How to know whether your team is “Thriving” ?

by | May 18, 2021 | Diversity of Thought, Leadership Matters, Profiling

How to know, whether your team is “thriving” in this new normal?  What do you do? And why is that so important?  I argue the case for profiling here.

Let’s start by defining “Thriving”.  Here is one definition:

“To grow vigorously; flourish.

To be successful or make steady progress; prosper”


If you apply this to your team, you are wanting them to develop, improve, be successful for themselves as well as your organisation, and be happy while they are doing all this.

What are your reference points, for you to gauge whether your team is thriving?  Do you have any?  Maybe they smile when you speak with them?  Perhaps they are continually working to a high standard?  You may be offering them lots of Continuous Professional Development opportunities that they would be mad to turn down.

If you were offered these assessment criteria by a supplier about something you are buying from them, would you settle for them?  Or would you drill down into the quality, frequency and reasoning of the checks?  That way, you could really understand how, what and why your supplier is measuring at all.  After all, that’s running a tight ship, isn’t it?

You may want to stop and think about that.

You could actually be taking a deal more care about a supplier and the widgets you buy from them, than your own team.  When you look at it like that, it’s not a great place to be as an employer, is it?

And if you have spotted that difference in attitude, you can bet your team has too.


So, what can you do to prevent this happening?

One thing you can do is check in with your people.  Ask them how they are doing and give them enough time and full attention to allow them to answer and know that you were listening.  Remember their important dates (birthdays, anniversary of joining the organisation, Christmas, Eid, Passover … whatever would work for them). Know if they have a new grandchild, or someone’s getting married, and definitely if they have lost someone close (that will have happened to so many during the pandemic).

Another top tip is to act on pet peeves, that you can collect when you are checking in with your team.  Is there something small and irritating that, if you could make sure there was more or less of it, would make people’s lives much better?  What’s stopping you wanting to make your team’s lives better?  You can be seen to be responsive AND tackle some hurdles to improved productivity into the bargain.

Keeping the lines of communication open, clear and honest is so important to effective leadership.  It is also crucial to helping your organisation bounce back better after the pandemic.  This is so important, because it is the best way to keep everyone on-message, engaged in the organisation’s future, and doing the right things at the right time, to get you all to where you need to be. Talking – and listening, are crucial leadership tools to check whether your team is thriving.

Listening to your team is particularly brilliant.  However, it does need your team to know how to answer your questions, and for you to know the right questions to ask.  How would you assess your team’s readiness to change?  How about their personal skills and strengths to deliver the bounce-back levels of delivery you will need? It is certain you will have an idea … but without checking in on that idea, it is probably just informed guesswork.  Just like prioritising widgets over people, that may not be your best leadership plan for a thriving team and organisation.


There is an easier way.

Profiling tools are a cost-effective and high-value way to know much more about your team, and to help them to know much more about themselves.  There are many profiling tools out there, but not that many which focus exclusively on people’s needs in work.  Add to that the fact that you want to check people’s individual views on how their needs are met in work, and link this to an ILM Certificate in Leadership for you and your top team, and there is only one.  An Even Better Place to Work, or affectionately known as BP2W.

BP2W offers your team the chance to answer a simple online questionnaire, which then gives them and you a detailed view of how needs are met across your whole organisation.  Why is this important?  When you create more happy and engaged people at work, levels of morale, commitment and productivity will flourish.  In other words, your team will thrive.

Not only that, but by identifying, measuring and then meeting people’s needs, you will create a culture which empowers your team, individually and collectively, to take ownership of their challenges, opportunities and overall performance. As the inventor of BP2W, Shay McConnon, says,

“People ask ‘what am I going to do?” not “what is management going to do for me?’ “.

Just imagine how fantastic it would be, to listen to your team, to get to know them this well AND to give them your honest efforts that really address their needs.  You will be making your organisation truly an Even Better Place to Work.

To find out more, and book a complimentary demonstration of the system, please get in touch.  You – and your team – will be so glad you did.