February, 2025 | 3min read
The Leadership Game brings teams together with the magic F-word: FUN (what were you thinking about?). It’s part strategy, part chaos and all team engagement.
So much so, that these are two questions that generated the most discussion with the Recreation and Culture department at Town of Caledon:
1️⃣ If your team was a superhero who would it be and why?
2️⃣ I am free to share anything I want on social media. Select another participant to oppose your view.
Points were awarded, debates were sparking and people were stepping outside their comfort zones to defend their opinions. The room was buzzing with energy with just the right amount of healthy discomfort. We were in the ‘Goldilocks Zone’ – JUST RIGHT! 🙌🏽
What a fantastic team and workplace culture! They weren’t shy, fully embraced the experience and we cracked some jokes along the way!
Some team engagement strategies that came out of this session included:
- A ‘Strengths Wall’: a shared space where teammates can post shoutouts, affirmations or quiet recognition for each other.
- Kicking off meetings with a quick check-in question: What’s one recent win you’re proud of?
- Asking the golden question in brainstorming sessions: What could make this idea fail? This pushes teams to think critically, anticipate challenges and build stronger problem-solving skills.
My observations
Here’s what I’ve noticed recently facilitating different leadership coaching and team engagement sessions: Positive, progressive and dynamic team culture is PRICELESS – without this, there is no high-performing team. The secret ingredient is psychological safety.
Creating psychological safety within a team is crucial for fostering an environment where individuals feel comfortable taking risks, expressing their ideas and being themselves without fear of negative consequences. Here are some ways to foster psychological safety:
1️⃣ Leadership Modelling: Leaders set the tone for psychological safety often through vulnerable leadership.
2️⃣ Regular Check-ins: Conduct regular one-on-one and team check-ins to assess wellbeing, workload, and any concerns team members may have.
3️⃣ Feedback Culture: Encourage constructive feedback and make it a regular part of team interactions, not just when “stuff” hits the fan. The more regular check-ins (above) happen, the more feedback culture can flow naturally.
So, if your team was a superhero, who would it be? (If your answer is Batman we just became BFFs – I have a Batman mask on display in my office).
Want to bring this level of team engagement and leadership development to your workplace? Let’s chat! 🙂
Conquer Your Potential!
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