrics. 96 00:03:30,080 --> 00:03:32,000 But we'll dig into those a little bit more later. 97 00:03:32,000 --> 00:03:34,320 Yeah, I'm starting to see how this all kind of fits together 98 00:03:34,320 --> 00:03:37,400 now, but before we move on to the rest of the framework, 99 00:03:37,400 --> 00:03:39,800 what are some challenges you've seen 100 00:03:39,800 --> 00:03:41,960 when it comes to actually building this trust 101 00:03:41,960 --> 00:03:44,680 and psychological safety in teams? 102 00:03:44,680 --> 00:03:46,160 You know, one of the toughest things I've seen 103 00:03:46,160 --> 00:03:48,520 is getting past that fear of conflict. 104 00:03:48,520 --> 00:03:50,440 People avoid conflict because they see it 105 00:03:50,440 --> 00:03:52,000 as something negative. 106 00:03:52,000 --> 00:03:55,120 But a healthy conflict when it's managed the right way 107 00:03:55,120 --> 00:03:56,200 can be so productive. 108 00:03:56,200 --> 00:03:57,040 That's really interesting 109 00:03:57,040 --> 00:03:58,800 because it's so counterintuitive, right? 110 00:03:58,800 --> 00:04:00,920 We're taught to think of conflict as a bad thing. 111 00:04:00,920 --> 00:04:02,840 It is, but when you think about it, 112 00:04:02,840 --> 00:04:06,240 a lot of innovation comes from questioning the status quo. 113 00:04:06,240 --> 00:04:09,120 You need those different viewpoints to clash. 114 00:04:09,120 --> 00:04:11,200 And that can only happen when everyone feels okay 115 00:04:11,200 --> 00:04:12,440 with speaking up. 116 00:04:12,440 --> 00:04:15,000 So how do you encourage that healthy conflict 117 00:04:15,000 --> 00:04:16,960 without things getting out of control? 118 00:04:16,960 --> 00:04:19,520 Is there like a secret formula? 119 00:04:19,520 --> 00:04:21,720 Well, there's no magic recipe, unfortunately. 120 00:04:22,680 --> 00:04:24,520 But there are some key ingredients. 121 00:04:24,520 --> 00:04:26,920 You know, you start by setting ground rules 122 00:04:26,920 --> 00:04:28,520 and having clear expectations 123 00:04:28,520 --> 00:04:31,320 for how these disagreements are gonna be handled. 124 00:04:31,320 --> 00:04:33,200 Everyone needs to know it's okay to disagree, 125 00:04:33,200 --> 00:04:36,280 but it has to be done respectfully. 126 00:04:36,280 --> 00:04:38,160 And it sounds like that psychological safety 127 00:04:38,160 --> 00:04:39,800 plays a big role there too, right? 128 00:04:39,800 --> 00:04:42,440 Because if people are too scared to speak up, 129 00:04:42,440 --> 00:04:44,520 you're not gonna get that healthy debate 130 00:04:44,520 --> 00:04:46,560 and you're missing out on all those valuable insights. 131 00:04:46,560 --> 00:04:47,400 Oh, absolutely. 132 00:04:47,400 --> 00:04:49,560 Psychological safety is like the bedrock. 133 00:04:49,560 --> 00:04:51,800 It allows for that open and honest communication, 134 00:04:51,800 --> 00:04:55,120 which is so important for resolving conflict 135 00:04:55,120 --> 00:04:57,320 and building those strong relationships. 136 00:04:57,320 --> 00:04:59,360 This is all making so much sense. 137 00:04:59,360 --> 00:05:03,160 It's making me rethink how I approach my own teams, you know? 138 00:05:03,160 --> 00:05:04,680 But let's get to the rest of this framework 139 00:05:04,680 --> 00:05:06,800 and see how it all ties together, you know? 140 00:05:06,800 --> 00:05:10,760 This whole puzzle of building a high performance team. 141 00:05:10,760 --> 00:05:12,560 Okay, so we've established that trust 142 00:05:12,560 --> 00:05:15,280 and psychological safety are the foundation. 143 00:05:15,280 --> 00:05:16,720 What comes next? 144 00:05:16,720 --> 00:05:19,320 Well, the source lays out a series of steps. 145 00:05:19,320 --> 00:05:21,400 And one that jumped out to me was the importance 146 00:05:21,400 --> 00:05:23,400 of defining those roles and responsibilities. 147 00:05:23,400 --> 00:05:25,320 They even used a football analogy. 148 00:05:25,320 --> 00:05:27,960 Imagine a football team where nobody knows their position, 149 00:05:27,960 --> 00:05:31,200 just chaos running into each other all over the field. 150 00:05:31,200 --> 00:05:33,000 Oh, that's a perfect way to picture it. 151 00:05:33,000 --> 00:05:34,640 And you're right, that step is so crucial. 