Promoting Emotional Accountability

Most people are taught how to be high performers. But too few are taught how to perform in a team. And that’s a problem, because in most roles, you’re not an individual contributor. You’re part of a larger entity, working with others to build something. Yet, I see founders spend hours refining their product or systems,  But don't devote time to team development. At HomeServe, I approached team performance with purpose,  And it was one of the best decisions I made. Here are 7 tools I’ve used (and still use) to build high-performing teams,  Based on real lessons from building a £4.1bn business: 1️⃣ Start With Why (Simon Sinek) ↳ Before you focus on what or how...get clear on why. WHAT – The product you sell or the service you provide HOW – What makes you different WHY – Your deeper purpose or belief Every great team needs a reason to get out of bed in the morning. 2️⃣ The 70-20-10 Rule (McCall, Lombardo & Eichinger) ↳ How people actually learn on the job: 70% from challenging experiences 20% from coaching and mentoring 10% from formal training Most teams over-invest in training, and under-invest in real development. I'm amazed at how few founders or CEOs have a coach or mentor. 3️⃣ The Trust Triangle (Frances Frei, Harvard) ↳ Trust isn’t built with perks. It’s earned in three ways: Authenticity – Are you real? Logic – Do your decisions make sense? Empathy – Do you care? Without trust, you can’t build speed or loyalty. 4️⃣ The 5 Stages of Team Development (Tuckman Model) 1. Forming – Team gets together 2. Storming – Conflicts surface 3. Norming – Ground rules form 4. Performing – Results roll in 5. Adjourning – Project ends or evolves Don't panic during ‘storming’. It’s necessary friction. 5️⃣ The Johari Window (Luft & Ingham) ↳ Self-awareness is a team sport. Open – You know, they know Hidden – You know, they don’t Blind Spot – They know, you don’t Unknown – No one knows (yet) This helps surface feedback, build confidence, and avoid surprises. 6️⃣ The Energy/Impact Matrix (Inspired by McKinsey) ↳ Map every team member’s impact vs. energy. Use it to: Make smart hiring/firing decisions Spot burnout early Retain high performers High-performing teams don’t tolerate drift. 7️⃣ The RAPID Decision-Making Model (Bain & Company) ↳ High-performing teams make fast, clear decisions. Recommend – Suggest the course of action Agree – Those who must sign off Perform – Executes the decision Input – Provides relevant facts or opinions Decide – Final decision-maker This clears up delays, dropped balls, and blame. Building a great team is about building an environment where talent can actually thrive. I go deeper into team-building in my new book. Order it today: https://lnkd.in/eRYDKXdT ♻️ Repost if you believe team performance should be built, not assumed. And for more on how I scaled teams to build a £4.1bn business, Follow me Richard Harpin.

"I made a mistake." "I hurt your feelings." "I thought I knew how to do this, but I now realize that I don't." "I didn't do what I said I would do." "I dropped the ball." "I said something that I shouldn't have said." "I overstepped." Those are all important #accountability phrases that we should be using more. They don't aim to shift blame to the other person. They don't try to weasel out of responsibility. They don't try to minimize the impact. They DO set the foundation for righting wrongs, making amends, and repairing relationships. Especially if you fix it the first time. I use these phrases with my 22 year old twins as I try to navigate new boundaries and ways of being a mom to them in their new(ish) adult lives. I am messing up and owning it. And fixing it. And staying open to feedback. (And only occasionally asking for grace). If these aren't phrases that are common in your home and/or office, here's an idea: Post them somewhere that folks can see them in meetings or meals. Discuss why they're important. Start using them yourself. Give frequent reinforcing feedback to others when they use them. And then see how your #culture of accountability feels in a few months once these are part of way of being with each other. #communication #relationships #leadership #ownership @FeltTipFeelings

