As a general rule, people don't usually like showing off their vulnerabilities. One of the main reasons for that is because we, as humans, fear being perceived as incompetent or being criticized.
Brene Brown is a professor at Houston University. She explains in her book, “Daring Greatly,” how individuals love to see the true self in others. However, when it comes to ourselves, we are afraid to let others see who we really are.
For instance, we appreciate when our colleagues apologize for a mistake they made. We acknowledge their gesture and value it. But, if we were to make the same error, we might have a hard time recognizing that we were wrong. This is not because of our ego but out of fear.
Contrary to what you might think, showing your weaknesses can help you lead your team better. Yes, letting your employees see your imperfections is actually a good thing and more and more people have started to realize this fact.
For instance, in his book, "The Culture Code," Daniel Coyle talks about how vulnerability is actually a virtue when it comes to teamwork. He explains how exposing your flaws, you spark cooperation and trust.
"Vulnerability is about sending a really clear signal that you have weaknesses, that you could use help." - Dr. Jeff Polzer, professor of organizational behavior at Harvard.
Unfortunately, many leaders wrongly think that they will be perceived better by their employees by hiding their imperfections. Yet, this is precisely what you shouldn't be doing from a leadership position.
Instead of falsely appearing as something you are not, you should let people know that their help is requested. Your team will elevate you. By doing so, they will work as a whole for the same purpose. Don’t be afraid to pop the ‘Does anyone have a better idea?’ question. Your team members will step up and take the lead. At first, they might do it more shyly, but soon, they will gradually build a solid cooperation relationship with every reinforcement and intervention.
Yet, fostering a strong team that understands the positive impact of vulnerability takes time and repetition. The easiest way to do that is to ensure that every member has a voice. We know that this is easier said than done. One of the best ways to make sure every opinion is heard is not to end a meeting until every single one of the members has had the chance to speak their mind.
So, our advice is simple. Be an example for your people and let them know what your weak points are. Ask for their help and teach them how to do so for them as well. Guide them on how to use their vulnerabilities as positive traits and build collaboration by using them.
Unlock the secrets to reviving an unhappy team: Dive into strategies that transform workplace vibes and boost productivity.
Embrace innovative mentorship and bridge the gap between traditional approaches and the dynamic needs of your team members
In any organization, success fundamentally relies on the efficacy and productivity of its teams.
Recently, I came across a quote that really resonated with me: "Coaching is no longer a specialty. You cannot be a good manager without being a good coach."
A while back, I had the opportunity to read Barbara Kellerman's book "The End of Leadership." And that got me thinking.
There's this old saying, "there's a first time for everything." And we totally agree with that statement.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
It's the beginning of the year, so we decided to make a retrospective of 2022.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.