Leadership and management are not different disciplines; they work hand in hand and are integral to each others’ success. By leading different ways of connecting and collaborating across the ether, you can help your people reflect on the impact of disruption and bring constructive conversations alive.

While we’ve been talking about mental health at work for some time now, Covid19 has shone a spotlight on the psychological safety of employees forced to work remotely, sometimes under challenging circumstances.

Research by Amy Edmondson (1999) at Harvard University found that belief in a team’s capabilities and interpersonal support is not enough. To facilitate work outcomes the team’s shared beliefs about safety need to be supported by effective team structures and contextualised learning.

Thankfully, coaching, training and conflict resolution through strengths-based teamwork can modify learning behaviours and help your managers find a new rhythm to their relationships with colleagues and customers.