...what is our part in this?... Ever catch yourself thinking, “If they would just change, everything would be easier”? It’s so easy to look outward when something’s off. The team isn’t aligned. The client doesn’t get it. Your partner doesn’t listen. The system’s broken. But here’s the truth that stings a little: It’s not always the others. Sometimes, it’s us. That’s not about blame. It’s about ownership. And ownership is power. When we take responsibility—not just for outcomes, but for our reactions, energy, communication, and boundaries—we move from frustration to clarity. From stuck to empowered. It’s not about being perfect. It’s about being honest enough to ask: What’s my part in this? This is for you: 1 | Pause before pointing. How: When something goes wrong, take a breath. Ask, What was my role in this? Why: It shifts your mindset from blame to growth—and that’s where change starts. 2 | Own your energy. How: Notice how you show up in conversations. Defensive? Distracted? Closed off? Why: Your tone, not just your words, shapes the outcome. 3 | Respond, don’t react. How: Practice the 5-second rule—breathe before you answer. Why: Thoughtful responses build bridges. Emotional reactions often burn them. We all have blind spots. But personal responsibility isn’t about guilt—it’s about growth. It’s what turns conflict into connection, and setbacks into momentum. So next time things feel stuck, ask yourself—not “Who’s at fault?” but “What’s my move?” That’s where the shift begins. Love, Carina Hellmich Int Certified Professional Coach | Mentor | Keynote Speaker | Trainer #authenticity #stressmanagement #selfcare #leadership #linkedinnewseurope #energy #topvoice #linkedin #selfconsciousness #personaldevelopment #coaching #mentoring #selfaware #ownership Video credit: (unknown) pm me for credit or removal Writing credit:©Me

I recently received a touching compliment from a work mentor that made me reflect on the significance of creating safe spaces for others in our professional and personal lives. She said, "There is a grace and peace over you… that draws many to you from different spheres. You have created a safe place for people to connect. There will be much fruit from all you have sown over the years. Get ready my dear friend." I was surprised and deeply touched by her kind words - it opened my eyes to how this quality has contributed significantly to the rapid growth of our work recently. I didn’t understand its potent power until this week! It made me realize that I have worked hard to create safe, respectful places for others for years – probably because I've experienced the challenges in many toxic and treacherous offices. These have motivated me to abide by the golden rule: Treat others as you would like to be treated. By no means am I saying I’m a saint. I can be direct at times and when I get mad, I can be downright scary. But being a safe person means that I strive to forgive and humble myself and reconcile immediately if I offend anyone. And by safe space, I mean an environment where individuals can freely voice their ideas, ask questions and be free of anxiety when they make mistakes. My personal mission has become centred on cultivating safe spaces where people feel respected and can express themselves without fear of judgment or getting stabbed in the front or back. All to help them reach their full potential. Creating a safe harbour involves physical security as well as emotional, psychological and spiritual safety. It's crucial for individual well-being and enhances collaboration, productivity and innovation. In my new work role, I believe that offering a safe space has been my secret sauce for successfully meeting new contacts and re-connecting with countless people in my networks over the years to do business together. Here are some tips for creating safe spaces: 1. Self-reflection: begin by considering becoming more trustworthy and safe. Ask others for honest feedback on areas where you can improve 2. Cultivate empathy: take time to listen and acknowledge your colleagues' experiences and emotions, showing them respect and their voices are valued 3. Establish clear communication channels: encourage open communication and idea-sharing without fear of repercussion 4. Lead by example: demonstrate vulnerability and authenticity as a principled leader 5. Promote diversity and inclusion: ensure everyone feels represented and empowered to share their unique views and talents Maya Angelou said, "I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel" Remember, investing in safety at work is investing in the success of your team and your organization. Do you have any tips to share? Follow Zab Capital Holdings #Befearless #familyoffices #privateequity

Memoirs of a Gully Boys Episode 37: #EmotionalIntelligence – The Key to Meaningful Leadership Leadership isn’t just about strategy and execution; it’s about understanding, connecting with, and inspiring people. Emotional intelligence (EI) is the ability to recognize and manage not only your emotions but also those of others. Over the years, I’ve learned that while technical skills can get you started, it’s emotional intelligence that keeps you ahead. Leading with Empathy During a critical system overhaul, one of my most skilled team members began missing deadlines and appearing disengaged. Instead of reprimanding him, I called for a private conversation. It turned out he was struggling with a personal issue that was affecting his focus. Rather than pushing harder, I offered him flexibility and reassigned some tasks to lighten his load. Within weeks, his performance rebounded, and his gratitude translated into renewed dedication to the project. Lesson 1: Empathy isn’t a weakness in leadership—it’s the strength that builds loyalty and trust. The Art of Active Listening In a client negotiation years ago, tensions were high due to differing expectations. The meeting began with both sides defensive and unwilling to compromise. Instead of countering every point, I focused on actively listening to their concerns without interrupting. Once they felt heard, their stance softened, and we found common ground to move forward. That day, I realized that listening is not just about hearing words—it’s about understanding emotions, intentions, and the bigger picture. Lesson 2: Active listening dissolves barriers and creates pathways for collaboration. Regulating Emotions in High-Stress Situations During a complex software migration, an unexpected system failure triggered panic among stakeholders. As the project lead, I felt the pressure mounting. However, instead of reacting impulsively, I paused, analyzed the situation, and communicated a clear action plan. Keeping emotions in check not only reassured the team but also set the tone for a calm and focused recovery effort. The project was back on track within days, and the team’s confidence grew as a result. Lesson 3: Emotional regulation isn’t about suppressing feelings—it’s about channeling them effectively to lead under pressure. The Power of Recognition Emotional intelligence also lies in recognizing and appreciating people’s contributions. During a grueling project, I made it a point to acknowledge every team member’s effort, no matter how small. The simple act of recognition boosted morale and created a sense of shared ownership. When the project was completed successfully, the celebration felt more collective than individual—a testament to the power of emotional intelligence in fostering unity. Lesson 4: Recognition fuels motivation and strengthens connections within teams. Closing Thoughts Emotional intelligence is the bridge between leadership and humanity. To be continued...

