Team Pride

Are you benefiting from these obvious, but powerful group dynamics? With the focus of feedback and development work, that we've seen, being upon "what people need to improve on", there's not much chance of extra pride washing around that teams can benefit from. In fact, quite the opposite - the majority of people feeling pretty insecure about what they've got to offer and waiting for someone "more informed" to offer solutions or take a lead. You really do reap what you sow when it comes feedback, team mindset and performance... so what are you doing this week to ensure that the Pride commodity is optimised within your teams?

There's probably a personal responsibility element here too and we'd suggest that each of you work out for yourself why you should feel proud of your performances. (Pretty sure Heather Small wrote a song lyric like that!). In lieu of someone else raising your pride for you, take the high performance approach, and raise your own pride as much as you can.

There is the old saying that pride comes before a fall... but better to benefit from the pride in the first place than to avoid becoming proud for fear of the health and safety implications. And of course, old sayings are there to be proved as complete nonsense and we'd certainly recommend that anything you focus on to make yourself proud is well grounded in reality and therefore does not lead to a falsely elevated view of yourself. Reality based pride can be nothing but a good thing - surely?