152 00:05:34,640 --> 00:05:36,120 When everyone understands their role 153 00:05:36,120 --> 00:05:37,880 and how it fits into the bigger picture, 154 00:05:37,880 --> 00:05:39,520 it just streamlines everything. 155 00:05:39,520 --> 00:05:41,800 It avoids a lot of potential conflict 156 00:05:41,800 --> 00:05:43,520 and frustration down the road. 157 00:05:43,520 --> 00:05:45,440 And knowing what's expected of you having the power 158 00:05:45,440 --> 00:05:47,720 to make decisions that reduces stress 159 00:05:47,720 --> 00:05:49,720 and just makes people feel safer. 160 00:05:49,720 --> 00:05:52,040 Right, it's like having a map instead of wandering 161 00:05:52,040 --> 00:05:53,360 around aimlessly in the woods, 162 00:05:53,360 --> 00:05:55,840 hoping you stumble upon your destination. 163 00:05:55,840 --> 00:05:57,640 So once you have those roles figured out, 164 00:05:57,640 --> 00:06:01,040 what's next in building this like dream team? 165 00:06:01,040 --> 00:06:03,240 Well, you've got these amazing individuals 166 00:06:03,240 --> 00:06:05,160 and they all have their expertise, 167 00:06:05,160 --> 00:06:06,880 but they need to work together well. 168 00:06:06,880 --> 00:06:10,320 So step three is all about collaboration and communication. 169 00:06:10,320 --> 00:06:12,920 Okay, but how do we actually make that happen? 170 00:06:12,920 --> 00:06:15,600 Do we need like fancy software 171 00:06:15,600 --> 00:06:17,840 or team building exercises? 172 00:06:17,840 --> 00:06:20,200 You know, it's less about specific tools 173 00:06:20,200 --> 00:06:21,960 and more about the culture you create. 174 00:06:21,960 --> 00:06:24,960 You want to bake collaboration and communication 175 00:06:24,960 --> 00:06:27,640 into like everyday work life. 176 00:06:27,640 --> 00:06:29,560 Simple things like regular check-ins, 177 00:06:29,560 --> 00:06:31,160 brainstorming sessions, 178 00:06:31,160 --> 00:06:32,880 maybe even a shared online space 179 00:06:32,880 --> 00:06:34,760 where people can bounce ideas off each other. 180 00:06:34,760 --> 00:06:36,520 So it's about just creating those opportunities 181 00:06:36,520 --> 00:06:39,360 for connection, making it easy to talk and share ideas. 182 00:06:39,360 --> 00:06:40,760 Exactly, you want communication 183 00:06:40,760 --> 00:06:42,840 to be a natural part of the workflow, 184 00:06:42,840 --> 00:06:44,000 not just something that happens 185 00:06:44,000 --> 00:06:45,760 when it's absolutely necessary. 186 00:06:45,760 --> 00:06:48,680 I can just picture it like a team where ideas are flowing 187 00:06:48,680 --> 00:06:50,600 and people are excited to work together 188 00:06:50,600 --> 00:06:53,000 and everyone feels like they're really contributing 189 00:06:53,000 --> 00:06:54,120 to something bigger. 190 00:06:54,120 --> 00:06:55,240 That's the goal, right? 191 00:06:55,240 --> 00:06:56,320 But we're not there yet. 192 00:06:56,320 --> 00:06:58,520 We still have a couple more pieces to this puzzle. 193 00:06:58,520 --> 00:07:01,400 You're right, we need a way to measure success 194 00:07:01,400 --> 00:07:03,680 and make sure we're on track. 195 00:07:03,680 --> 00:07:05,440 And speaking of staying on track, 196 00:07:05,440 --> 00:07:09,400 that leads us to step four, setting performance metrics. 197 00:07:09,400 --> 00:07:12,680 The source describes metrics as the team's GPS. 198 00:07:12,680 --> 00:07:14,960 You know, without it, you could be driving in circles. 199 00:07:14,960 --> 00:07:17,800 They help you track progress, celebrate wins, 200 00:07:17,800 --> 00:07:19,120 and see where you can improve. 201 00:07:19,120 --> 00:07:21,600 Right, so it's not just about choosing random numbers, 202 00:07:21,600 --> 00:07:23,760 it's about choosing things that actually reflect 203 00:07:23,760 --> 00:07:24,960 how well the team is doing 204 00:07:24,960 --> 00:07:26,600 and whether they're moving towards their goals. 205 00:07:26,600 --> 00:07:28,360 Exactly, and don't forget, 206 00:07:28,360 --> 00:07:29,880 those metrics can be tailored 207 00:07:29,880 --> 00:07:31,880 to whatever the team is trying to accomplish. 208 00:07:31,880 --> 00:07:33,640 It's not a one-size-fits-all thing. 209 00:07:33,640 --> 00:07:34,480 That makes sense. 