The reason is that true recognition and appreciation isn\u2019t a top-down, broad brush, transactional thing.<\/p>\n\n\n\n
Rather, what we need to get right are the hundreds of tiny micro-interactions we have with people every day, every week, week in, week out.<\/p>\n\n\n\n
This is the stuff of high-performing teams. This is disruptive leadership.<\/p>\n\n\n\n
In their seemingly minor interactions, leaders who aren\u2019t mindful of their impact on others are losing people and strangling success. If their team members aren\u2019t quitting, they\u2019re likely to experience increased absenteeism (which cost UK companies \u00a314 billion in 2020<\/a>), including genuine health problems; and presenteeism, i.e. they\u2019re there, but not doing their job \u2013 or at least not doing their best (which cost UK companies \u00a315 billion in 2020<\/a>).<\/p>\n\n\n\n So, young Jedi of positive disruption\u2026 what to do?<\/p>\n\n\n\n Well, it starts with education and awareness. We can\u2019t fix what we\u2019re not aware of, so deepening our understanding of our impact on our everyday interactions is crucial, not least because almost everyone underestimates it, particularly when busy or under pressure.<\/p>\n\n\n\n When you see a disruptive leader in action, you\u2019ll notice that they constantly signal \u2018belonging cues\u2019. The way they phrase their sentences and position feedback \u2013 it all screams, \u201cYou belong here, you\u2019re a meaningful part of something that matters, and we share a future together.\u201d<\/p>\n\n\n\n Disruptive leaders weave vision, mission, values and a sense of meaning and purpose into everyday conversations. This isn\u2019t about grandstanding and addressing the troops en masse, it\u2019s about the little things: putting the work \u2013 the tasks \u2013 in context. *<\/p>\n\n\n\n Disruptive leaders sprinkle magic meaning dust all over their team\u2019s day-to-day work, so that even the most mundane of tasks is no longer another to-do, but a vital step on your journey towards world domination, saving the world, or <insert your purpose here>.<\/p>\n\n\n\n Disruptive leaders of exceptional high-performing teams \u2013 not just in companies, but basketball coaches, Navy SEALs \u2013 also create psychological safety.<\/p>\n\n\n\n Psychological safety<\/a> is often misunderstood because the word \u2018safety\u2019 conjures up notions of happy-clappy cultures where nobody ever gets upset <shudder>.<\/p>\n\n\n\n In reality, it means precisely the opposite. In a truly excellent team, there\u2019s loads of conflict. And swearing. And sarcasm. And complaining.<\/p>\n\n\n\n I kid you not: a 2021 HBR survey of US office workers found 5 key things that high-performing teams do differently<\/a>:<\/p>\n\n\n\n It turns out that taking the p*&$ out of your teammates reduces the \u2018emotional labour\u2019 (yes, that\u2019s a thing, says science) that\u2019s expended on suppressing your feelings\u2026 thereby freeing up more mental bandwidth to focus on the work.<\/p>\n\n\n\n In a psychologically safe team, you can get upset, disagree and bring your whole self to work. You can screw up, \u2018fess up and learn\u2026 without fear of judgement or reprisal. It\u2019s all about having a bunch of people around you whom you can trust.<\/p>\n\n\n\n Disruptive leaders aren\u2019t a soft touch, far from it: they hold people (including themselves) to a super high standard\u2026 but they do it with love. Experts at Columbia, Yale and Stanford agree that there\u2019s a formula for \u2018Magical Feedback\u2019 that goes something like this:<\/p>\n\n\n\n \u201cLook [insert name], I want to give you feedback because I truly want you to succeed here. Your success and growth here are critical. Your high-performing teams depend on you with this project. I have high expectations for us all, and I believe you can meet them if you apply your strengths of [insert strengths].\u201d This wording is effective because it weaves in 3 vital components: Connection, Belonging and High Standards.<\/p>\n\n\n\n Disruptive leaders <\/a>influence behaviour by changing how people experience work, one moment at a time, which changes lives (and results).<\/p>\n\n\n\n Too often we\u2019re led to believe it\u2019s the big, bold moves that create positive disruption, yet in truth it\u2019s the small stuff that adds up.<\/p>\n\n\n\n Arnie\u2019s abs don\u2019t spring forth after one workout \u2013 rather, a consistent daily habit creates change that\u2019s barely noticeable day to day\u2026 until one day you turn around and see the transformation.