text: Kelly Clarkson took the world by storm in the early 2000s. She cruised through a competition that captivated America’s attention.
  American Idol mixed the elements of a story that grabbed America by the lapels and demanded we do not look away.
  Drama. Talent. Risk. Humor.
  Much of the humor came at the expense of people who did not know they had no place sharing a stage with Kelly Clarkson.
  Someone somewhere should have told some of the contestants that their future was not as a vocalist.
  But no one gave them that feedback. And they suffered because of it.
  Providing meaningful feedback is an essential responsibility entrusted to leaders. Leaders are uniquely positioned to guide people toward paths they can flourish on.
  Leaders can help people build on areas of strength, growing from good to great.
  Most importantly, leaders can help people embrace the reality that their value runs deeper than what they achieve or how they perform.
  How can you provide the kind of feedback that causes your team to flourish?
  Evaluating Beneath the Waterline
  Before you can provide healthy feedback to others, you first need to be able to assess your motivation. John Maxwell convincingly demonstrates how emotional intelligence is an indispensable skill for leaders.
  To see beneath the waterline, ask yourself these four questions:
  How do you feel about providing feedback to your team members?
  Why do you feel that way?
  How do you feel about the people on your team?
  Do you know why you feel that way?
  Some leaders avoid providing constructive criticism because they like being liked.
  Others may feel overwhelmed by their responsibilities; they don’t have the margin to provide meaningful feedback.
  Of course, some leaders may look forward to having objective documentation to justify discipline or even termination.
  In reality, most leaders experience all of this at some point.
  The key is – are you self-aware enough to know how you feel and why?
  If you aren’t, it will overflow onto your team.
  Golden Rule for Providing Golden Feedback
  While there is a multitude of forms, processes, and procedures for providing feedback, there is one perspective most people can agree on: we ought to treat others as we want to be treated.
  Your feedback will be markedly improved if you apply this principle.
  The impact will be felt not only in what you say, but in how you say it, and why.
  As a sailboat captain, I help my crew members fulfill their roles to the best of their ability. For the good – and enjoyment – of the entire team.
  I also want my crew to be safe. The open water requires constant attention. Currents can impact our course. The wind and waves can try to throw us off course.
  What’s beneath the waterline – the things we cannot see – may pose the greatest threat.
  The crew cannot see all of this. They must rely on their captain’s feedback to sail successfully.
  By doing so we are not only kept safe, but energized. We return to the shore – and our lives – motivated to engage more fully with our loved ones.
  A healthy leader can create this kind of culture in their workplace. A culture where everyone is valued, understands their role, is allowed to improve, and is viewed as more than an employee.
  When employees know you desire their absolute best, they may even be eager to receive constructive criticism.
  Most people want to grow. To improve. They want a trusted coach on their side. Your influence can have a ripple effect in people’s lives that spreads much further than the company’s bottom line.
  When you treat your team this way, they will know that you do not equate professional performance with personal value.
  Paradoxically, this will most likely improve performance.
  Three Components of Healthy Feedback that Cultivate a Healthy Workplace
  Healthy evaluation should affirm employees in at least these three ways:
  They are talented
  They are valued on the team
  They are valued beyond the team
  They are talented
  Every team member brings something to the table. Research has found that building off strengths is more beneficial than correcting weaknesses.
  Further, employees need the opportunity to improve and the tools to get there. You may not be able to personally provide direct coaching to each employee. [JS8]
  But you should be able to point them to other tools and resources to help them in their journey. Full Sail Leadership Academy is here to help you get there.
  They are valued on the team
  In his book, Building a StoryBrand, Donald Miller points out that humans are wired to belong to a tribe. A community. An employee evaluation provides a unique opportunity to affirm value.
  Most people feel vulnerable when being evaluated. Letting your employees know they are accepted for who they are and not just what they do will fill their sails with wind.
  When employees know you care about them, positive feedback will feel sincere and constructive criticism will feel helpful.