Your emotions are sabotaging your million-dollar decisions every single day. As a business coach, I've watched countless entrepreneurs torpedo their own success because they let feelings drive their strategy. That "gut feeling" to pivot your entire business model? The urge to slash prices when a competitor launches? The impulse to hire your friend's nephew because he "seems motivated"? These aren't strategic moves - they're emotional reactions that cost you revenue, time, and market position. The most successful business owners I work with have mastered one critical skill: emotional discipline. They pause, analyze, and decide based on data and long-term vision, not temporary feelings. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗿𝗲𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗱𝗲𝘃𝗲𝗹𝗼𝗽 𝘁𝗵𝗶𝘀 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲: 𝟭. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗲 𝟮𝟰-𝗵𝗼𝘂𝗿 𝗿𝘂𝗹𝗲. Never make major decisions in the heat of the moment. Sleep on it, review your numbers, then decide. 𝟮. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸𝘀. Establish clear criteria for common decisions before emotions get involved. When opportunity or crisis hits, you'll have objective guidelines to follow. 𝟯. 𝗕𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗮𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗯𝗼𝗮𝗿𝗱. Surround yourself with trusted advisors who can provide outside perspective when your emotions cloud judgment. Remember: feelings are temporary, but business decisions have lasting consequences. Master your emotions, and you'll master your market. #businesscoach #strategies #emotionaldiscipline

The conversation that changed how I think about emotions wasn't the one I expected. Someone asked me when I last felt my feelings instead of just managing them. I couldn't answer. Because somewhere along the way, I'd gotten so good at staying composed that I forgot to actually feel. Maybe you can relate. The constant push to be the steady leader. To have answers. To keep the team moving forward no matter what. But here's what I've discovered: Real emotional intelligence isn't just about controlling emotions. It's about understanding them first. Controlling your responses. And helping others do the same. Here are 8 ways to build real emotional intelligence: 1. Notice your patterns Track what triggers you during high-stakes moments. When do you feel energized? Depleted? Reactive? Understanding your patterns helps you lead better. 2. Name what you're feeling Replace "I'm fine" with what's actually true. Are you frustrated? Excited? Overwhelmed? Clarity starts with honest labeling. 3. Build in buffer time When tensions rise, count to six before responding. Those six seconds can transform a reaction into a thoughtful response. 4. Protect your energy Schedule tough conversations when you're at your best. Leading through conflict takes more bandwidth than most leaders realize. 5. Listen without solving This is the hardest for me and something I work on every day... Sometimes your team just needs to be heard. Let them share fully before offering solutions. Trust builds in these moments. 6. Read the room Watch for what's not being said in meetings. Crossed arms, silence, sudden energy shifts… these signals matter as much as words. 7. Ask questions that matter "What do you need from me?" beats assumptions. "Help me understand your perspective" opens doors. Real leadership happens in these exchanges. 8. Think beyond your view Before big decisions, consider the ripple effects. How will this land with your team? Your clients? Great leaders think in circles, not straight lines. The truth about emotional intelligence? It's not about being less human. It's about being more connected. Because when leaders understand their own emotions, they create cultures where others can thrive. And that's how you build something extraordinary. 📌 Save this for when emotions run high. ♻️ Repost if this resonates with your leadership journey. 👉 Follow Desiree Gruber for more insights on storytelling, leadership, and brand building.

