Claudia's two cents Claudia Meyer-Scott

Leading a team that you may not have picked yourself can be tough.
This weeks questions:
How do I best start leading a team where I have not been involved in choosing the team members?
Summary on some of the ideas covered in the podcast:
Have a kick off where you cover the usual stuff like the what, why and when as well as the ways of working but then  Add some storytelling - to allow the team to share their views and   Make it personal - to help people feel safe and connected Make time - to build trusting relationships

My boss is very controlling and does not really trust the team, he manages with a do as I say or you know where the door is style -in short he behaves like a major d..k!
How do I influence things?
Summary:
Get the full story - as in all the facts not just a part truth and your own assumptions  Understand the boss and find out what the drivers are  Examine my own drivers, try to improve the relationship Generate other possibilities or options in writing  Speak to the boss - be empathetic and control the emotions No matter what the decision thank the boss and ask for feedback  As always I look forward to your comments and if you have a question please email it to claudia@makeworkmeaningful.co.uk
www.makeworkmeaningful.co.uk
 

One of the comments on my last podcasts was
"You're well known for always showing sincere gratitude.
How do you spot the things to say thank you for?" So that's the question I am answering this week.
In summary
There is no framework or tick list Work on how a good set up so that you are in  a positive frame of mind Don’t be afraid to be emotional  Watch out for the little things (if you need help at first ask others to point out occasions that call for a thank you) If in doubt - Just do it - say "Thank you" and make it a habit. And remember please please please be genuine, put it into context and make it personal. I hope it's useful!
As usual please ping me any comments or other new questions to claudia@makeworkmeaningful.co.uk

This weeks questions is
How do we continue to connect our people to maximise their feeling of belonging to the team?
Just as with onboarding and learning on the job in the hybrid work model this seems to come up in most of my recent conversations with any kind of leader so I feel that it deserves a spot on my 2 cents …
I share how I would get my team to figure out what is right for us
And talk about some ideas that we use already in a bit more detail.
Showing gratitude Non-work related team chats Non - work related team activities or events And finally get-togethers in person in the same space - these might be work related

How do you make sure on the job learning is just as effective in a hybrid work model? 
In  a lot of recent discussions everyone seemed to agree that learning on the job or shadowing people deserves to be on the top of the list  when it comes to designing a deliberate experience in the hybrid work model.
Sharing my 2 cents around three ideas to cover learning moments / learning on the job in the hybrid world.
Co locate people to collaborate and work together in person for specific sessions “Learning on the job time” "Scenario based" on the job learning   

This weeks question is
How do I make sure I still create a sense of belonging for new joiners when they go through a hybrid induction.
For me there are a few key moments where meeting in person helps the new starter to feel part of the team and wanted and in short they are:
Meeting a business leader to understand the story and values of the company  Meeting their coach or manager in one or multiple smaller sessions which focus on the new joiner and and their career aspirations  Meeting a buddy - as a person that they are be able to trust to ask the stupid questions  And finally building enough of a starter network with people they will be working or interacting with