  They are valued beyond the team
  You cannot be a best friend to all of your employees. But that doesn’t mean you can’t take an interest in them beyond the office.
  When my crew steps onto the sailboat, I must recognize that they bring bags. Fears. Worries. Hopes. Dreams.
  Grandparents don’t stop worrying about their kids just because they’re at work.
  An evaluation allows you to acknowledge the whole person in front of you. Recognizing an employee’s life outside work demonstrates that you understand they are more than a cog in a machine.
  You can extend gratitude to a spouse or wish them well in a hobby. But don’t confuse this with a “technique.” It’s caring about your employees enough to take an interest in them and affirm their value beyond your company.
  Build up your team by providing an unforgettable experience
  Cultivating a healthy culture in the workplace doesn’t happen overnight. But there are ways to jumpstart it.
  Our upcoming leadership summit is one of those ways. For over 15 years we have intentionally designed this experience to maximize the values that contribute to creating healthy workplaces.
  Teamwork. Evaluation. Trust. Fun.
  Reach out today to learn how Full Sail Leadership Academy can help you make the world a better place by making your workplace better.
  July 18, 2022 /by Tim Dittloff
  https://fullsailleadership.com/wp-content/uploads/2022/07/feedback-team-flourish.jpg 630 1200 Tim Dittloff https://staging-fullsailleadership-fullsail.kinsta.cloud/wp-content/uploads/2019/04/full-sail-leadership-academy-logo.png Tim Dittloff2022-07-18 14:40:242022-07-18 16:24:16Feedback That Allows Your Team to Flourish
  Acknowledging Weakness Charts the Course for A Strong Workplace
  Leadership Development, Team Building
  4 min read
  Human history has sailed through the industrial age. And the information age. What age do we find ourselves living in today?
  Professors Cailin O’Connor and James Owen Weatherall believe that we are currently living in “The Misinformation Age.”
  Trust is eroding from our culture in painful ways. Life-shattering scandals are exposed so regularly that you start to expect them.
  The advent of social media, big tech, and the competition for clicks has pushed fake news and false narratives to the front of our feeds.
  Researchers recently discovered that fake news traveled “farther, faster, deeper, and more broadly than the truth in all categories of information.”
  It gets worse 😐
  false news stories were 70% more likely to be re-tweeted than true stories
  It took true stories around six times longer to reach 1,500 people
  True stories were rarely shared beyond 1,000 people, but the most popular false news could reach up to 100,000
  Many people feel as though they are in the middle of a sea of misinformation without a sail or rudder.
  This is where you, as a leader, can – and should – step in.
  We live in a society that is understandably skeptical. Of everything. Especially of those in authority. This stacks the deck against a leader before you even start.
  And yet, deep in the heart of every human being yearns a desire to trust.
  Kids fearlessly jump into the arms of adults. Couples still say “I do.” And Charlie Brown still wants to believe that Lucy won’t pull the football away.
  We can’t help ourselves. We want to trust. Your employees, team, and clients – want to trust you. But in this day and age, you will have to earn it.
  How?
  If you want to build trust among your team, you’ll have to chart a counter-intuitive course. You must be strong enough to acknowledge your weakness and demonstrate vulnerability.
  Let’s dive in as we continue our blog series in Current Leadership.
  Leading with a Limp
  It’s been said that the only character flaws that are fatal are the ones that you are unaware of. No one makes it into adulthood without earning some scars along the way.
  Further, one of the distinctions that make us human is our limitations. You can only be in one place at one time. You run out of energy. You have interests and demands beyond your business.
  Just like your employees.
  Many leaders feel that exposing their weaknesses will undermine their credibility.
  The opposite is true.
  Most of your employees are probably aware of your scars. They know you limp. They feel the effects. What they may not know is why you limp.
  They also limp. In different ways for different reasons. You feel the effects.
  What do you think would happen if your entire team learned why people limp the way they do?
  Trust would be built.
