Individual Advantages: Find the "I" in Team

Individual Advantages: Find the "I" in Team

Individual advantages in business consulting

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Going too fast can also manifest itself in our personal lives. I have a few hobbies, and none of them are such that I focus on them for a long time. For example, I collect stamps, and at certain times, I will give specific focus to them and then put them away for years before I even think about them again. Similarly, I like coins, building models, puzzles, reading, knives, and video games. Most of these are just like stamp collecting; I get into them for a while and then set them aside for a longer while.   
 

I have liked knives since high school. My stepfather, Bill, raised me from age 13 on. He was a hunter and had a pretty extensive knife collection. As I got older, I, too, became a hunter and liked knives. My son, Henry, also likes hunting and knives. (As many of you may know, sons want to be like their dad.) One day, I was sitting in the garage with René and Henry, and I was messing with one of my knives. It happened to be one I inherited from Bill when he passed away. Henry, at the time, was about eight. I was managing IA globally and a couple of very high-profile investments in Southern Oregon: a hotel and a family entertainment center. My mind was very much in “subconscious mode” (a.k.a. autopilot) as I whittled a stick and contemplated issues at all three entities. Henry wanted to whittle a stick, too, and brought me one he found in the yard with a request for me to show him in the only way an eight-year-old knows how: persistent begging.   
 

Now, despite my own position on slowing down and it being something I taught day in and day out, Henry was interrupting important thoughts about clients, hotel rooms, and families at our entertainment center. So, to appease my son and the importance of all those immediate things on my mind, I told Henry I would allow him to whittle. René was quick to point out how dangerous it might be for our 8-year-old boy to “play” with a knife, to which I replied in haste that I would teach him knife safety. Don’t worry; I’m thinking about client problems and hotel and restaurant operations, I cut off the tip of my finger and taught Henry about knife safety.   

 

Cutting off the tip of my finger is a dramatic lesson on going too fast, and while it’s not typical of what going too fast can cause in our day-to-day lives, the scar on my finger is my own proverbial reminder to slow down. Most of us, on a regular basis, forget something, leave something unfinished, drop something, or complete tasks in haste because of our need to speed through to another quickly performed task, and so on. 

 

Sometimes, it takes extreme examples to get a point across and to remind yourself to slow down. Going too fast manifests itself differently in each of our lives and I hope that I never cut off another part of my body to remind me.

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May 29, 2025
Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.
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