Shared Responsibility Mindset
14m
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Transformative Leadership Conversations with Winnie da Silva
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“Clients have told me, ‘I wish my people would think more like a CEO’...And I think what my clients mean is that they want their people to see things more strategically, to take more ownership for not just their own responsibilities, but for that of the overall enterprise or the whole company.” - Winnie da Silva
In this episode, Winnie and Peter explore the concept of a "shared responsibility mindset" in teams. They discuss how this mindset contributes to team effectiveness. They emphasize that responsibility for a team's effectiveness should not solely rest on the leader but should be distributed among all team members. This shared responsibility mindset encourages individuals to think more strategically and take ownership of both their individual roles and the team's overall success.
Episode Highlights:
Introduction to Shared Responsibility Mindset
Winnie introduces the episode's focus on cultivating a shared responsibility mindset within teams. She highlights the common desire among leaders for their team members to think more strategically and take more ownership of the organization's success.
Defining Responsibility in Teams
Peter explains their approach to clients by starting with the question of who is responsible for the team's effectiveness. He encourages clients to think about the specific responsibilities of the team leader and of the team members.
Responsibilities for Team Effectiveness
- Winnie and Peter outline the responsibilities in two categories: mindset and behaviors related to self, and mindset and behaviors related to the team.
- Self-reflection and self-management, seeking feedback, and experimenting with new behaviors are essential for individual growth.
- At the team level, members can help by observing and assessing the team's processes, supporting the aspirational culture, adhering to agreed-upon norms, and actively participating in assessments of the team effectiveness.
The Importance of a Shared Responsibility Mindset
- Winnie discusses the common issue where team members tend to focus solely on their role and responsibilities, while responsibility for team processes rests with the team leader.
- She explains that effective teams require active participation from everyone, not just the leader, in managing processes.
Challenges for Team Members and Leaders
- Winnie points out the challenges team members face, such as thinking, "That's not my job," while leaders sometimes struggle with creating space to allow others to contribute to managing team processes.
- She emphasizes that shared responsibility is essential for team effectiveness and encourages leaders to make space for team members’ perspectives and assistance.
Practical Ways to Develop a Shared Responsibility Mindset
Peter explains how to help teams develop a shared responsibility mindset:
- Start by discussing the importance of shared responsibility.
- Explore existing team mindsets and assumptions.
- Introduce shared language, like "balcony" and "dance floor," to differentiate between content and process focus.
- Normalize making interventions on team processes.
- Establish the role for secondary facilitators* in meetings.
Establish formal "pause and reflect" discussions to assess team functioning.
Experimentation and Results
After experimenting with shared responsibility, teams often experience positive results, including improved output, efficiency, satisfaction, and learning. This helps them see the business case for developing this mindset.
Resources
Winnie da Silva on LinkedIn
Get the whole season and the companion guide at Winniedasilva.com
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Conquering Imposter Syndrome
Powerful insights often arise when exploring the intersection of imposter syndrome and organizational dynamics. In this episode of Transformative Leadership Conversations, host Winnie Da Silva dives deep into imposter syndrome with Carolyn Herfurth, co-founder of the Imposter Syndrome Institute. They discuss the origins of imposter syndrome, its impact on individuals and organizations, and practical strategies to overcome it.
Carolyn Herfurth, with a background in corporate sales and entrepreneurship, brings over 20 years of experience in advising entrepreneurs for strategic growth. As the co-founder of the Imposter Syndrome Institute, Carolyn works tirelessly to help both people and organizations identify imposter syndrome and understand the sources of it. She provides practical tools for self-awareness, and guides others to overcome self-doubt in their professional and personal lives.
Episode Highlights:
Introduction to Imposter Syndrome: Imposter syndrome is a common belief shared by many individuals that they are not as talented or capable as others perceive them to be, despite evidence of their success.
Background of Imposter Syndrome Institute: The Imposter Syndrome Institute was co-founded by Carolyn Herfurth and Dr. Valerie Young to address the impact of imposter syndrome on individuals and organizations.
