About Jo Wright

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So far Jo Wright has created 16 blog entries.

Successful Partnership Working – Top Tips video series

We often work with teams and partnerships…. and we’ve noticed some common pitfalls in how they operate, meaning that the road to success can be a lot bumpier than you’d hoped.

So we produced a series of videos with some Top Tips on how to make your partnership and team working more effective.

 

Intro video

Watch the rest of the series of 7 Top Tips below, plus the wrap up video.

 

Tip #1 for Successful Partnership Working – on the subject of the project/team/partnership mandate

 

Tip #2 for Successful Partnership Working – on the subject of the shared vision for success

 

Tip #3 for Successful Partnership Working – on HOW you work as a partnership/team

 

Tip #4 for Successful Partnership Working – on making sure your team really does add up to more than the sum of its parts

 

Tip #5 for Successful Partnership Working – on understanding your stakeholders

 

Tip #6 for Successful Partnership Working – on team vs. individual results

 

Tip #7 for Successful Partnership Working – on effectively reviewing or checking in with progress – without micro-managing!

 

Wrap up – and how we could help YOUR partnership/team

 

That’s it – do message us on info@phoenixtc.co.uk, or comment below, if you’d like a FREE no strings 30 minute call to explore your needs and ask us some questions.

 

 

 

 

By |May 20th, 2019|Partnership Coaching, Team coaching|0 Comments

Difference, differentiation and diversity.

Diversity of uniqueness

As Garry Turner’s (The Listening Organisation) recent newsletter to subscribers pointed out, there is a lot of pressure in modern society to be ‘different’ or to stand out to be ‘the best’. ‘Differentiation’ has emerged alongside this, with companies and technology now seeking to tailor make their products or services to particular groups, subsets, demographics or even at the extreme to individual needs. We’re being told from so many angles that ‘being different is good.’ And yet as Garry points out, being different can also be polarising and separating. He goes onto explore connection as the antidote to difference or differentiation.

I had a different thought when I read his views. Whilst I wholeheartedly embrace the importance of connection as an antidote to difference or differentiation, it also made me question whether there was another way to achieve it.

What I get excited by is ‘diversity of uniqueness.’

This is where we have the possibility of celebrating everyone’s unique gifts and talents, accepting and welcoming our diversity of physical and mental ability, sexuality or gender, ethnicity, thought, cultures and backgrounds etc. And more than that – the possibility of acknowledging all of these as varied and valid expressions of humanity, whilst rejoicing in our connection as humans and our common humanity.

Commonly, current diversity programmes and initiatives seem to focus primarily on ensuring there is equal (or at least more diverse) representation in the workplace of genders in particular, with increasing focus on ethnicity. This is hugely important and needs tireless work on this and extensions of the principle (LGBTQ+ inclusion as one example.)What seems to be less in the spotlight is the simpler act of celebrating the diversity of thought, experience, background that is present […]

By |April 25th, 2019|Team coaching|0 Comments

Partnership challenges – which of these issues do you recognise?

Common challenges in partnership relationships

Which is your biggest pain point when working with partners? Let us know…. When you’re working with partners within or external to your organisation, how many of these issues are you familiar with? What impact have these issues had on the success of your partnership or project?

We’d love to hear your experiences – comment below or send us a private message.

And….If you recognise more than 3 of these issues, you could benefit from a conversation with us about how to launch, manage or reset your partnership more effectively.

As partnership coaches, we work with the whole system to improve alignment, performance and impact. FREE 30 min discovery calls available to discuss your needs. Contact us.

By |March 6th, 2019|Uncategorized|0 Comments

A Systems approach to team success: Lessons from the Thai cave rescue

Recently I worked with a team who are working to deliver a joint project together.  They had a project plan, actions and Leads for each area.  Good progress was being made.  Then an unexpected absence by one Lead meant that certain actions weren’t completed, and the project fell behind.

I was curious about this from a Systems point of view.

In Systems work, Roles belong to the system (team in this case) and not to individuals.  So, the role of performing this Lead task belonged to the system rather than the person who took it on.

What’s interesting is that when the system was disrupted in some way, the role was not taken up by anyone else in the system, with consequences for the project.  Systems are regularly disrupted for a variety of reasons:  People joining or leaving a team, sickness or accidents, new information or priorities, etc.

So, I wondered about what had happened in my client team when their system was disrupted and came up with some options which I later explored with the team.

Lack of clarity on team purpose – what they were here to do
Lack of buy in to the team purpose (not unifying or compelling enough?)
Lack of awareness of what each Lead was doing and where they were up to (was there a process in place to keep each other updated?)
Focus on individual vs. the team objectives/results (so that perhaps a heavy workload for other members of the team/system may have meant they didn’t stop and check, or have time to pick up additional tasks as they prioritised their own projects.)

