Your Path to Business Success #11: Reduce Team Friction

Imagine that it is December 31st, and you have achieved your annual goals. You have exceeded your revenue targets, attracted new customers, expanded your service offerings, and grown your bottom line earnings by 10% more than you budgeted. How great would that feel?

Reduce Team Friction

Now, take a moment to think about the biggest challenge you will need to overcome to bring this vision to life. If you have been in business for over a year and have employees, the biggest obstacle won't be your strategy or cash flow. It will not be competition or tariffs. It will be your ability to harness your team's talent and potential and get them to execute your strategy in a way that allows you to quickly learn and adjust to market conditions so you can drive profitable growth.

Understanding synergy.

Aristotle first used the word synergy to describe the soul and the body coming together to create something greater than the sum of their individual parts. Within business, synergy has become jargon for two or more people (or companies) coming together to create more value than they could individually. Your competitive advantage as a business comes from your employees' collective skills, knowledge, and ambition. To achieve your wildly important goals, you have to create an organizational culture and processes that nurture the potential of your employees and make it easy for them to work together towards a shared goal.

Pro tip: Assess the strengths of your team members. Use this information to help you identify how individual employees can provide the most value to the team.

Team friction hurts synergy.

Friction is the force between two surfaces when one tries to move against another. Think about the feeling you experience when you rub your thumb against your pointer finger. A little friction can give you a warm feeling; too much friction can cause pain and discomfort to both fingers. Work friction typically happens when someone changes something about the work environment that goes against what others expect or want. For example, if everyone communicates important information through Slack, but one employee decides they want to begin communicating important information through email, there is the potential for friction. Some friction supports traction; too much can result in irritation and wasted productivity.

Pro tip: Diagnose the sources of friction on your team. Then, identify how you can establish norms to reduce conflict.

Sources of team friction.

Team members have different work preferences, values, communication styles, and goals. Each of these is a potential source of friction. Here are some of the most common sources of friction within an organization

• Communication Breakdown: Misunderstandings due to different communication styles or lack of clear communication.

• Unmet Expectations: One person's desires are unmet, leading to disappointment and frustration.

• Financial Disagreements: Conflicts over spending habits, budgeting, or financial priorities.

• Trust Issues: Jealousy, lack of transparency, or past betrayals that hinder communication.

• Differences in Values: Conflicting beliefs or business objectives that lead to tension.

• Lack of Face Time: Feeling neglected or unimportant due to insufficient time one-on-one.

• Autonomy: Disagreements over the amount of power and decision-making power different people are given.

• Distribution of work: Unequal assignment of opportunities and responsibilities.

• Work-Life Balance: Stress and tension caused by conflicting work and personal life demands.

The more friction, the slower and less effective a team is. In extreme situations, individuals produce less by being part of a team than they could if they were working independently.

Pro tip: Work with employees to improve their capacity for friction and reduce the risk associated with workplace conflicts.

Effective leadership reduces team friction.

Two things impact friction: the amount of pressure people put on one another and how people interact. As the leader of your organization, it is your responsibility to gauge how much pressure is productive. If goals are too easy or deadlines are unclear, employees will not be motivated to do their best work. Conversely, if goals are unrealistic and deadlines are too urgent, there is a risk of unproductive stress, leading to unproductive infighting or low motivation. Effective leaders know how to apply the right amount of pressure at the right time to get the best out of their team.

Leaders are also responsible for defining what is unacceptable in the work environment. Violations of trust and incivility can negatively impact communication and collaboration, resulting in interpersonal conflicts that erode productivity. The time you spend defining your organizational culture, setting expectations around communication, and reinforcing norms primes your work efficiently.

Pro tip: Right down what your ideal work environment looks like. Describe how decisions are made and how work is done. Share this vision with your team.

Ways to reduce team friction

One of the best ways to reduce friction and create positive momentum is to focus on these 6 leadership behaviors:

1. Create a shared goal or vision

2.  Build trust among team members

3. Clearly defined measures of success

4. Provide guiding principles for decision-making

5. Assign work based on individual strengths

6. Predefine method for handling conflict

Leaders who intentionally build teamwork and establish processes position their organizations to work together, learn together, and strive.

Pro tip: Take the Power6 Leader Diagnostic Leadership Evaluation to understand your leadership strengths and opportunities.