210 00:07:34,480 --> 00:07:35,880 It's about finding those indicators 211 00:07:35,880 --> 00:07:38,560 that tell you if you're on the right path. 212 00:07:38,560 --> 00:07:40,280 But we don't want to get bogged down 213 00:07:40,280 --> 00:07:41,640 with tracking every little thing 214 00:07:41,640 --> 00:07:43,440 and lose sight of the bigger picture, right? 215 00:07:43,440 --> 00:07:44,800 Definitely not. 216 00:07:44,800 --> 00:07:46,880 Metrics are meant to empower the team, 217 00:07:46,880 --> 00:07:48,480 not micromanage them. 218 00:07:48,480 --> 00:07:50,360 It's about finding that balance. 219 00:07:50,360 --> 00:07:52,920 This framework is like really coming together, 220 00:07:52,920 --> 00:07:54,040 but there's one more piece, 221 00:07:54,040 --> 00:07:56,840 and it's something I'm really passionate about, 222 00:07:56,840 --> 00:07:58,160 continuous learning. 223 00:07:58,160 --> 00:08:02,560 Ah, yes, step five, investing in continuous learning. 224 00:08:02,560 --> 00:08:05,720 And it's not just about keeping those skills sharp, 225 00:08:05,720 --> 00:08:07,720 it's about keeping people engaged 226 00:08:07,720 --> 00:08:09,560 and excited about their work. 227 00:08:09,560 --> 00:08:12,280 The source actually suggests that learning 228 00:08:12,280 --> 00:08:13,960 makes work more fun. 229 00:08:13,960 --> 00:08:14,960 Oh, I totally agree. 230 00:08:14,960 --> 00:08:16,760 When people feel like they're growing and learning, 231 00:08:16,760 --> 00:08:18,000 they're just more invested. 232 00:08:18,000 --> 00:08:20,800 And all that learning breeds curiosity 233 00:08:20,800 --> 00:08:23,280 and a desire to push the limits, 234 00:08:23,280 --> 00:08:25,720 which is so important for innovation. 235 00:08:25,720 --> 00:08:26,800 Exactly. 236 00:08:26,800 --> 00:08:28,440 And it can be simple things too, 237 00:08:28,440 --> 00:08:32,160 like encouraging people to read articles, attend conferences, 238 00:08:32,160 --> 00:08:33,360 even just having some time 239 00:08:33,360 --> 00:08:35,240 for personal learning projects. 240 00:08:35,240 --> 00:08:36,760 It's about making that learning a priority, 241 00:08:36,760 --> 00:08:38,600 not just something you squeeze in if you have time. 242 00:08:38,600 --> 00:08:39,440 Exactly. 243 00:08:39,440 --> 00:08:41,640 I want to send the message that learning is important here. 244 00:08:41,640 --> 00:08:43,800 And it's not just about absorbing new info either, 245 00:08:43,800 --> 00:08:46,880 it's about putting it to use, trying out new things. 246 00:08:46,880 --> 00:08:47,720 Oh, for sure. 247 00:08:47,720 --> 00:08:50,320 And that's where that idea of feeling forward comes in. 248 00:08:50,320 --> 00:08:53,280 The source emphasizes celebrating those wins, 249 00:08:53,280 --> 00:08:55,360 but also those spectacular flops, 250 00:08:55,360 --> 00:08:58,320 seeing them as like learning opportunities. 251 00:08:58,320 --> 00:08:59,960 It's like, it's okay to mess up 252 00:08:59,960 --> 00:09:01,120 as long as you learn from it. 253 00:09:01,120 --> 00:09:03,160 Yeah, and share those lessons with the team. 254 00:09:03,160 --> 00:09:05,680 That's how you create a true learning environment. 255 00:09:05,680 --> 00:09:08,000 I love that, a team that's always learning 256 00:09:08,000 --> 00:09:11,440 and growing and changing, always pushing the limits. 257 00:09:11,440 --> 00:09:13,720 But how do we make sure all this learning 258 00:09:13,720 --> 00:09:15,640 turns into innovation? 259 00:09:15,640 --> 00:09:18,280 How do we make sure those new skills and ideas 260 00:09:18,280 --> 00:09:19,520 are actually put to use? 261 00:09:19,520 --> 00:09:21,880 That's where the source's final point comes in. 262 00:09:21,880 --> 00:09:23,800 Building a culture of innovation. 263 00:09:23,800 --> 00:09:25,600 And they offer three strategies. 264 00:09:25,600 --> 00:09:29,840 First, encourage creativity, brainstorming, wild ideas, 265 00:09:29,840 --> 00:09:32,840 even though it's so crazy they just might work concepts. 266 00:09:32,840 --> 00:09:34,040 Just create a space where it's okay 267 00:09:34,040 --> 00:09:35,240 to think outside the box. 268 00:09:35,240 --> 00:09:37,040 So it's all about giving people permission 269 00:09:37,040 --> 00:09:39,400 to be creative, to let their ideas run wild. 270 00:09:39,400 --> 00:09:40,240 Exactly. 