When different opinions appear in the decision, the easy answer is to push the decision up. Let the boss decide.
There are two issues with this strategy. Firstly, while the boss will probably engage with the process, they will also hate it. They have enough to do without having to make decisions for warring teams. Plus, it never reflects well on those asking.
The bigger issue is when the team is in a matrix, and there is no obvious boss to pass the buck to. Then, the team has to find a way or risk the consequences of no (or late) decision!
In this episode of the podcast, Richard and Paul explore strategies that will help teams that disagree find solutions. From agreeing on where you agree to reciprocal behaviours, this podcast outlines strategies that you can use to create consensus and momentum.
Five tests that accountable leaders do to achieve success
Ever wondered why some managers dodge those awkward performance conversations—and what to do about it?
In this lively chat, Graham Field and Ricky Muddimer dive into the art and science of giving effective feedback that sparks real change.
They walk through seven critical tests to pinpoint the root causes of underperformance, including:
The Expectations Test – Set the ground rules upfront on how (and when) feedback is shared.
The Holy Trinity Test – Ensure crystal-clear goals, a genuine understanding of “why it matters,” and confidence in what’s possible.
The Underperformance Test – Spot gaps in knowledge, skills, environment/tools, or mindset.
The Competence Test – Move beyond “tick-box” training and guard against the Ebbinghaus Effect by reinforcing learning fast.
The Psychological Safety Test – Create a culture where people feel safe asking for help and receiving honest feedback.
If you’re a middle manager, C-suite executive, or HR professional responsible for leadership development, you’ll pick up practical tips you can use immediately. Grab a coffee, sit back, and learn how to have those tough chats that lead to better performance and stronger teams.
Our very own Ricky Muddimer was invited to be a guest speaker on this Workleap webinar. The Workleap team were keen to get Ricky’s perspective on the annual review process.
Ricky is passionate about performance. Helping line managers have a greater impact on their teams is crucial to every organisation’s performance. The relationship with your line manager is one of the key drivers of individual and team productivity.
The lively discussion revealed some real insights. We learned that 78% of those polled said their review process needed improvement. At the same time, 66% were conducting a formal annual review.
Key Takeaways
We discussed how to build a culture where managers embrace performance management and do it well, and team members want time with their manager. We explored Workleap’s experience of transitioning from annual to quarterly reviews with some great hints and tips to consider.
It is arguably the most challenging time ever to be a line manager with many more leader-doers and player-coaches. How do they find the time to do everything well?
Any performance review process, at whatever cadence, needs to be simple for line managers to improve adoption and shift the mindset from task to value-adding activity.
Related Content
Watch
Unlocking the Potential: A Manager’s Guide to Addressing Underperformance
Are you struggling with underperformance in your team?
Don’t let it hold you back! In this comprehensive guide, we unpack the root causes of underperformance, the pivotal role of performance management, and your responsibilities as a manager.
Read more
Discover practical strategies to overcome roadblocks, have effective conversations, and create an environment where every team member feels valued and motivated to grow. Unlock the potential within your team and chart a course towards success.
Listen
How do you talk talent with your people (that does not set you up for a tough conversation)?
Talent conversations come in many shapes and sizes. Talent is more than just how good you are today; it also encompasses how well you fit into the plans for tomorrow. Your plans, the organisation’s plans, and their plans….
What could possibly go wrong?
Read more
Ricky and Paul tackle the conversations that leaders need to have to help the people around them understand where they are right now, what is expected of them and where they need to develop. Talent conversations may not be easy, but with a bit of structure and thought, they can be positive and constructive interactions that help people grow.
In this podcast, Paul and Richard tackle one of the questions we have been asked a lot since the pandemic ended – How do you build trust between team members and teams that don’t spend that much time in the office. Building trust between individuals and groups is far more complex than many of us realise because we do it so easily when we are together. We build trusting relationships through the micro-moments we spend together: before meetings, over lunch, getting coffee and in quick informal interactions. We also build trust through working together. It is the combination of both these types of trust that forms the relationships that we need to work together. As leaders, we must change how our teams interact to ensure that the trust we need to achieve our goals is actively built so our teams can leverage trust when things get tough.
Ricky shares his five top tips for giving purposeful feedback:
Feedback: Five Top Tips for Purposeful Feedback
Feedback is one of the most critical tools and skills of any manager’s skillset.
In this video, Ricky explores five top tips for managers and leaders and includes a personal example.
Do you lay solid foundations for feedback?
Is feedback a habit?
Is it factual and founded on evidence?
Is it purposeful? Can your people do something with your feedback?
Are you present when giving feedback or distracted?
What do you think?