Types of Imposter Syndrome: There are five types of imposter syndrome identified by Dr. Valerie Young, including perfectionists, experts, natural geniuses, soloists, and superhumans.
Gender and Imposter Syndrome: Imposter syndrome affects both men and women, with men also experiencing acute feelings of inadequacy and self-doubt.
Corporate Impact of Imposter Syndrome: Imposter syndrome can impact productivity, innovation, turnover, and overall organizational success, making it crucial for leaders to address.
Tools for Addressing Imposter Syndrome: Normalizing imposter syndrome, understanding its sources, and reframing negative thoughts are practical tools individuals can use to combat imposter feelings.
Connection to Psychological Safety: Imposter syndrome can be a barrier to psychological safety in organizations, highlighting the need for individual and organizational interventions.
Educational Interventions: Providing education on imposter syndrome during onboarding and partnering with experts in psychological safety and competency models can help organizations address imposter syndrome effectively.
Resources
Carolyn Herfurth on LinkedIn | Website
Winnie da Silva on LinkedIn
Navigating Through Imposter Syndrome
While imposter syndrome affects a wide variety of people, it can hit some groups harder than others. In this episode of Transformative Leadership Conversations, you'll gain insights into how imposter syndrome can impact your career journey, especially as a woman and an immigrant. Learn practical strategies, like journaling and understanding your sphere of control, to overcome imposter syndrome and step into your power authentically.
Daya Ketel-Fisher, the global head of internal communications and employee experience at Squarespace, brings over 20 years of experience in communications, change management, and people and culture leadership. With a background in journalism and a passion for building impactful cultures, Daya has led internal communications functions at major companies like Spotify and Pernod Ricard. Her expertise lies in fostering inclusive cultures, navigating change, and empowering individuals to embrace authenticity and self-awareness in their leadership journey.
Episode Highlights:
- Early Career Imposter: In the early stages of a career, imposter syndrome can manifest as overconfidence followed by a realization of the need to learn and grow, leading to a sense of inadequacy.
- Validation and Impact: Validation from others, especially from respected individuals, can have a profound impact on overcoming imposter syndrome and recognizing one's true abilities.
- Authenticity and Identity: Balancing authenticity with confidence is crucial, especially for women in leadership roles, as societal expectations and cultural backgrounds can influence feelings of imposter syndrome.
- Immigrant Influence: Immigrant backgrounds, like coming from families who fled challenging circumstances, can contribute to feelings of imposter syndrome due to the lack of a blueprint for success in a new environment.
- Self-Reflection Exercise: Using a journaling template to differentiate between facts and the story one tells themselves can help individuals train their brains to understand the difference and challenge negative narratives.
- Sphere of Control vs. Influence: Understanding what aspects of a situation are within one's control, influence, or neither can help in letting go of things that cannot be changed, leading to a sense of empowerment and acceptance.
- Importance of Letting Go: Finding a way to let go of things that cannot be changed is crucial for stepping into one's power and overcoming imposter syndrome, as acceptance of limitations can lead to personal growth and success.
Resources
Dea Katel Fischer on LinkedIn
Winnie da Silva on LinkedIn
Winniedasilva.com
Introducing Season 5 of Transformative Leadership Conversations
Powerful insights often occur when you least expect them. On Transformative Leadership Conversations, they're at the heart of every episode.
I’m your host, Winnie da Silva, and I’m driven by a passion to share the stories and strategies that shape effective leaders, teams, and organizations.
Since launching this podcast in December of 2020, we've delved deep into the individual stories of leaders, uncovering what makes their leadership stand out and the challenges they've overcome. In Season 4, Peter Axelson and I explored team effectiveness with the Team Development Masterclass, offering methodologies, tools, and exercises to enhance your ability to build effective teams.