Do you know what I said to a leader I currently coach last week? “You intentionally trust, but you’re unconsciously not trusting.” He laughed hard when he heard it. He couldn’t think of a more precise way to describe himself in leading his team. The reality: ✅ Many leaders genuinely want to trust their teams by: • delegating responsibilities • encouraging autonomy • creating space for others to grow. ❎ Yet, in moments of pressure or doubt, their actions tell a different story: • double-checking work • stepping in too soon • holding back critical responsibilities. This isn’t a lack of integrity but an unintentional disconnect. For this leader: He consciously believed in trusting, but he had unconscious fears, such as: → failure → loss of control → unmet expectations. These fears triggered behaviors that undermined trust. When leaders aren’t aware of this gap, teams notice:⬇️ Trust starts to feel conditional, and collaboration suffers. The solution? Self-awareness. What leaders need to do: → Recognize these patterns → Challenge their fears → Align intentions with consistent actions. That’s when trust becomes authentic, unshakable, and deeply felt. Have you ever found yourself unintentionally undermining trust? How do you bridge the gap? Catherine ♻️ Share to inspire more. Connect with Catherine Li-Yunxia (Transforming leaders, Moving the world) to elevate CEO impact

A CEO once brought me in to coach his leadership team. Productivity was slipping, accountability was weak, and despite a great company culture, tough conversations were being avoided. I sat down with the CEO, and within a few minutes, the issue became clear. "I’ve built this company with people I trust—friends, even. But now, when things go wrong, I struggle to call it out. I don’t want to ruin relationships." That hit hard. I’ve seen it before: leaders torn between maintaining friendships and making the right business decisions. One key executive was missing deadlines, affecting the entire team. The CEO knew it but hesitated to address it. “He’s been with me since day one. How do I hold him accountable without making it personal?” Here’s what I told him: 👉 Leadership isn’t about choosing between friendship and accountability. It’s about finding balance. 👉 True friends don’t just support you—they challenge you to be better. 👉 Avoiding tough conversations doesn’t protect relationships. It weakens them. With guidance, he had the conversation. Not as a boss reprimanding an employee—but as a leader setting expectations. The result? The executive didn’t walk away—he stepped up. Their friendship remained intact because it was built on respect, not avoidance. P.S. Leadership is about making the hard decisions without losing the human connection. #Leadership #Accountability #BusinessGrowth #TeamManagement #ExecutiveCoaching #ToughConversations #CompanyCulture #Productivity #LeadershipDevelopment #Entrepreneurship

"Speaking up about harassment demands immeasurable courage; it's the bravery of voices rising above fear, carving a path toward a world where respect and dignity prevail".-JD As a POSH (Prevention of Sexual Harassment) trainer, I've witnessed firsthand the transformative power of courageous conversations within a workplace. It takes immense courage for individuals to speak up about their experiences with harassment or abuse. In my training sessions with Grauer & Weil (India) Limited, I emphasize the significance of creating safe environments where employees feel empowered to voice their concerns without fear or hesitation. Thank you Manasi Kulkarni Masurkar for trusting my abilities. One crucial measure of the success of POSH training lies in the willingness of employees to open up and share their traumas regarding past abuse. Success isn’t merely ticking off a compliance box; it’s about fostering an environment where individuals feel safe, respected, and heard. To gauge the effectiveness of #poshtraining , I encourage evaluating the level of #trust within the #workplace . Are #employees comfortable enough to engage in conversations about #sensitive topics? Are they confident that their voices will be heard and respected? These indicators signify the success of our efforts in creating a safe and inclusive workplace culture. When employees feel safe, they’re more likely to open up and initiate discussions about their experiences. Creating this #safety net involves not just policies but also fostering a culture of empathy, understanding, and active listening. It's about offering support and guidance, ensuring that every voice matters and every concern is taken seriously. My plea to all participants is to actively contribute to creating safe workplaces. Encourage #empathy , be an active listener, and initiate conversations that prioritize respect and inclusivity. Let's collectively foster an environment where every individual feels safe to share their experiences, ensuring a workplace free from harassment and abuse. Together, let’s pave the way for a culture where courage and safety intertwine to build a brighter, more inclusive future. Join hands in creating a workplace where each voice counts, and together, let's foster an environment of safety, respect, and support. Because only in a safe space can true conversations and progress thrive. #jyotidadlani #poshtraining #poshact #deib #inclusionmatters #hr