  Now, this is not to be confused with a Strengths First Leadership model. Leaders serve their teams best when they utilize their strengths. Paradoxically, embracing your weakness allows you to lean on your strengths even more.
  Vulnerability in the Workplace
  In his book, The Advantage, Patrick Lencioni lays out how vulnerability is foundational to building trust in the workplace. And it starts with the leader.
  He suggests that leaders take their teams on overnight retreats to have focused, undistracted time together.
  During the first night of the retreat, Lencioni challenges the point leader to plunge into the seas of vulnerability by sharing the most challenging thing they’ve been through in their life.
  Gulp.
  Many expect that when they pull their head up out of the waters, they’ll be met with shame. Instead, most find warm acceptance. Gratitude. Compassion.
  And most feel relief.
  Taking steps of vulnerability helps explain where some of our limps came from. Money cannot buy the power those “aha” moments provide.
  When a leader is transparent about their weaknesses and struggles, it permits the team to be human.
  Once the leader charts this course, the team can follow. And they will. Your team wants to trust you and each other. Vulnerability is essential in giving people the confidence they need to take the risk of trusting.
  This allows a team to function out of their strengths because they don’t feel like they need to hide their weakness.
  Putting Vulnerability to Work
  Perhaps an out-of-town retreat isn’t an option for you right now. But you are still eager to build trust in your team through demonstrating vulnerability. What can you do now?
  The primary step that healthy leaders must take is caring about their employees beyond what they can produce for the company.
  Beyond this, you can make yourself accessible to fully listen to your employees. It’s imperative to cultivate a culture of dignity and respect if you want to build trust.
  Brené Brown, a renowned research professor, lecturer, author, and podcast host suggests implementing these 10 practices to create what she describes as a “safe zone” for your team.
  Reduce the amount of gossip and talking about one another behind their backs.
  Admit when you are wrong, make mistakes, and readily apologize.
  Let go of holding grudges from the past.
  Understand and appreciate one another’s work styles and strengths.
  Be open and practice information sharing.
  Take time to learn about each other on a more personal level.
  Looks for ways to give credit to others.
  Acknowledge and celebrate the successes of others.
  Share openly both your failures and successes.
  Give your team members the benefit of the doubt before jumping to a negative conclusion.
  Here’s what might be the best part about creating a healthy culture in the workplace. Anyone can do it. You don’t need to have the reach or resources of a Fortune 500 company to cultivate trust in your workplace.
  Tools You Can Trust
  This is what we do. We are passionate about helping leaders steward the remarkable privilege of their position.
  If you cultivate a healthy workplace, you will achieve so much more than a healthier bottom line.
  Consider how families, friendships, and neighborhoods would benefit from your employees enjoying their workplace.
  We believe that we can make the world a better place by making workplaces better.
  Our workshops are designed to reach this destination. We offer more than a sailing experience. It’s an exercise in building trust, working together as a team, growing in respect, and even enjoying some quality time together.
  Let this be the day that you set sail toward a healthier horizon. Reach out now for a free consultation and learn how we can help you chart these waters.
  Building Team Connections & Engagement with Steward Leadership, Strengths & Sailing
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  April 19, 2022 /by Tim Dittloff
  https://fullsailleadership.com/wp-content/uploads/2022/04/acknowledge-weakness-workplace.jpg 630 1200 Tim Dittloff https://staging-fullsailleadership-fullsail.kinsta.cloud/wp-content/uploads/2019/04/full-sail-leadership-academy-logo.png Tim Dittloff2022-04-19 15:59:352022-04-20 06:03:24Acknowledging Weakness Charts the Course for A Strong Workplace
  Caring About Others in the Workplace (Going Beyond “Techniques”)
  Employee Engagement, Leadership Development
  5 min read
  Have you ever looked out over the water and it seemed as though it was moving in one direction? Or another? Or maybe switching directions even as you watch?
  Water currents don’t work that way. Streams flow in one direction. Even though major bodies of water like Lake Michigan may have a shift in current, the water generally flows in one direction.
