- Edition 8.0 -
How impactful are the relationships that you have with your colleagues?

Building strong positive relationships and trust at work is essential if we are to achieve our best and help our organisations drive productivity. But this can be challenging, especially so in the current climate where most of us are reliant on virtual meetings, not getting that face time and are feeling zoom lethargy! 
In an interview with Dr John Mervyn-Smith, focusing on The GC Index, Neil Carberry - CEO, of the Recruitment and Employment Confederation, says, "Trust is built on being very explicit about what the terms of a relationship are, what you're asking for and how people can expect you to react to different points and different things. If you go through that discipline of not leaving things implicit, even if you both agree on what the rules are, then that gives you a framework in which you can grow a trusting relationship."

We know from our work with organisations that understanding how others contribute to a joint endeavour can help enhance relationships.

So within this issue of GC Monthly we include a little more about how you can help your teams build more impactful relationships.

If you would like to find out more about the framework our clients are using to shift the focus of relationships, from being based on personality to what people actually contribute, please do contact us.

Let's keep changing the game together to create a more results driven and inclusive culture.

With organisations and individuals looking ahead to 2021 and thinking about future objectives, the whole topic around impactful relationships is becoming increasingly important as you look at the people you need around you to deliver objectives. 

Do you know who your most impactful relationships are with? Do you know how you add value to others within your team and where there is the potential to clash?

These are just some of the questions we ask our clients.

  • Firstly, you must pick who you think your top Three Impactful Relationships are with – these are not necessarily your ‘friends’ or your ‘boss’ these are the top three people you need to ensure you achieve your objectives for 2020 and beyond. 
  • Then discuss the follow questions...
    • Why is this an impactful relationship?
    • Where will you add value to each other?
    • Where will you clash?
    • Where do you have to cut each other slack?
    • What will happen if you don’t get it right?


Find out more about our Impactful Relationship Workshops

We have also been working with organisations and teams to help them understand and apply the principles of an impactful mindset in order to create:

  • An empowered team that values everyone’s impact
  • Sustained and consistent performance under pressure
  • Embedded ‘Impactful Mindset’ at individual and team level
  • A focus on business outcomes and results
  • The confidence to be the best team they can be
  • A framework and language that can cascade through the organisation

In these uncertain and demanding times organisations need their people to continue to perform. With ​an ‘Impactful Mindset’ individuals and teams can still maintain a high level of performance with confidence and impact that drives them and the organisation forward.

Find out more about our Impactful Mindset Workshops
GCTV: Building Complementary Relationships
We have some fantastic material, focusing on building complementary relationships, on GCTV.

Here is one, where Dr John Mervyn-Smith, Chief Psychologist at The GC Index, talks about Complementary Relationships in Teams. He shares an example of a leadership team that was under enormous pressure to deliver on commitments. They were feeling immense stress.
John says, "The GC Index showed the CEO is driven to make things better. He was often perceived as relentless by his team, who were very strategic in their approach. The GC Index helped the CEO understand that the Strategists needed very clear priorities so whilst everything was important and urgent to him there was a need to prioritise." 
GCTV is incredibly easy to access, via The GC Index website, and enables you to search for videos that are of interest to you. It includes some insightful interviews with the likes Annette Andrews, former Chief People Officer at Lloyds of London and Valeria Ponis, Corporate Development Manager at Deloitte Canada to Andrew Harrison, Director at the multinational professional services firm Arup, and Eleanor Allen, the CEO of Water for People.  
Explore our interviews on GCTV
Yvette Janse van Rensburg, CBRE Global Workplace Solutions, shares what it is like to be a leader...
In Dialogue Review's recent edition of The GC People Leader Series John Franklin-Hackett, Founder of GC Partner Franklin-Hackett Ltd, talks to Yvette Janse van Rensburg, Talent Resourcing Manager at CBRE Global Workplace Solutions about what it is to be a leader and how her natural proclivities support her in a leadership role.
Yvette says, "A leader and their responsibility of people’s development I think requires less of a focus on skill development but more on a change of mindset. It’s been a change of mindset that’s helped me focus passion and energy in to the right areas to progress my career and being able to identify when I already have the skills and knowledge to deliver a piece of work and when I need to go out and find them."

Commenting on her GC Index Profile Yvette says, "At my core, I am a very solution-orientated, innovative thinker – it’s that belief that something can be done differently or done better. There’s always another way to look at something. But also, the ability to recognise and further develop a creative idea and then deliver on that idea to a very high standard is definitely my Polisher profile through and through."
Read Yvette's interview

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