271 00:09:40,240 --> 00:09:42,240 The second one is about providing the resources 272 00:09:42,240 --> 00:09:43,600 to bring those ideas to life. 273 00:09:43,600 --> 00:09:46,320 Maybe it's new tech, spaces for brainstorming, 274 00:09:46,320 --> 00:09:49,280 or even just giving people the time and freedom to explore, 275 00:09:49,280 --> 00:09:51,880 whatever it takes to unleash their creativity. 276 00:09:51,880 --> 00:09:53,840 It's about breaking down those barriers 277 00:09:53,840 --> 00:09:56,920 and letting people turn those what-ifs into reality. 278 00:09:56,920 --> 00:09:58,000 Exactly. 279 00:09:58,000 --> 00:09:59,600 And the last one is about remembering 280 00:09:59,600 --> 00:10:02,280 that innovation isn't a straight line. 281 00:10:02,280 --> 00:10:03,840 There are bumps along the way. 282 00:10:03,840 --> 00:10:06,160 Embrace those, learn from those failures, 283 00:10:06,160 --> 00:10:08,920 celebrate those big wins and spectacular flops. 284 00:10:08,920 --> 00:10:12,240 See failure as a stepping stone, not the end of the road. 285 00:10:12,240 --> 00:10:14,720 And it all ties back to everything we've been discussing. 286 00:10:14,720 --> 00:10:17,480 That safety, the learning, the open communication, 287 00:10:17,480 --> 00:10:20,720 it all helps to build a culture where innovation can flourish. 288 00:10:20,720 --> 00:10:23,600 This is like a really well-rounded framework. 289 00:10:23,600 --> 00:10:26,600 It goes from building that foundation of trust 290 00:10:26,600 --> 00:10:30,640 to fostering a culture of real innovation. 291 00:10:30,640 --> 00:10:33,520 But what are some of the biggest obstacles 292 00:10:33,520 --> 00:10:35,000 that you've seen teams run into 293 00:10:35,000 --> 00:10:37,440 when they try to put these things into practice? 294 00:10:37,440 --> 00:10:39,120 You know, a lot of times it's just getting everyone 295 00:10:39,120 --> 00:10:40,040 on board with change. 296 00:10:40,040 --> 00:10:42,080 People resist new ways of doing things, 297 00:10:42,080 --> 00:10:44,200 especially if the old way was working fine. 298 00:10:44,200 --> 00:10:47,200 It's that if it ain't broke, don't fix it mentality. 299 00:10:47,200 --> 00:10:49,080 But the thing is, sometimes things are broken 300 00:10:49,080 --> 00:10:50,760 and we just don't realize it. 301 00:10:50,760 --> 00:10:52,560 Or maybe we're just settling for okay 302 00:10:52,560 --> 00:10:54,480 when we could be doing something incredible. 303 00:10:54,480 --> 00:10:55,640 That's it. 304 00:10:55,640 --> 00:10:57,800 And that's where leadership makes a difference. 305 00:10:57,800 --> 00:11:00,520 Inspiring the team to buy into this new way of working, 306 00:11:00,520 --> 00:11:01,640 to see those benefits, 307 00:11:01,640 --> 00:11:03,560 to push themselves out of their comfort zones. 308 00:11:03,560 --> 00:11:05,320 And it's not all on the leader either, right? 309 00:11:05,320 --> 00:11:07,520 It's about making everyone feel like they own it, 310 00:11:07,520 --> 00:11:08,360 that they're accountable. 311 00:11:08,360 --> 00:11:09,360 Oh, absolutely. 312 00:11:09,360 --> 00:11:14,000 Get everyone involved, from defining roles to setting goals. 313 00:11:14,000 --> 00:11:16,360 When people feel like they're part of something bigger, 314 00:11:16,360 --> 00:11:17,920 they're more likely to care about it. 315 00:11:17,920 --> 00:11:19,160 This has been amazing. 316 00:11:19,160 --> 00:11:21,080 You know, we've gone through this whole framework 317 00:11:21,080 --> 00:11:24,560 from trust and safety to building a culture of innovation. 318 00:11:24,560 --> 00:11:26,440 And we even started talking about some 319 00:11:26,440 --> 00:11:28,320 of those real world challenges. 320 00:11:28,320 --> 00:11:30,400 But I wanna shift gears a little now 321 00:11:30,400 --> 00:11:32,320 and focus on you, the listener. 322 00:11:32,320 --> 00:11:33,960 This is where it gets real, you know? 323 00:11:33,960 --> 00:11:35,120 Taking these big concepts 324 00:11:35,120 --> 00:11:37,320 and applying them to your specific situation. 