Related Content
Do you want to know how to deliver feedback effectively at work?
In this video, we share with you five tips on delivering effective feedback in a way that will be respectful and helpful to you and your team members.
Learning how to deliver feedback effectively is essential if you want to be a successful manager of people! In this video, we’ll show you how to deliver feedback in a way that will help your team members grow and learn. We’ll also discuss the importance of feedback in the workplace and give you some helpful tips on how to give feedback effectively!
If you prefer to listen, here are a couple of podcasts on feedback.
Over decades of leading large teams and coaching executives in renowned companies, I’ve learned that trust isn’t just a component of effective leadership—it’s its very foundation. Without trust, strategies falter, innovation stalls and organizations come to a standstill. Today, I want to explore how to build trust within teams from both a leader’s and a team member’s perspective, providing practical insights rooted in real-world experience to help you enhance trust in your own teams.
The Necessity Of Trust In Leadership
Trust acts as a stabilising force in large corporate environments where complexity and change are constants. It’s the invisible thread woven through every interaction and decision, accelerating progress and uniting teams toward shared goals. The impact of trust isn’t theoretical; it’s tangible and profoundly influences organizational success.
Frances Frei’s Trust Triangle
Harvard Business School professor Frances Frei offers a compelling framework called the Trust Triangle, consisting of three critical elements:
Authenticity: Being true to yourself. People can detect inauthenticity instantly; it’s essential to be genuine.
Logic: Having clear and sound reasoning. Your logic should be solid, and you must articulate it effectively.
Empathy: Understanding and sharing others’ feelings. Showing genuine concern for others is crucial in building trust.
These elements interconnect to form two essential types of trust in leadership: cognitive trust and affective trust.
Cognitive Trust: Trust Of The Head
Cognitive trust is the trust of the mind arising from belief in a leader’s competence and reliability. It thrives when team members perceive their leader as authentic and logically sound.
From The Leader’s Perspective
Demonstrate consistency. Align your actions with your words. Inconsistencies quickly erode trust.
Communicate the ‘why.’ Provide context for decisions to empower your team with understanding, not just directives.
Be transparent about challenges. Authenticity includes acknowledging obstacles and sharing your approach to overcoming them.
From The Team Member’s Perspective
Seek clarity. Don’t hesitate to ask questions if something is unclear; this strengthens collective understanding.
Acknowledge expertise. Recognize your leader’s experience, fostering mutual respect and reinforcing cognitive trust.
Affective Trust: Trust Of The Heart
Affective trust is the trust of the heart, cultivated when leaders authentically connect on an emotional level and demonstrate genuine empathy.
From The Leader’s Perspective
Invest in relationships. Take time to understand your team members’ aspirations, fears and motivations.
Show vulnerability. Sharing your challenges and failures humanizes you and creates a safe space for others.
Listen to understand. Focus on truly understanding your team members’ feelings and perspectives.
From The Team Member’s Perspective
Engage openly. Share your perspectives and challenges; building trust is a collaborative effort.
Support peers. Show empathy toward colleagues, strengthening team cohesion and supporting a trusting culture.
Practical Strategies For Leaders To Enhance Trust
Conduct trust audits. Regularly assess trust levels within your team, seeking honest feedback.
Lead with integrity. Uphold ethical standards consistently, even when faced with dilemmas.
Empower decision-making. Delegate authority, showing confidence in your team’s abilities.
Celebrate wins and learn from losses. Recognise achievements and approach failures as learning opportunities.
Empowering Teams To Build Trust Among Themselves
Foster collaboration. Encourage cross-functional teamwork to build trust naturally.
Encourage peer recognition. Implement systems for team members to acknowledge each other’s contributions.
Promote transparency. Facilitate open communication channels across the team to reduce misunderstandings.
Navigating Trust Erosion
Despite best efforts, trust can sometimes erode due to factors like organizational changes or external pressures.
For Leaders
Address issues directly. Confront trust issues with honesty and a commitment to resolve them.
Rebuild through actions. Restore trust through consistent, trustworthy actions | over time.
Stay committed. Continue performing at your best, contributing positively to the trust environment.
The Synergy Of Cognitive And Affective Trust
Authenticity links cognitive and affective trust. By aligning your genuine self with logical reasoning and empathetic understanding, you create a powerful trust dynamic that resonates both intellectually and emotionally with your team.
Case Study: Trust In Action
I once led a global team through significant organizational change. Initial trust was low due to past leadership missteps. I addressed this by:
Being Transparent: Sharing challenges and the strategic plan openly (Authenticity + Logic).
Collaborating On Solutions: Incorporating team feedback into implementation plans.