  The water on the surface can appear to move in one direction while the current underneath pulls in the other. A body of water may appear peaceful on the surface and yet it may have a strong undertow.
  You can’t measure the force of a current by the surface alone. You need to know what’s happening in the deeper water.
  Amid the Great Resignation, many leaders know they need help to navigate these troubled waters. We understand this anxiety and yet still see opportunity on the horizon.
  In the second part of our current leadership series, we’re going to consider one of the most critical competencies for any leader: listening.
  But we’re not going to focus on category or technique. An ocean of resources is already available for you on that.
  We’re going to ask you to take a vulnerable risk. Will you look beneath the surface of your current listening skills and consider your motives?
  Engaging the Heart of Your Employees
  The greatest resource in your company is the people. Employees are not tools to be utilized to accomplish a purpose. They are human beings with a full life.
  Just as it is for a leader, so it is for a team member. Work may be a crucial part of life, but it’s just one part of a bigger whole.
  Do you care about the work-life harmony of the people on your team? When you correct an employee, do you consider how it will impact their relationships outside of work?
  When you see an employee settling for being good when you know they could be great – do you factor in what may be going on in their home?
  Of course, no leader should try to be the best friend or counselor to everyone on the team. No human being has the capacity for that.
  Our question to you is simply this – do you care?
  You can be filled with vision and insight, know exactly how to chart a course to success, even navigate choppy and turbulent waters with contagious confidence.
  But how deeply do you care about your crew?
  Reflect on some of your favorite leaders from your life. Maybe a boss, a teacher, or a coach.
  Why did they leave a lasting impression on you? Was it their skill, insight, or humor? Or was it something deeper?
  Could you sense that they cared about you? Could you tell that they wanted the best for you?
  People will not care what you know until they know that you care.
  Leadership Beneath the Surface
  This is why mastering leadership techniques can fall short. Active listening. Reflective listening. Patience with silence. All of these skills are good. Necessary, even.
  But the motivational current underneath the listening skill will be felt by the team. For better and worse.
  That current will influence a culture among the team that will carry it in one direction or another. Regardless of how things look on the surface.
  Emotional health, trust, and vulnerability cannot be cultivated by outward skill.
  As the captain of a boat, there are times when I need to give commands. Even in rapid order. That’s ok – if my crew knows that I care about them. They’ll be more likely to absorb hard coaching if they know that I have their best interest in mind.
  But if I bark out the best orders to chart the safest and most efficient course all the while being irritated or annoyed by my crew, they’ll feel it.
  And eventually, they’ll jump ship.
  Running with the Wind
  Acquiring listening skills is easy. Cultivating emotional health is hard.
  At first.
  But when you genuinely care about the people in your life, the people on your team, you will want to listen. You will yearn to understand. You will desire to know how you can be supportive so that they can flourish.
  When that is your motivation, the skills will come easily.
  Especially listening.
  Actively listening while not actually caring is like trying to sail without wind.
  Hoist the sail, direct the rudder, strive with all your might. You’re not going to get far.
  When the wind is blowing, though, and you have the tools and the team to harness its energy, magic happens.
  Building a Winning Team
  What is the “win” for your team? Revenue? Platform? Contracts?
  Wherever you are going, the best way to get there is with a healthy team who knows they are cared for.
  A recent study by the University of Warwick found that happiness led to a 12% spike in productivity, while unhappy workers proved 10% less productive.
  As the research team put it, “We find that human happiness has large and positive causal effects on productivity. Positive emotions appear to invigorate human beings.”
  At the Harvard Business Review, Emma Seppälä and Kim Cameron, studying numerous sources concluded this:
  “A positive workplace is more successful over time because it increases positive emotions and well-being. This, in turn, improves people’s relationships with each other and amplifies their abilities and their creativity.
  It buffers against negative experiences such as stress, thus improving employees’ ability to bounce back from challenges and difficulties while bolstering their health. And, it attracts employees, making them more loyal to the leader and to the organization as well as bringing out their best strengths.”