325 00:11:37,320 --> 00:11:40,440 Right, we've talked about trust, roles, communication, 326 00:11:40,440 --> 00:11:42,760 metrics, learning, all of it. 327 00:11:42,760 --> 00:11:45,240 But now the big question is, 328 00:11:45,240 --> 00:11:47,920 how do these things play out in the real world? 329 00:11:47,920 --> 00:11:50,400 What does it look like to actually put these ideas 330 00:11:50,400 --> 00:11:52,560 into practice on your team? 331 00:11:52,560 --> 00:11:55,520 Well, let's start with psychological safety. 332 00:11:55,520 --> 00:11:59,040 Remember how the source talked about leaders being vulnerable. 333 00:11:59,040 --> 00:12:02,760 It could be as simple as admitting when you don't know something 334 00:12:02,760 --> 00:12:04,960 or just encouraging open discussion 335 00:12:04,960 --> 00:12:06,880 about those mistakes and challenges. 336 00:12:06,880 --> 00:12:10,240 It's about making it okay to speak up, 337 00:12:10,240 --> 00:12:13,120 to share ideas, even to disagree. 338 00:12:13,120 --> 00:12:15,760 And when it comes to those roles and responsibilities, 339 00:12:15,760 --> 00:12:17,360 think about clarity. 340 00:12:17,360 --> 00:12:20,120 Does everybody on the team understand 341 00:12:20,120 --> 00:12:22,960 what they're supposed to be doing, what their goals are, 342 00:12:22,960 --> 00:12:25,120 how their work contributes to the bigger picture? 343 00:12:25,120 --> 00:12:26,240 Everyone on the same page, 344 00:12:26,240 --> 00:12:27,560 rowing in the same direction, right? 345 00:12:27,560 --> 00:12:31,760 Exactly, and that feeds right into collaboration and communication. 346 00:12:31,760 --> 00:12:35,480 Does your team have regular chances to connect and brainstorm? 347 00:12:35,480 --> 00:12:38,600 Do you have ways to make sure everyone is sharing information? 348 00:12:38,600 --> 00:12:42,200 Team meetings, brainstorming, even just a shared space online 349 00:12:42,200 --> 00:12:44,520 where people can bounce ideas off each other, 350 00:12:44,520 --> 00:12:46,880 create those opportunities for people to interact. 351 00:12:46,880 --> 00:12:47,960 And what about those metrics? 352 00:12:47,960 --> 00:12:50,160 Are you tracking the things that actually matter? 353 00:12:50,160 --> 00:12:53,080 Are you using them to get better and celebrate your successes? 354 00:12:53,080 --> 00:12:55,400 Remember, they're supposed to help the team 355 00:12:55,400 --> 00:12:57,240 not be used to micromanage them. 356 00:12:57,240 --> 00:12:58,960 And then there's continuous learning. 357 00:12:58,960 --> 00:13:01,200 Are you giving your team chances to grow? 358 00:13:01,200 --> 00:13:04,320 Are you encouraging them to try new things and challenge themselves? 359 00:13:04,320 --> 00:13:06,440 Training programs, mentorships, 360 00:13:06,440 --> 00:13:09,320 even just some time for learning and exploring new things. 361 00:13:09,320 --> 00:13:10,760 The main thing is to build a culture 362 00:13:10,760 --> 00:13:13,960 where learning is important and part of everyday work. 363 00:13:13,960 --> 00:13:16,440 You know, we've covered a lot in this deep dive, 364 00:13:16,440 --> 00:13:18,480 but I want to leave you with one last question, 365 00:13:18,480 --> 00:13:21,080 something to really think about from the source. 366 00:13:21,080 --> 00:13:25,640 If you could give your team one thing, one resource 367 00:13:25,640 --> 00:13:29,400 to help them be more creative and innovative, what would it be? 368 00:13:29,400 --> 00:13:33,160 You know, it's funny, we tend to think about these ideas separately. 369 00:13:33,160 --> 00:13:36,240 Trust, roles, metrics, learning. 370 00:13:36,240 --> 00:13:39,280 But as we're talking about it, they're all connected, aren't they? 371 00:13:39,280 --> 00:13:41,440 Totally. You can't really have one without the others, right? 372 00:13:41,440 --> 00:13:43,640 They all work together to create that space 373 00:13:43,640 --> 00:13:46,240 where a team can really do amazing things. 374 00:13:46,240 --> 00:13:48,600 And that brings us back to that continuous learning, 375 00:13:48,600 --> 00:13:52,400 which is the fuel that keeps the engine going. 376 00:13:52,400 --> 00:13:53,680 Oh, I like that. 377 00:13:53,680 --> 00:13:56,880 So let's talk more about that continuous learning 378 00:13:56,880 --> 00:13:59,400 and how it connects to everything else. 379 00:13:59,400 --> 00:14:02,040 The source, it really stresses that continuous learning 380 00:14:02,040 --> 00:14:04,440 isn't just about formal training programs. 