This year, 2024, marks a fresh chapter. And I’m really excited about this new direction. Each month, we'll explore a different leadership theme from three angles: my reflections, a leader's journey, and an expert's viewpoint. What I love about this new approach is that you get a multifaceted and diverse experience from these three perspectives offering a prism of insights and strategies for each topic we explore together. And just like always – each episode will equip you with the inspiration, strategies, and tools to refine your own leadership and help you lead effective teams and thriving organizations.
Based on your feedback and my work with clients, I’ve picked themes relevant to you. They include topics like…
- The notorious Impostor Syndrome – what actually is it, how can you overcome it and even if you don’t have it, why should you as a leader care about it…
- Leading through change – I love this topic because it’s for everybody – we are all leading through some kind of change right now (and probably into the foreseeable future) – and I’m excited to go deep and practical here…
- Innovation – how important is it to be an innovative leader? What are the different ways in which innovation can manifest? And how do we get more of it?
- Building Your Leadership Brand – what does it mean to build a leadership brand, what elements might be included, and how do we do this so that it’s not just all about us and us selling ourselves?
- Hospitable Leadership – now, for those of you who know me well – I’m a bit of a foodie and our family absolutely loves making meals and hosting dinner parties at our home. And that’s got me thinking – could hospitality be a key ingredient for great leadership? We’re going to explore this topic and find out together!
...and there will be so much more. I’m so happy that you’ll be joining us and throughout this new year I want to invite you to join our community by sharing your thoughts, questions, and experiences. You can do that in so many ways! Subscribe and leave a comment on your podcast platform of choice, send me an email [email protected], listen to the podcast and leave a comment on my website atwww.winniedasilva.com, or find me on LinkedIn. Whether you’re engaging with us online, suggesting topics, or joining the conversation on social media, your voice is a vital part of this podcast.
You are always welcome to take a seat at the table where every conversation has the potential for transformative change.
Stay tuned for our first episode of 2024, where we'll dive into Imposter Syndrome, setting the stage for a year of transformative conversations.
Universal Best Practices
“Leaders need to be sure that they're providing the right behavioral examples of what's needed to support the effectiveness of this team. And this is tricky because you're not always clear about what those things are.” - Peter Axelson
In this podcast episode, Winnie and Peter, wrap up their Team Development Masterclass by discussing nine universal best practices that apply across the Team Development Methodology, which was explored in the previous 10 episodes.
Episode Highlights:
Role Modeling
Leaders must serve as role models, setting examples for their teams. Asking for feedback regularly can help gauge whether they are providing the right examples.
Investing in Relationships
Sound interpersonal relationships are fundamental for collaboration and team effectiveness. They encourage making time to intentionally deepen work relationships.
Changing Mindsets and Behaviors
Increasing team effectiveness requires individuals to change their behavior. Behavioral change typically starts with a shift in mindset, which can be achieved by examining internal narratives.
Emphasizing the Process
Effective processes are differentiators in team performance. They emphasize the importance of paying attention to "how" work is done, as team expertise and intelligence are fixed at the start.
Grappling with Big Questions
It’s important to grapple with significant questions, such as defining team culture - “What do we want to be?” Addressing such questions can be time-consuming but fruitful in the long run.
Creating Room for Experimentation
Team development often involves establishing new processes to build effective teams. Teams should be open to experimentation, assessing results, and customizing processes that work best for them.
Making the Implicit Explicit
It’s critical to uncover and address assumptions that can lead to costly consequences. By making the implicit explicit, teams can avoid misunderstandings, missed deadlines, and damaged relationships.
Asking for Feedback
Winnie and Peter underscore the importance of asking for feedback, especially from fellow team members regarding collaboration. They emphasize that this is a vital habit to develop.
Pause and Reflect
Peter and Winnie advocate regularly slowing down and considering how the team is functioning. These continuous improvement practices are the "secret sauce" for increasing effectiveness over time.
Resources
Winnie da Silva on LinkedIn
Get the whole season and the companion guide at Winniedasilva.com