  The evidence is staggering. No doubt it matches your personal experience. When you feel cared for, trust your leaders, and get along with your team – you perform better.
  Let’s Set Sail Together
  At Full Sail Leadership Academy, we are equipped to support you as you navigate these waters. Reach out today for a free 30-minute consultation and learn how we can help you sail to a brighter future.
  If you listen, you’ll hear the wind picking up. Let us help you hone the skills you need so that you can capitalize on the opportunity on the horizon.
  February 2, 2022 /by Tim Dittloff
  https://fullsailleadership.com/wp-content/uploads/2022/02/caring-workplace.jpg 630 1200 Tim Dittloff https://staging-fullsailleadership-fullsail.kinsta.cloud/wp-content/uploads/2019/04/full-sail-leadership-academy-logo.png Tim Dittloff2022-02-02 14:39:042022-02-02 14:39:04Caring About Others in the Workplace (Going Beyond “Techniques”)
  Opportunity on the Horizon
  Leadership Development, Team Building
  4 min read
  Have you ever seen a person tattooed with the word “quitter?” Never giving up is about as American as apple pie.
  So why are so many people quitting? We are currently in the middle of what social scientists are calling “The Great Resignation.”
  The U.S. Bureau of Labor Statistics reported that over four million Americans quit their jobs in August 2021. That’s essentially 3% of the entire workforce.
  Four more million quit in April. Now we’re up to 6% of the workforce. Unless some of the people who resigned in April quit in August as well.
  Imagine the impact. Derek Thompson from The Atlantic paints this picture: “..one in 14 hotel clerks, restaurant servers, and barbacks said sayonara in a single month.”
  You’ve probably felt this. Longer wait times at restaurants. Low levels of inventory. “Now Hiring” signs are everywhere. With sign-on bonuses.
  Tipping Point
  This may be what Malcom Gladwell calls a cultural tipping point. 2020 crashed through our neatly ordered living rooms. Pandemics and civil rights movements knocked over the living Monopoly Boards many relied on.
  According to several studies, culture “tips” in a new direction when 25 % – 35% of people walk down a different path than the current status quo.
  While we may not be at the tipping point, overall, many industries may be on the brink.
  A Break In The Clouds
  If you’re a leader in an organization or an entrepreneur – how does this make you feel? Anxious? Concerned? Hopeful? Optimistic?
  Can you see the opportunity on the horizon? Consider how The Great Resignation may just be the wind your sails need.
  Why are so many people resigning? Have we tipped into a culture of laziness? Entitlement? Many have found that they can make more money on unemployment than from their employer.
  Would that feel fulfilling, though? Could you look in the mirror with pride if you had no meaningful work? Purpose? Vocation?
  While you may want to rest on the sea for a minute to catch your breath, absorb some beauty, get lost in awe and wonder – you do not want to live there.
  What are you looking for in your career? What would make you jump ship? What could keep you holding on?
  Richer than Money
  How about dignity? Respect? Purpose? While some former workers are certainly taking the money and running, many aren’t resigning for more or easier money.
  Consider volunteerism. People freely give their energy to what makes them feel dignity and purpose. 25% of Americans volunteer their time to an organization. That, to the tune of over $184 billion annually!
  Money isn’t all that matters.
  We all desire to be treated with respect. When people don’t feel respected in their workplace, they will likely cut ties in search of greener pastures.
  The authors of the best-selling book Crucial Conversations say it well. “Respect is like air. As long as it’s present, nobody thinks about it. But if you take it away, it’s all that people can think about.”
  This begs the million-dollar question – what makes people feel respected in general and in the workplace in particular?
  The answer is simple. But don’t confuse simple with easy.
  R-E-S-P-E-C-T – Find Out What It Means to Them
  If you swim through the sea of content on “respect in the workplace,” you will find one common theme beneath the surface.
  Communication.
  People want to know they are seen. They want to feel like they matter. Employees want their employer to embrace the challenge of work-life harmony. With them.