381 00:14:04,440 --> 00:14:07,880 You know, it's more about building that culture 382 00:14:07,880 --> 00:14:11,120 of curiosity and experimentation and sharing what you know. 383 00:14:11,120 --> 00:14:14,040 Yeah, like you're creating a team of lifelong learners, right? 384 00:14:14,040 --> 00:14:16,880 Always exploring new ideas and pushing those boundaries. 385 00:14:16,880 --> 00:14:19,640 Exactly. And I think that goes back to that psychological safety, right? 386 00:14:19,640 --> 00:14:23,520 If people feel safe to try things and make mistakes, 387 00:14:23,520 --> 00:14:26,760 they're more likely to really embrace that continuous learning. 388 00:14:26,760 --> 00:14:29,640 For sure. If you're worried about being judged or punished 389 00:14:29,640 --> 00:14:31,560 for trying something new, 390 00:14:31,560 --> 00:14:34,000 you're not going to step outside of that comfort zone. 391 00:14:34,000 --> 00:14:35,960 So how do we create that environment then, 392 00:14:35,960 --> 00:14:39,920 where people feel supported and encouraged to learn and grow? 393 00:14:39,920 --> 00:14:42,960 Like, what can leaders do practically speaking? 394 00:14:42,960 --> 00:14:45,440 The source had a few ideas, and one that really stands out 395 00:14:45,440 --> 00:14:48,920 is giving people the time and resources they need to actually learn. 396 00:14:48,920 --> 00:14:51,880 Setting aside time for conferences, courses, 397 00:14:51,880 --> 00:14:53,280 even just reading articles. 398 00:14:53,280 --> 00:14:55,000 Making it a priority, right? 399 00:14:55,000 --> 00:14:56,880 Not just something you squeeze in when you can. 400 00:14:56,880 --> 00:14:59,440 Yeah, exactly. You want to show them that it matters. 401 00:14:59,440 --> 00:15:03,160 And it's not just about, like, taking in information either, right? 402 00:15:03,160 --> 00:15:06,320 It's about putting it to use, trying new things. 403 00:15:06,320 --> 00:15:09,720 Totally. And that's where that idea of failing forward comes in, right? 404 00:15:09,720 --> 00:15:12,080 The source talks about celebrating wins, 405 00:15:12,080 --> 00:15:14,600 but also those spectacular flops. 406 00:15:14,600 --> 00:15:15,600 Yeah. 407 00:15:15,600 --> 00:15:17,200 As learning experiences. 408 00:15:17,200 --> 00:15:19,040 Yeah, like, it's okay to make a mistake 409 00:15:19,040 --> 00:15:20,400 as long as you can learn from it. 410 00:15:20,400 --> 00:15:21,400 And share those lessons. 411 00:15:21,400 --> 00:15:23,640 That's how you create a learning organization. 412 00:15:23,640 --> 00:15:24,640 I love that. 413 00:15:24,640 --> 00:15:26,720 A team that's always growing and adapting, 414 00:15:26,720 --> 00:15:27,840 always pushing those limits. 415 00:15:27,840 --> 00:15:33,120 But how do we ensure that all that learning actually leads to innovation? 416 00:15:33,120 --> 00:15:37,120 How do we make sure those new skills and ideas are actually being used? 417 00:15:37,120 --> 00:15:39,400 And that's where the source's last point comes in, 418 00:15:39,400 --> 00:15:41,480 fostering that culture of innovation. 419 00:15:41,480 --> 00:15:43,320 And they talk about three main strategies. 420 00:15:43,320 --> 00:15:45,880 First one, encourage creativity. 421 00:15:45,880 --> 00:15:47,520 Brainstoring, those wild ideas, 422 00:15:47,520 --> 00:15:50,040 even the ones that sound a little crazy at first. 423 00:15:50,040 --> 00:15:53,320 You know, create a space where people feel comfortable thinking differently. 424 00:15:53,320 --> 00:15:56,240 So it's about giving people the freedom to be creative. 425 00:15:56,240 --> 00:15:57,240 Yeah. 426 00:15:57,240 --> 00:15:58,240 Without being judged. 427 00:15:58,240 --> 00:15:59,240 Yeah. 428 00:15:59,240 --> 00:16:03,240 And the second one is about providing the resources to make those ideas happen. 429 00:16:03,240 --> 00:16:05,320 Maybe it's tech, space for brainstorming, 430 00:16:05,320 --> 00:16:09,160 or just giving people the time and freedom to explore whatever it takes. 