Crown Leadership Workshop

Team Culture Action Cards

Psychological Safety Cards

Actively Listen: Create a space where team members feel listened to and understood.

‘In the moment’ coaching: Use targeted questions to facilitate real-time problem-solving and self-discovery during tasks.

Explicit encouragement to speak up: Enable team members to voice their opinions without fear.

Shared Vulnerability

Show Genuine Concern: Build trust and personal connections within the team.

Value Opinions: Make everyone feel their input is valuable in decision-making.

Set the tone for openness by being the first to share vulnerabilities: Lead by example in creating an open and vulnerable team environment.

After-action review: Encourage team reflection and learning after completing tasks or projects.

Focused Purpose

Manage By Walking Around: Be physically present around the team to increase accessibility and gain insights.

Two questions: What are your priorities? and how can I help you?

Clearly and repeatedly communicate team objectives: Remove any confusion around team objectives to maintain focus.

Start each team meeting with a 5-minute recap of team objectives and the progress made since the last meeting: Keep the team aligned on goals and track progress consistently.

Emotional Intelligence Action Cards

Self-Awareness Cards

Regular Self-Reflection: Take a few minutes at the end of each day to think about your actions and feelings. Identify triggers and think of ways to respond better next time.

Seek Feedback: Ask team members how they perceive your leadership. This shows you’re open to change and helps you become aware of any biases you may have.

Stress Management Techniques: Use methods like deep breathing or short breaks to handle stress. This helps clear your mind for better decision-making.

Maintain a Positivity Journal: Write down good moments or wins, however small. This helps you focus on the positive, lifting both your spirits and those of your team.

Social Awareness Cards

Active Listening: Go beyond just hearing. Understand the full message that team members are trying to convey. This will help you catch subtle cues and respond more effectively.

Conduct Regular One-on-Ones: Have individual meetings with team members. This intimate setting can make people more comfortable sharing their concerns or ideas.

Emotional Check-Ins: Start team meetings with a quick round of sharing how everyone is feeling. This gives you a pulse on the team’s emotional state and fosters openness.

Implement ‘Personal Story Time’: Include a segment in team meetings for sharing personal stories or challenges. This can deepen team bonds and help you understand your team better.

Influence – First Follower

Peter: Cynical, Observant, Unfazed

Peter has been with the company long enough to have a ‘been there, done that’ attitude. He tends to sit at the back during meetings and seldom participates, almost as if he’s waiting for the leadership to change again. He’s sceptical but not antagonistic; he just needs a good reason to invest his trust.

Rachel: Energetic, Naive, Sensitive

Rachel is the youngest on the team and her enthusiasm shows. However, she’s impressionable and the ongoing negative team environment has started to affect her. She looks up to Liz and is unsure about Sarah’s leadership.

Brian: Introverted, Detail-Oriented, Reliable

Description: Brian is the go-to person for any technical issues but keeps to himself. He’s not interested in team politics but will occasionally share a brilliant idea if he feels it’s a safe environment. He’s the quiet force that everyone respects but no one really knows.

Liz: Assertive, Ambitious, Cautious

Description: Liz naturally assumes leadership roles in team situations but is wary of official titles, perhaps due to being overlooked for promotions in the past. She genuinely wants the team to do well and is willing to support Sarah, but her trust has to be earned.

Types of Influence

Social Proof

Sarah could share success stories or case studies from other teams in the organisation that have successfully turned around their performance. 

Liking

During team meetings, Sarah can make it a point to acknowledge and commend individual contributions, no matter how small. 

Unity

Sarah could invite the team for a casual lunch outside the office or even a virtual coffee break for remote team members. 

Authority

Sarah could start by leading by example in punctuality, quality of work, and open communication.