Learn More about Power6 Leader Program

Your Path Forward

Creating a culture of teamwork and protecting team momentum are the primary responsibilities of a leader. The better you understand the impact friction and synergy have on your team, the more intentional you can be in establishing norms and processes. Norms and processes support the values and goals you have established for your organization. Over the next week, consider how you would like your team to work together and use that vision as your guide for evolving your organizational culture. 

Thank you for reading our latest article on Your Path to Business Success. This is the 11th article of a 15-installment series designed to give Small Business owners the knowledge they need to make 2025 their best year. If you have questions about this, or any of the other articles, email Executive Coach Dorian Cunion at dcunion@yourpathexecutivesolutions.com

I encourage you to go back and read earlier articles that focused on developing a vision for your business, goal setting, and utilizing data to drive decision-making.

How to Construct Your ADHD Toolkit for Success at Work.

Feeling like your mind is a scrambled egg? Are you overwhelmed by to-dos, distractions, and a general sense of chaos? You're not alone. Many adults with ADHD struggle with focus, organization, and emotional regulation. The good news is that there are practical strategies you can implement to tame the scramble and live a more focused and fulfilling life.

This blog post draws insights from a coaching session with clients navigating the challenges of ADHD. While everyone's experience is unique, the core struggles and solutions often resonate.

Understanding Your ADHD Landscape

One of the first steps to managing ADHD is understanding how it manifests in your life. Think of it like a weather forecast for your brain. Are you experiencing a sunny "green" state where focus and productivity flow easily? Or are you caught in a stormy "red" zone, overwhelmed and unable to get anything done? Learning to recognize your internal weather patterns is crucial.

• Red Zone: Overwhelmed, can't focus, easily angered or frustrated, shutting down, feeling "locked."

• Orange Zone: Heightened emotions, difficulty focusing, increased fidgeting, anxiety rising.

• Yellow Zone: Normal state, with some challenges with focus but manageable.

• Green Zone: Highly focused, productive, and organized. Brain feels clear.

Building Your ADHD Toolkit

Just like a toolbox contains the right tools for different jobs, your ADHD toolkit should include strategies for navigating different mental states. Here are some ideas inspired by the research:

• Awareness is Key: Pay attention to your body and mind. What early warning signs are that your mood is shifting from green to orange or red? Do you clench your jaw, fidget, or experience tightness in your chest? Recognizing these signals allows you to intervene before things escalate.

• Regulation Activities: Identify activities that help you regulate your emotions and bring you back to center. These could include:

• Breathwork: Even a few minutes of deep breathing can make a difference. You can try incorporating it into your routine, like every time you get up to use the restroom.

• Exercise: Physical activity is a powerful tool for managing ADHD symptoms. Find something you enjoy, whether it's walking, yoga, or dancing. Ideally, you should do exercises that cause you to break a sweat.

• Mindful Activities: Reading, journaling, or engaging in creative pursuits like water coloring can help quiet the mind.

• Cleaning/Organizing: For some, a clean and organized space can bring a sense of calm and control.

• Spending Time in Nature: Connecting with nature can be grounding and restorative.

• Fidget Tools: Having something to fidget with, like putty, a spinner ring, or even just playing with a pen, can help with focus and reduce anxiety.

• Sensory Input: Experiment with different types of sensory input, like music (instrumental or low-fi is often preferred for focus), white noise machines, or even certain scents. Find what works for you.

• Routine and Structure: While ADHD can make consistency challenging, routines can provide a framework for your day and reduce decision fatigue. Start small and gradually build upon habits that work for you.

• Time Management Techniques: Break down large tasks into smaller, more manageable chunks. Use timers and reminders to stay on track.

• External Support: Don't be afraid to seek help from a therapist or coach who specializes in ADHD. They can provide personalized strategies and support.

Taming the Tech Beast

In today's digital world, technology can be both a blessing and a curse for individuals with ADHD. The constant notifications and information overload can exacerbate focus issues. Here are some tips:

• Organize Your Digital Life: A cluttered computer and phone can contribute to mental clutter. Take time to organize files, delete unnecessary apps, and establish an information filing system. Consistent naming conventions can make it easier to find stored files. 

• Limit Distractions: Turn off notifications when you need to focus. Use website blockers or app timers to minimize interruptions.

Remember, It's a Journey

Managing ADHD is an ongoing process, not a destination. Be patient with yourself, celebrate small victories, and don't be afraid to experiment with different strategies until you find what works best for you. You have the power to tame the scramble and create a life that's more focused, productive, and fulfilling.