431 00:16:09,160 --> 00:16:10,680 It's like taking away those barriers 432 00:16:10,680 --> 00:16:13,640 and giving them what they need to bring their ideas to life. 433 00:16:13,640 --> 00:16:14,640 Exactly. 434 00:16:14,640 --> 00:16:18,720 And the last point is to remember that innovation is not a straight line. 435 00:16:18,720 --> 00:16:20,640 There are going to be bumps in the road. 436 00:16:20,640 --> 00:16:23,840 You got to embrace those, learn from those failures, 437 00:16:23,840 --> 00:16:27,840 celebrate the wins, but also those flops, you know. 438 00:16:27,840 --> 00:16:30,800 Don't see failure as the end, but as part of the process. 439 00:16:30,800 --> 00:16:32,600 And it goes back to everything we've been talking about, 440 00:16:32,600 --> 00:16:35,760 the safety, the learning, the communication. 441 00:16:35,760 --> 00:16:40,360 It all contributes to creating a culture where innovation can actually happen. 442 00:16:40,360 --> 00:16:42,760 This framework really does cover everything, 443 00:16:42,760 --> 00:16:47,280 from that foundation of trust to building a culture of innovation. 444 00:16:47,280 --> 00:16:49,720 What are some of the biggest things you've seen trick teams up 445 00:16:49,720 --> 00:16:52,200 when they try to put these ideas into practice? 446 00:16:52,200 --> 00:16:57,880 One of the most common things I see is just getting everyone on the same page about change. 447 00:16:57,880 --> 00:17:00,560 People can be hesitant about new ways of working, 448 00:17:00,560 --> 00:17:03,480 especially if the old ways seem to be going fine. 449 00:17:03,480 --> 00:17:05,560 That's that if it ain't broke, don't fix it. 450 00:17:05,560 --> 00:17:06,640 Thinking, right? 451 00:17:06,640 --> 00:17:10,480 But sometimes things are broken and we don't see it. 452 00:17:10,480 --> 00:17:13,480 Or maybe we're settling when we could be doing so much better. 453 00:17:13,480 --> 00:17:14,480 Yeah, that's it. 454 00:17:14,480 --> 00:17:16,400 And that's where leadership comes in, right? 455 00:17:16,400 --> 00:17:18,160 It's about inspiring the team, 456 00:17:18,160 --> 00:17:20,880 getting them excited about this new way of doing things, 457 00:17:20,880 --> 00:17:25,400 helping them see those benefits and push themselves out of their comfort zone. 458 00:17:25,400 --> 00:17:27,880 But it's not just the leader's job, right? 459 00:17:27,880 --> 00:17:31,160 Everyone needs to feel like they own it, that they're accountable. 460 00:17:31,160 --> 00:17:32,000 Absolutely. 461 00:17:32,000 --> 00:17:35,920 Everyone should be involved from deciding roles to setting goals. 462 00:17:35,920 --> 00:17:37,880 When people feel like they're a part of something bigger, 463 00:17:37,880 --> 00:17:39,040 they're going to care about it more. 464 00:17:39,040 --> 00:17:40,600 This has been so insightful. 465 00:17:40,600 --> 00:17:42,600 We've gone through this entire framework 466 00:17:42,600 --> 00:17:45,480 and now we're talking about those real world challenges, you know? 467 00:17:45,480 --> 00:17:47,280 But I want to shift gears now. 468 00:17:47,280 --> 00:17:49,360 Focus on you, the listener. 469 00:17:49,360 --> 00:17:50,760 This is where it gets real, right? 470 00:17:50,760 --> 00:17:54,840 Taking all these concepts and figuring out how to apply them to your own situation. 471 00:17:54,840 --> 00:17:55,720 Yeah. 472 00:17:55,720 --> 00:18:00,040 We talked about trust, roles, communication, metrics, learning, all of it. 473 00:18:00,040 --> 00:18:04,200 But now the big question is, how does this actually work in practice? 474 00:18:04,200 --> 00:18:07,240 What does it look like to apply these ideas to your own team? 475 00:18:07,240 --> 00:18:09,480 Well, think about that psychological safety. 476 00:18:09,480 --> 00:18:12,640 Remember how the source talked about leaders being vulnerable. 477 00:18:12,640 --> 00:18:14,440 It could be something as simple as saying, 478 00:18:14,440 --> 00:18:16,600 hey, I don't know the answer. 479 00:18:16,600 --> 00:18:20,080 Or just encouraging people to talk openly about mistakes. 480 00:18:20,080 --> 00:18:24,000 Creating that space where it's okay to speak up to disagree. 481 00:18:24,000 --> 00:18:26,800 When it comes to those roles, it's all about clarity. 