Over time, we not only navigated the change but emerged stronger and more cohesive, demonstrating the impact of building both cognitive and affective trust through authentic actions.
Conclusion: Trust As The Catalyst For Excellence
In the vast corridors of large corporations, trust humanizes the workplace. It’s the catalyst that transforms strategies into successes and groups into unified teams. As leaders, embodying authenticity, logic, and empathy is imperative.
Action Steps
Reflect on your trust triangle. Identify which element—authenticity, logic or empathy—you need to strengthen and develop a plan to enhance it.
Engage your team. Initiate dialogue about trust, encouraging open sharing and collective growth.
Lead by example. Your actions set the tone and embody the trust you wish to see.
Final Thoughts
Building trust requires consistent, intentional actions and a willingness to grow alongside your team. From my experience, the dividends of trust—in engagement, innovation and performance—are well worth the investment.
By focusing on both cognitive and affective trust and recognizing authenticity’s pivotal role in bridging logic and empathy, you position yourself and your team to exceed objectives, turning challenges into opportunities for greatness.
Embrace the journey of building trust. Your leadership will inspire your team and leave a lasting impact on your organization’s culture.
This article first appeared on Forbes.com on 3rd January 2025
Ricky has been a regular contributor to the Forbes Councils since 2023, where he shares his perspectives on all things leadership, change, culture and productivity, all with Thinking Focus’ unique perspective on metacognition, or as we prefer to say, thinking about thinking.
In this webinar, Ricky Muddimer and Graham Field discuss how trust is the invisible engine that drives high-performing teams. Without it, communication breaks down, innovation stalls, and performance falters. But with it? Teams collaborate seamlessly, make faster decisions, and achieve extraordinary results.
As a leader, how do you build and sustain trust in your team—especially in today’s fast-paced and often disconnected workplace? Watch ‘Trust: The Secret to High-Performing Teams,’ our final webinar of 2024, and discover why trust is the most critical factor in unlocking your team’s full potential.
This isn’t just another webinar—it’s your opportunity to gain actionable insights to set you and your team up for success.
Low trust doesn’t just create tension—it impacts results. In this highly practical session, we’ll explore:
The cost of low trust: How it shows up in miscommunication, disengagement, and slowed progress.
The benefits of high trust: Why it accelerates innovation, strengthens collaboration, and boosts team performance.
How to build trust: Simple, actionable strategies to foster a culture of trust in your team or organisation.
If you’re ready to tackle the barriers holding your team back and learn proven techniques to unlock their potential, this webinar is for you.
Check out the Slides
These slides accompany the webinar and include the content on trust.
In this webinar, Ricky Muddimer and Graham Field discussed how trust is the invisible engine that drives high-performing teams. Without it, communication breaks down, innovation stalls, and performance falters. But with it? Teams collaborate seamlessly, make faster decisions, and achieve extraordinary results.
As a leader, how do you build and sustain trust in your team—especially in today’s fast-paced and often disconnected workplace? Watch ‘Trust: The Secret to High-Performing Teams,’ our final webinar of 2024, and discover why trust is the most critical factor in unlocking your team’s full potential.
This isn’t just another webinar—it’s your opportunity to gain actionable insights to set you and your team up for success.
Low trust doesn’t just create tension—it impacts results. In this highly practical session, we’ll explore:
The cost of low trust: How it shows up in miscommunication, disengagement, and slowed progress.
The benefits of high trust: Why it accelerates innovation, strengthens collaboration, and boosts team performance.
How to build trust: Simple, actionable strategies to foster a culture of trust in your team or organisation.
If you’re ready to tackle the barriers holding your team back and learn proven techniques to unlock their potential, this webinar is for you.
Are you or your team stuck in a problem-solving rut?
Ready to turn roadblocks into breakthroughs?
Watch our webinar, where we revealed how a simple mindset shift could transform even the toughest challenges into powerful opportunities, as featured on Forbes.com.
In just 45 minutes, you will discover proven techniques for reframing your rumination and self-limiting beliefs, unleashing creativity, and driving your and your team’s results.
This recording is your chance to learn how to think differently and achieve your next big breakthrough!
Imagine spearheading a groundbreaking project, only to find yourself facing a massive roadblock: there’s no market for your product. For many leaders, the instinct is to salvage what already exists, but this often leads to cognitive tunnelling—a trap where focus narrows, creativity fades, and progress halts. This article dives into a real-world example where shifting the mindset from salvaging to reframing turned a seemingly doomed idea into an industry-changing solution.