Thank you for reading this newsletter. If you have ADHD or generally struggle with achieving your goals, working with a coach can help. Schedule a call to discuss how coaching could help your career or small business. https://yourpathcoachingandconsulting.hbportal.co/public

Your Path to Business Success #10: Motivate Action by Communicating Your Vision

A salon owner reached out to me recently because she wanted to increase her team's productivity. As we discussed her long-term goals, we quickly discovered that many of her goals were only in her head. We also identified that she was the only person who knew and understood them. She promptly identified why her employees could not meet her expectations. They did not know or understand them. We discussed the first skill in the Power6 Leader framework of motivating action and the role that clarifying and communicating your vision has in driving team performance. The more your employees know what you aim to accomplish, the better they will be at helping you bring your vision to life.

Answering the big question.

One of the more challenging tasks for small business owners is answering the question, "Where do you want to be in five years?" This question can be difficult because it requires you to think beyond today's needs and imagine tomorrow's potential. Many small business owners spend so much time thinking about how they will increase revenue this month or pay bills due this week that they do not ponder the future. 

Pro Tip: Research businesses outside of your industry for inspiration on what is possible. Some of the best ideas come from replicating the actions of others.

Make time to imagine.

The first step in communicating your vision for your company is to clear your schedule and create space to reflect on what you are working towards. Are you looking to scale your business nationwide, add locations, or build infrastructure so you can take a much-needed vacation? Clarifying what you want your business to look like in the future for yourself, will make it easier to communicate with your team.

Pro tip: Create a vision board to help you imagine your business's possibilities. Images can often help you find words for ideas that are not quickly spoken.

Why 5 years?

Looking five years into the future can help you overcome some of the fear, anxiety, and hedging that prevent people from setting ambitious goals. You want to get your mind out of the present, which is full of limitations. Allowing yourself to see beyond today or next year can give you space to be more ambitious and envision more possibilities. The purpose here is not to be a perfect forecaster of the future. The goal is to get beyond today's realities so you can build towards tomorrow's potential.

Pro tip: Don't worry about being practical at this point. You can be pragmatic when you start working on goals. This stage is all about dreams and wishes.

Journal to clarify vision.

We encourage business owners to write a journal about their vision. Journaling can help you verbalize your thoughts. The more you write about your vision, the more apparent it will become, and the easier it will be to communicate with others. Being clear on your vision is essential to having the confidence to share your dream. Martin Luther King revised and practiced his "I Have a Dream" speech multiple times before sharing it at the March on Washington. The more you ponder and refine your vision, the clearer and easier it will become to discuss.

Pro Tip: Dedicate 15 minutes to writing about your future two or three times this week. Research has discovered this is an optimal time and frequency for journaling.

Meet to discuss vision.

Once you have a clear vision of where you want your business to be in five years, schedule a meeting with your team. The meeting should be around 50 minutes long, and you should provide an agenda so your employees know what will be discussed. Ask them to consider their vision for where they see themselves five years from now and how the company can support their growth.

Pro tip: Bring in a third party to facilitate the conversation. Participating in a conversation instead of hosting frees up mental space to be more engaged.

Bring it all together.

After the meeting, you will want to convert your big-picture vision into actionable tasks. One of the first should be one-on-one meetings with team members to confirm their understanding of the vision and how their commitment to bringing it to life will serve them. Your employees will support your vision if you support theirs. Focus on building alliances of co-prosperity with your team members.

Pro Tip: Define the essential work for success, then verify that you have the right people doing the right things at the right time.

Summary

Within the Power6 Leader coaching model, motivating team action is the first skill we help small business owners develop. This skill sets the stage for building trust, guiding decision-making, delegating effectively, and navigating challenges. Defining and communicating your vision provides more certainty for your employees, leading to less stress and more engagement. Your work to align your team around a shared vision will increase your team's productivity.

Thank you for reading the latest version of our newsletter. We started this series to give small business owners the information they need to make 2025 their best profitability year. Throughout this series, we outline different tools and approaches we use with clients to help them with strategic planning and operational improvement.

Check out previous blogs to learn more about setting goals and taking steps to improve your business's profitability.

If you have any questions about the topics discussed here, you can email Executive Coach Dorian Cunion at dcunion@yourpathexecutivesolutions.com

Continue reading if you would like to learn more about the Power6 Leader Program.