  How does this happen? It boils down to communication.
  Communication is more than the act of speaking. Or listening. Or body language. Though all are required. And essential.
  Healthy communication requires a heart that desires to see other people. To respect them. To empathize. To try to understand the perspective of another.
  Further, good communicators appreciate different forms of communication. Written. Interpersonal. Public. Nonverbal.
  But not as a salesperson. More so as an ally who recognizes what different people need to feel heard and respected.
  Comprehensive communication runs deeper than form or skill. Timing and purpose are essential. Healthy leaders intuitively sense the difference between the time to cast vision, address conflict, offer encouragement, and more.
  Opportunity on the Horizon
  Can you see the opportunity on the horizon? Workers across the country are demanding respect. Respect demands communication.
  Communication is a resource you can provide.
  You may not be able to offer fame or fortune. But you can have an abundance of the resource everyone is actually asking for – respect.
  Full Sail Leadership Academy has been charting these waters for years. Licensed U.S. Coast Guard Captain, Certified John Maxwell Facilitator, and Certified ASA Sailing Instructor, Captain Tim Dittloff offers workshops, coaching, and certification that will empower you to seize this opportunity.
  Don’t miss this moment. The wind is right. Let us come alongside you, raise your sails, and point you to the golden opportunity on the horizon.
  Over the next several months, we’ll dive into the importance of communication in leadership. We’ll address conflict, meaningful feedback, casting vision, listening, and more.
  Stay connected by subscribing. Contact us directly. Or cruise through our course offerings.
  A sea of opportunity awaits. Let’s set sail together.
  December 8, 2021 /by Full Sail Leadership
  https://fullsailleadership.com/wp-content/uploads/2021/12/never-give-up.jpg 630 1200 Full Sail Leadership https://staging-fullsailleadership-fullsail.kinsta.cloud/wp-content/uploads/2019/04/full-sail-leadership-academy-logo.png Full Sail Leadership2021-12-08 11:33:462021-12-08 11:40:14Opportunity on the Horizon
  The Importance of Team Building: How Confidence Affects Leadership Development
  Leadership Development, Team Building
  4 min read
  The cold waves of Lake Michigan lap at the sailboat. Above deck, a well-synchronized team works to trim the sails and maintain course over the choppy water.
  But one young man sits by himself, watching his teammates work. He seems to be actively disengaged from the challenge at hand, and his coworkers mutter among themselves about his laziness as they shoot glares at him.
  He senses their resentment, and it makes him feel even more alienated.
  The truth is, he isn’t lazy. He wants to help trim the sails but he doesn’t know-how. And now that he sees the hostile looks and believes his teammates hate him, he feels like he can’t ask them for advice and guidance to join in. It’s better to sit quietly out of the way and let them handle the work.
  This situation happens time and time again, in many different settings and conditions. Whether it’s on a sailboat, in a construction zone, shipping center, office, or anywhere else, employees fall through the cracks when a lack of confidence causes them to stand on the sidelines.
  They’re missing out on leadership and growth opportunities, not to mention hurting the team by reducing productivity. This is a serious problem in today’s workplace.
  But how can steward leaders spot the signs and take proactive action to keep their teams working like a well-oiled machine?
  3 Ways to Nurture Confidence for Team Building and Leadership Development
  The hypothetical young man on the sailboat isn’t an anomaly. Chances are, you know someone just like him.
  Gallup estimates that only 36% of employees are engaged at work, while 13% are actively disengaged.
  Lack of interest and motivation can be attributed to a variety of factors both inside and outside of the workplace. Employers can only do so much when their employees are struggling with personal issues beyond the scope of work, but some issues, such as lack of confidence or enthusiasm about the job, can be remedied.
  In this article, we’ll cover some basic tips to help you bring your team together for maximum efficiency.
  1. Look Out for Warning Signs of Actively Disengaged Employees
  Employees who have fully “checked out” at work can be detrimental to a company’s bottom line as well as its overall morale among other employees.
