Building Team Connections

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Ever wonder why some teams click instantly while others remain disconnected despite years of working together? The secret might be simpler than you think.

Leadership isn't just about directing work—it's about creating the conditions for meaningful human connection. When team members discover who their colleagues really are beyond job titles and tasks, something remarkable happens: conflict decreases and collaboration flourishes naturally. This transformation begins with structured opportunities for teammates to learn about each other through guided conversations.

The power of rotating peer-to-peer conversations cannot be overstated. While some might initially dismiss these activities as "corny," the results speak for themselves. Through a simple four-week framework focusing on context, commonality, collaboration styles, and conflict approaches, teams develop deeper understanding and appreciation for each other. These conversations—just 20 minutes weekly—create the neural bridges that transform how people work together.

There's profound wisdom in recognizing that "when there's connection, there will be less conflict." Conversely, "when we are only focused on the work, the relationships will feel like work." By implementing structured connection opportunities and regularly switching conversation partners, leaders create an environment where the "fiber of the team will exponentially improve." These aren't just feel-good activities—they're strategic investments in team performance.

Want to transform your team dynamics? Start with these rotating peer-to-peer conversations and watch how quickly mutual understanding replaces unnecessary friction. Your team's collaborative potential is directly linked to how well members understand each other as people, not just as colleagues.

Welcome to Coaching Conversations

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Episode Transcript

Speaker 1 (00:37):
I think one of the best things that we can do as
leaders is to facilitateconversations with our people,
not just the leader directly,but facilitate conversations
between teammates.
You know a lot of our clientsand I shouldn't say a lot.
Some will pull me aside and say, tim, this is kind of corny and
I go.
It is.

(00:57):
But it's amazing what happensbetween people when they find
out about each other, theirfavorite vacation spots, what
they have in common.
See, when you have context andcommonality, you will have less
conflict with that person.
You will have greatercollaboration with that person.

(01:18):
Now I've done it almost four orfive times in probably the last
year where I'll lead a session,pair up with somebody.
Find out who they are, theirfavorite vacation spot, favorite
sports team, then I move on tocommonality.
You got to find out two thingsthat you have in common with
that person.
That forces something veryfundamentally simple that we
don't do very well we have toask questions and really listen,

(01:41):
and I say you know you might beasked to stand up and introduce
your partner.
It's amazing, it just triggersthem to pay attention.
So when we do that everybody,what it does is it facilitates
connection between people.
When there's connection.
There will be less conflictwhen we are only focused on the

(02:02):
work.
The relationships will feellike work, because the only
thing we have between each otheris work.
So, as a leader, think aboutdoing something that we call
rotating peer-to-peerconversations.
Rotating peer-to-peerconversations it will serve your
team so incredibly well.

(02:22):
Week one focus on context 20minutes.
Week two commonality.
Week three how do you like tocollaborate and work with people
?
Week four what's yourrelationship with conflict?
And then switch partners.
Starting the next month, thefiber of the team will
exponentially, exponentiallyimprove.