Packed with practical exercises, this piece equips leaders with mindset-shifting tools to unlock breakthrough results by broadening perspectives. If you’re ready to see how a small shift in thinking can redefine the success of your toughest challenges, this article provides a proven roadmap. Whether you’re navigating market constraints, tight budgets, or innovation fatigue, the key to overcoming obstacles isn’t simply in doing more but in thinking differently.
Imagine you’re leading a high-profile project sponsored by the board of directors—a career-defining opportunity. You’re expected to turn a novel idea into a significant revenue stream for the business. But there’s a catch: You realise that the product you’re working on doesn’t have a market. What do you do?
This scenario may sound familiar to many leaders. You’re tasked with making the impossible possible, and when roadblocks emerge, it’s easy to get trapped in a cycle of overthinking. However, the key to breakthrough performance often lies not in finding a perfect solution but in reframing the problem itself.
The Challenge: When A Great Product Has No Market
We were running a leadership program with a 180-day business challenge built in. This enables leaders to apply their learning in real time to something meaningful. I worked with a team tasked with developing groundbreaking technology for dairy farmers. This technology could instantly measure the nutrient content in, let’s say, a less-than-glamorous material, helping farmers adjust feed mixes to optimise dairy yield.
The product came in two forms: a premium, state-of-the-art version with cutting-edge tech and a more affordable but still costly alternative. But there was a problem: Dairy farmers could already get similar data from feed manufacturers—for free. They’d just have to wait 48 hours for the result. This left the team facing what felt like an insurmountable challenge.
Cognitive Tunneling: The Silent Performance Killer
When the team presented the problem, they were visibly disheartened. Their entire focus was on how to explain to senior leaders that the project had hit a wall. They were caught in what psychologists call cognitive tunnelling—a mental state where you become so fixated on one issue that you can’t see alternatives.
The problem wasn’t just that the product wasn’t viable; it was that the team’s thinking was stuck in a loop of trying to salvage a seemingly doomed idea. This kind of tunnel vision often leads to catastrophising and an inability to see the bigger picture. For leaders, cognitive tunneling is a major barrier to creative problem-solving and breakthrough results.
The Mindset Shift: Redefining The Goal
I encouraged the team to step back and redefine the problem. Instead of fixating on why farmers wouldn’t pay for the technology, we asked: What if there’s a different way to deliver value?
Over the next 45 days, they explored the issue from different perspectives, speaking to people inside and outside the industry. The breakthrough came when they reframed the question: What if farmers didn’t have to buy the technology? What if they could lease it instead?
This small shift opened up an entirely new business model. Farmers could pay a small monthly fee for immediate access to the data, which would help them optimize their feed and boost their dairy yield. The company, in turn, would gather a massive data set from farms across the country, providing invaluable insights for the agricultural sector. What started with a project team being stuck evolved into a business with the potential to transform the industry.
Practical Takeaways: How Leaders Can Get Unstuck
Ask Different Questions
What else could I possibly do?
Who else might have faced this problem?
What might [insert someone inspiring] do if they had this problem? (I use Batman, by the way.)
If there were no constraints, how might I achieve this?
Break The Insanity Loop
Repeating the same actions and expecting different results is a common trap. Instead, recognise when your thinking is stuck in a loop and consciously shift to a different approach. This mindset shift can open doors you didn’t realise were there.
Use The Post-It Exercise
Here’s a simple technique to break free from limiting thoughts. Write down all your thoughts about the problem—both helpful and unhelpful—on separate Post-It notes. Then:
Sort them into what’s in your control and what’s not.
Discard anything outside your control (literally throw those notes away).
Focus only on what’s within your control and categorise these thoughts into those moving you forward and those holding you back.
Get Creative
Once you’ve sorted your thoughts, focus on those holding you back and ask yourself:
What have I done before that could help me now?
What could help me most right now?
What could be the most helpful thing to focus on?
What could I learn from this situation?
How could I make this work for me right now?
What might be the best, most realistic outcome I can imagine?
The Power Of Reframing
The team I worked with didn’t just solve a problem—they transformed the business. By reframing their approach and asking different questions, they unlocked value that wasn’t visible at first. The same can happen to you. When faced with seemingly insurmountable challenges, it’s not about having all the answers but about asking the right questions.
Remember, what got you here won’t get you there. The key to breakthrough performance isn’t more tools or data—it’s thinking differently. You can drive the desired results by stepping back, getting creative and reframing the problem.
This article first appeared on Forbes.com on 1st November 2024
Ricky has been a regular contributor to the Forbes Councils since 2023, where he shares his perspectives on all things leadership, change, culture and productivity, all with Thinking Focus’ unique perspective on metacognition, or as we prefer to say, thinking about thinking.
