Why we're changing our name to Valence
Our brand is a reflection of who we are, so inevitably, as we evolve, so too does our brand.
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Why we're changing our name to Valence
Our brand is a reflection of who we are, so inevitably, as we evolve, so too does our brand.
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There’s no right way to do hybrid - and that’s okay.
Hybrid. Return to work. Flex. We’ve talked to many leaders about how their organizations are handling “what comes next” in the way their teams work. What strikes us is the variety of solutions on how to best support teams: some are sending people back into the office based on task, by day of the week, or others by manager discretion. This variety suggests two things: firstly, that there is no ‘right’ way to tackle hybrid; and secondly, that what is more important is finding what is ‘right’ for your organization.
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Why we are believers in a pre-employment trial
Recruiting the right people for any business is hard - especially with the complexities of the last year at work. We’ve found that a pre-employment trial - working alongside a potential hire on a challenging, time bound project - has changed how we gauge the right fit well before day 1.
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Building psychological safety: It takes values first, then a village
Before teams can truly be psychologically safe in the workplace, there needs to be a change in thinking to how we support it. And we’ve found it’s in the adoption of a core set of values first, before anything else.
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Team swarming requires standard norming
The way we work is changing more rapidly than ever before. The old wisdom about how to nurture successful teams no longer applies. Teams are coming together and disbanding faster than ever. This phenomenon requires new norms, resources, and ways of working.
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4 Ways To Boost Team Morale That Don’t Include Another Zoom Wine-down
Even the most motivated and driven among us have struggled with massive swings in our energy and morale. During this time of upheaval and crisis, how you help your team rediscover their motivation will be the top indicator for their long-term effectiveness, satisfaction and contributions.
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Don’t Be A Hero
This crisis and upheaval has demanded a lot of managers. But those hero managers who jumped in headfirst, kept their teams afloat, and made sure nothing was dropped, are now burning out. Turns out, even heroes need a break. Instead, conductor managers and their teams are thriving. Here’s how to make the change.
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Your Role Isn’t To Diffuse Conflict But Promote It
Professional instinct has conditioned us to avoid conflict with the age old saying “It’s bad for business.” Fast forward to today’s world of work and we’ll be the first to tell you that difference is what’s fueling outperforming teams. To lead your team in this direction, you’ll need to keep tension at the centre of your strategy.
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