Join Arianna Huffington for an in-depth discussion in this video Investing in your relationships, part of Thriving @ Work: Leveraging the Connection between Well-Being and Productivity.
- How do you create value? How do you create engagement? It all occurs through a relationship. Google did a longevity study called the Aristotle study, in that they were basically looking at, how do you create high-performing teams? And there's some real simple things around building trust on the team, making sure the team was happy. And they would compare teams that were happy and had a trusting relationship with teams of experts in their fields, and they brought the greatest minds in to work together.
And those teams that were happy actually outperformed the teams of experts, over and over and over again. So relationship becomes critical in terms of not only high-performing teams, but also creating trust and actually creating a certain level of longevity inside the organization. When people feel connected, they stay. And for most employers, training a new person becomes expensive. Losing a person that's key and valuable has all kinds of impact to the organization.
And while that will always happen, you can mitigate that quite a bit by really teaching and allowing for the depth of relationship where people feel like friends. And when you have an organization where people are family and friends, you'll see people that are there years. And I see it with some of our companies that we work with. It's not unusual, for example, in an Accenture company to do an introduction and people are saying 25, 15, 19 years.
That's impressive. And I see that over and over again. It's not just Accenture. But when you see that, it tells you that they've created something in relationship, in relationship-building and community and trust that drives what I would call a more powerful and more impactful team. One of the members of our team was coaching a woman who was saying our team's doing well from a performance perspective, but over and over again feedback was circling around that they didn't like being on her team.
And a lot of questions were flying about why. As we were looking at how she interacted with the team, one of the things that was really obvious was she entered and exited every day. She'd move at a speed that was significant. Through the office, head down, on the phone, zoom. Never connecting, never slowing down, never engaging. To her office, meetings throughout the day, out. And unsurprisingly, her team did not feel engaged, connected, trusted, appreciated, et cetera.
So the simple tip for her was when you walk into the office, put your phone down and slow down. Engage, say hi, slow down at a desk, talk to someone. Within weeks, the team was feeling completely different. That one simple thing changed the whole dynamic of her team.
- The importance of well-being
- Bringing your whole self to work
- Knowing your boundaries and limitations
- Investing in your relationships
- Working towards your strengths
- Knowing when to say no
- Holding yourself accountable to change