  Be alert for some of the warning signs of disengagement and employee burnout:
  Lack of participation: This goes deeper than simply being an introvert. Actively disengaged employees are likely to stop participating in group activities. They don’t form friendships with colleagues, don’t speak up in meetings, and may even eat lunch by themselves to avoid socializing.
  Too many breaks: While employees should be encouraged to step away from their desks every now and then to stretch, disengaged employees often take advantage of this with extra bathroom breaks, snack runs, and any excuse to avoid focusing on work.
  Punctuality: Disengaged employees are usually the last to arrive and the first to leave. If confronted, they’ll probably make excuses and avoid taking responsibility.
  Negative attitude: This can take the form of sarcasm, defensiveness, belligerence, or disrespectful silence.
  Absenteeism: Disengaged employees would rather be anywhere but work. They’re likely to take sick days, even if they aren’t actually sick, especially on Mondays or Fridays to get a long weekend.
  Moderate to low work performance: Some disengaged employees may exhibit a drop in productivity or quality of work. Others will do just enough to get by. But in both cases, these employees are highly unlikely to go above and beyond expectations.
  2. Take an Active Approach in Employee Goals, Needs, and Growth
  An estimated 1 in 4 Americans plan to look for a new job as soon as the threat of the pandemic declines. Of those planning to leave, 80% cite a concern about their career advancement.
  One of the most effective ways to engage and retain employees is to understand their needs, desires, ideas, goals, and long-term plans. Employees who feel like leadership listens and cares about them are more likely to feel engaged at work.
  However, 86% of surveyed employees said they don’t feel they’re heard fairly or equally, which can take a devasting toll on confidence, satisfaction, and happiness at work. Likewise, employees who don’t see the right advancement opportunities often feel stuck, like they can’t climb any higher toward their aspirations.
  If an employee is going to be engaged and make a long-term commitment, their goals need to align with the company. This might involve policy changes, upskilling, extra training, mentorship, classes, et cetera to retain and engage employees.
  The important first step is to reach out, initiate a conversation, listen, and then plan accordingly and with empathy.
  3. Invest in Team Building Activities to Boost Comradery and Confidence
  In addition to addressing the concerns of individual employees, companies should also focus on the team atmosphere. Team-building activities bring many benefits to a workplace.
  They help to break down barriers between coworkers, which in turn improves conflict resolution, reduces workplace clashes, and develops trusting relationships.
  These benefits result in more confidence and respect. Colleagues are less likely to feel self-conscious about asking for help. They feel safer in a trusting environment and don’t have to worry as much about being judged for admitting they don’t know how to do something.
  Leaders are Born from Confidence
  If the man on the sailboat had a better relationship with his team, he probably wouldn’t have felt as self-conscious about stepping forward and saying, “I’d like to help. Would you please teach me?”
  Leaders are able to build stronger teams when they have confident members willing to help each other and learn. This productive, positive atmosphere doesn’t just lift a company’s bottom line with a more efficient workforce – it also fosters the kind of environment that produces more leaders.
  Hiring is more expensive than retaining. Companies who make smart investments in their team can save a lot of money and time in the long run by fostering natural-born leaders to rise through the ranks with a priceless loyalty to the business that helped them grow.
  Turn your disengaged employees into happy workers and leaders. You’ll be amazed by all the positive changes that will follow.
  A healthier work environment starts by taking an active interest in strengthening your team. Sign up for our Full Sail Leadership workshop and see the benefits of team building for yourself.
  August 27, 2021 /by Tim Dittloff
  https://fullsailleadership.com/wp-content/uploads/2021/08/importance-team-building.jpg 630 1200 Tim Dittloff https://staging-fullsailleadership-fullsail.kinsta.cloud/wp-content/uploads/2019/04/full-sail-leadership-academy-logo.png Tim Dittloff2021-08-27 11:35:322021-09-13 08:09:48The Importance of Team Building: How Confidence Affects Leadership Development
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