And then I wondered what would have happened, or perhaps DID happen, in the recent case of the Thai cave […]

By |July 24th, 2018|Coaching - Team or One to One, Team coaching|0 Comments

If you stand for nothing, you’ll fall for anything

This is so true both on a personal and professional level.

How often do you reflect on your core values? The things that are really important to you and that without, you wouldn’t be you? If we don’t understand what we stand for, it’s easy to get pushed around or trodden on by others – who may do it unintentionally, but do it nonetheless. We might not push back because we’re not standing on the firm ground of our own values.

One of my core values is about fairness – at an individual and global level. It’s one of the reasons why working with so many charity clients who strive to create positive change in the world fits so well with me.  And perhaps that’s why I seem to be attracting more clients to me that want to work on their values and organisational culture.

At a global level, it’s becoming more and more important to both understand and stand for our values. We have to create the world we want to live in. No one else will.

What will you stand for?    #humanity_to_wk

By |January 23rd, 2018|Culture, Values|0 Comments

Bring your whole self to work

I passionately believe this – it’s the reason behind the Phoenix mission of Bringing Humanity to Work. We are all whole, complete beings – and the sooner we can freely access all parts of ourself in both professional and personal environments, the less effort we will have to put into being 2 separate identities (and boy, does this cost effort – I’ve done it!) Which means you have more energy to put into the important stuff – building relationships, solving a tricky business problem, being available and supportive to your kids, family and friends. #humanity_to_wk

By |February 19th, 2016|Uncategorized|0 Comments

Connect and then lead

“Connect and then lead” – what a great message. Great leaders build trust with their teams, backed up by strength and competence, to build connections so they can inspire and lead.

I think that in days of old (and in just a few of today’s organisations), we forget that leadership is about PEOPLE first – not strength or competence. Leadership is actually followership, if you think about it.

How good are you at inspiring followers?

By |February 15th, 2016|Leadership Development|0 Comments

How hard do you push your team members?

“Trust is knowing that when a team member does push you, they’re doing it because they care about the team.”    Patrick Lencioni
We’ve been working a lot recently with teams who through building trust and relationships are arriving at a place of healthy, constructive conflict in service of maximising team achievement and results.

If trust is absent, many will either avoid putting their head above the parapet and openly disagreeing with others or pushing you harder, or will push in a way that is destructive and counter-productive.

By building strong relationships based on deep trust, it becomes okay to disagree or to push others – and yourself – harder, because there is a shared goal or purpose towards which you are working.  And disagreement or a push is more likely to be viewed as ‘just another perspective’ rather than potentially destabilising when you know it’s because they just want the best for the team result.

How deep are the relationships and trust in your team?  How do you know they are deep enough to allow healthy conflict?   How do you encourage creative conflict so that people can have their say?

What are your experiences of the impact of trust – or its absence – in teams?

By |December 8th, 2015|Leadership Development, Team coaching|0 Comments

Creating positive change

I believe every one of us can create positive change in the world, on some scale.
Find something you can do, then do it, and just keep moving forward.

If you need help with that, find the right resource – a friend, a mentor, a coach, Phoenix.
#humanity_to_wk

By |May 26th, 2015|One to One Coaching|0 Comments

Choose your words carefully

Choose your words carefully – they can bless and encourage people or hurt them. And can be remembered for eternity…

How many times have careless words, thrown away by a colleague or manager, left you with a sour taste in your mouth?  Some of us even remember times from our childhood when a friend, peer or adult said something that left a deep impression on our memory.  In these days of the instant message, the quick email or tweet, it’s even easier to cast words into the world without much thought.

Yet we need to think carefully before speaking – none more so than in the pressure-charged atmosphere of the modern workplace, where urgency and sometimes overwhelm can leave us little time to think.  This applies to both the every day and also to the more obviously important conversations like appraisals and performance reviews or planning sessions.

If we get it right – our words can encourage, bless, positively challenge and motivate others.

If we get it wrong – at best it can create a mental ‘ouch!’  At worst, it can pierce the confidence of someone and create the conditions for a downward slide in motivation and performance.

So – in the heat of the moment when words are burning the tip of your tongue to be spoken – take a deep breath, bite your tongue and just play out in your head the words and the tone you were planning to use to test it for ‘sting’. Never release words in anger in the heat of the moment. And in planning for the bigger conversations – consider the outcome you want from the conversation – perhaps someone who is clear on what they do well and with a plan […]

By |July 31st, 2014|Management Development|0 Comments