482 00:18:26,800 --> 00:18:30,560 Does everyone on the team know what they're supposed to be doing, what their goals are, 483 00:18:30,560 --> 00:18:33,000 how their work contributes to the team's success? 484 00:18:33,000 --> 00:18:35,280 Make sure everyone's on the same page working together. 485 00:18:35,280 --> 00:18:36,320 Exactly. 486 00:18:36,320 --> 00:18:38,520 And that leads right into the communication, right? 487 00:18:38,520 --> 00:18:41,440 Does your team have regular opportunities to connect? 488 00:18:41,440 --> 00:18:45,600 To share ideas, is there a system in place to make sure everyone is on the same page? 489 00:18:45,600 --> 00:18:49,440 Team meetings, brainstorming sessions, or even just a shared space online 490 00:18:49,440 --> 00:18:51,760 where people can bounce ideas off each other. 491 00:18:51,760 --> 00:18:55,000 It's all about making sure those channels of communication are open. 492 00:18:55,000 --> 00:18:56,880 And don't forget about those metrics. 493 00:18:56,880 --> 00:18:58,760 Are you tracking the right things? 494 00:18:58,760 --> 00:19:01,960 Are you using them to improve and celebrate your wins? 495 00:19:01,960 --> 00:19:06,360 Those metrics should be used to help the team, not to micromanage them. 496 00:19:06,360 --> 00:19:08,840 And then, of course, there's the continuous learning. 497 00:19:08,840 --> 00:19:15,720 Are you giving your team the chance to learn and grow, to explore new ideas, to challenge themselves? 498 00:19:15,720 --> 00:19:21,240 Maybe that's training, mentorships, or even just dedicated time for exploration and learning. 499 00:19:21,240 --> 00:19:25,280 The point is to make learning a core part of your team's culture, 500 00:19:25,280 --> 00:19:27,880 something that's valued and encouraged. 501 00:19:27,880 --> 00:19:31,320 We've covered a lot in this deep dive, but before we wrap things up, 502 00:19:31,320 --> 00:19:34,680 I want to leave you with one last thought-provoking question from the source 503 00:19:34,680 --> 00:19:37,800 that might help you apply these principles to your own team. 504 00:19:37,800 --> 00:19:44,040 If you could give your team one resource to boost their creativity and innovation, what would it be? 505 00:19:44,040 --> 00:19:45,720 That's a really good question. Makes you think. 506 00:19:45,720 --> 00:19:46,680 It does, right? 507 00:19:46,680 --> 00:19:50,480 It makes you think about what your team really needs to be successful. 508 00:19:50,480 --> 00:19:57,040 It could be something concrete, like new software or a whole lab dedicated to innovation. 509 00:19:57,040 --> 00:20:01,200 Or maybe it's more about having the time to brainstorm 510 00:20:01,200 --> 00:20:05,360 or just making sure you're recognizing and rewarding those new ideas. 511 00:20:05,360 --> 00:20:09,640 Whatever it is, it shows you have to be deliberate about how you approach innovation. 512 00:20:09,640 --> 00:20:11,880 Yeah, it's not going to just happen on its own. 513 00:20:11,880 --> 00:20:16,240 You have to create the right environment and give people the support they need. 514 00:20:16,240 --> 00:20:18,160 And it's something you have to keep working at. 515 00:20:18,160 --> 00:20:21,600 Right. There's no finish line when it comes to building a great team. 516 00:20:21,600 --> 00:20:25,440 You know, it's all about constantly improving and adapting 517 00:20:25,440 --> 00:20:28,120 and making sure that everyone feels like they can contribute. 518 00:20:28,120 --> 00:20:32,120 And that they can learn and grow and really push those boundaries. 519 00:20:32,120 --> 00:20:34,160 I think that's a great place to wrap things up. 520 00:20:34,160 --> 00:20:36,040 So thanks for joining us on this deep dive. 521 00:20:36,040 --> 00:20:40,760 We've covered a lot, but hopefully you've learned some things you can take back to your own team. 522 00:20:40,760 --> 00:20:44,320 Remember, building a high performance team, it's a journey. 523 00:20:44,320 --> 00:20:47,360 And the most important step is the one you take right now. 524 00:20:47,360 --> 00:20:49,080 So what's your next move going to be? 525 00:20:49,080 --> 00:20:50,280 We want to hear from you. 526 00:20:50,280 --> 00:20:55,160 Share your thoughts or your own resource idea with us on social media. 527 00:20:55,160 --> 00:21:05,160 And until next time, happy team building.