<\/p>\n\n\n\n The same goes for disruptive leadership. Do you take the time to acknowledge your teammates\u2019 birthdays? Do you keep track of their work anniversaries? Do you prompt people to stop and reflect on their work, learning from what went right and wrong? Are you encouraging everyone to share wins, big and small?<\/p>\n\n\n\n The little things matter, just as they do in any relationship. Then some moments punctuate the landscape of leadership: 121s, coaching sessions, status meetings, nurturing people to aim higher and developing plans together to create momentum and positive outcomes\u2026 giving people a clear line of sight to the top of the hierarchy of needs, taking into account that every path and every destination is unique.<\/p>\n\n\n\n Do you feel like these moments are fuelled by peer-to-peer feedback, recognition and meaningful reflection on highs and lows? Do you remember to say thank you?<\/p>\n\n\n\n So far, so obvious, you might say. So if taking the time to make people feel recognised, valued and appreciated \u2013 helping people feel a deep sense of belonging and fulfilment \u2013 sounds so easy, how come we don\u2019t do it?<\/p>\n\n\n\n Okay, disruptor of status quos\u2026 it\u2019s time to face the Knowing-Doing Gap<\/a>.<\/p>\n\n\n\n Primitive limbic lizard brain be damned\u2026 we\u2019re gonna shoot that gap.<\/p>\n\n\n\n The secret lies in fostering new habits. Tincy wincy ones.<\/p>\n\n\n\n Dave Brailsford understood this. Back in 2003, he was hired by British Cycling to rectify their dismal track record after 110 years of Brits failing to win the Tour de France.<\/p>\n\n\n\n Dave\u2019s strategy was all about \u2018the aggregation of marginal gains\u2019.<\/p>\n\n\n\n \u201cThe whole principle came from the idea that if you broke down everything you could think of that goes into riding a bike, and then improve it by 1%, you will get a significant increase when you put them all together,\u201d he said.<\/p>\n\n\n\n After a few years of tweaking seats, shorts, suits, and goodness knows what else later\u2026 they had medals coming out of their ears. They won 60% of gold medals at the Beijing Olympics, set nine Olympic and seven world records at the London Olympics and won five Tour de France victories.<\/p>\n\n\n\n How come all these tiny tweaks made such an epic difference?<\/p>\n\n\n\n James Clear, in his book Atomic Habits, paints a picture of precisely what\u2019s going on here:<\/p>\n\n\n\n We all know we should take the time to appreciate colleagues, celebrate success and share key activities and results \u2013 but it often doesn\u2019t happen. Mo closes the knowing-doing gap by encouraging your team to share the Moments that matter\u2026 and it all starts with a Boost<\/a>.<\/p>\n\n\n\n Boosts enable you to automate \u2018prompts\u2019 that encourage you and others to share moments. Share wins, results, employee appreciation, or anything you like!<\/p>\n\n\n\n You can choose from a library of Boosts \u2013 eg. \u2018share weekly wins\u2019 \u2013 or create a custom Boost. These simple automations take seconds to create, and recipients will be notified in-app and via email, prompting them to share their Moments.<\/p>\n\n\n\n Boosts empower everyone to cultivate the habits of high-performing teams, one moment at a time.<\/p>\n\n\n\n Boosts can help you boost cross-functional collaboration, create focused high-performing teams with a culture of accountability and supercharge strategic planning and boost productivity.<\/p>\n\n\n\n If you want to see Boosts in action, book a demo<\/a> with our team today!<\/p>\n\n\n\n Book a free demo to learn how Mo can help you:<\/p>\n\n\n\nTip #1 \u2013 Emanate belonging cues<\/h2>\n\n\n\n
Tip #2 \u2013 Put tasks in big picture context<\/h2>\n\n\n\n
Tip #3 \u2013 Create psychological safety<\/h2>\n\n\n\n
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Tip #4 \u2013 Deliver tough feedback with love<\/h2>\n\n\n\n
Tip #5 \u2013 Sweat the small stuff<\/h2>\n\n\n\n
Tip #6 \u2013 Create habit loops<\/h2>\n\n\n\n
![\"James](\"https:\/\/mo.work\/wp-content\/uploads\/2024\/11\/James-Clear.jpg\")
<\/figure>\n\n\n\nHow can Mo help you put this into practice?<\/h2>\n\n\n\n
What is a Boost?<\/h3>\n\n\n\n
Transform your culture with Mo<\/h2>\n\n\n\n
![\"Recruitment](\"https:\/\/mo.work\/wp-content\/uploads\/2024\/11\/Recruitment-collaboration.png\")
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