If you have a new group of people working together for the first time, a team canvas would be a great way to start to actually help them identify as a team. It gives you a chance to set the tone of inclusivity, and make it clear that everyone has a value to add to the team.

Founder and CEO of Agility for All, Indra A. Books, talks about the steps to creating team identity. Beginning with a team canvas or charter, helps a team to clearly define their purpose and value system

Founder and CEO of Agility for All, Indra A. Books, talks about the three key ingredients to begin the journey to having a high-performing team: team canvas, team work agreement, and a team communication plan. Just working on the same project or product does not inherently make a team.

Founder and CEO of Agility for All, Indra A. Books, shares tips on creating meetings with purpose using P.O.W.E.R. and how to avoid unnecessary meeting overload.

Far too many times, I have witnessed consulting agreements that are written for a period of years at a time. Someone has been awed by The World’s Best Designed Flashy PowerPoint™ into signing one of these beasts; where a gaggle of consultants come in to “transform the organisation” with promises of delivering services or products. And then, at the end of the multi-year contract, these engagements have not achieved the intended outcomes. So how do we do this, then?

Whether you are using an Agile framework or just want to keep in touch with your team, Founder and CEO of Agility for All, Indra A. Books, walks us through how to have stand ups with value and purpose.

Transparency is essential to us helping an organisation transform. After all, if they had all of the answers, we as coaches or consultants would not be needed. However, there are circumstances where a situation is just not going to end well. The first step in any engagement is ensuring that everyone involved at all levels is clear on what the problem is that needs to be solved. Here are a few scenarios that should give you pause.

Can you go one your next journey without unpacking the baggage from the last one? It's the same when you're readying your organisation for change. To assess the readiness to change, you must first examine what got you to the present, and what that means for you going forward.

A senior at Penn State interviews a new wave of workers entering the workforce, by surveying people between the ages of 18 to 24. Read about the expectations of Gen Z from their workplace, employers, companies, and leaders.

If the team's only personal connections are via online tools, those take the same amount of time and effort as it does to maintain a friendship with people in other countries. Those who make the effort keep the friendship. Those who don’t, lose touch. The same applies to communication in a distributed team.