Good for business or good for people? Managers often feel the pressure of balancing these two seemingly competing objectives.
As Rachel Cooke, a workforce activator and host of The Modern Mentor podcast, shared during our conversation, it is not only possible to achieve both, but it’s essential for long-term success. Rachel’s framework for team activation offers practical strategies that can help managers thrive while propelling their teams toward outstanding results. Here’s a deep dive into those strategies, ideal for managers looking to elevate their leadership game.
The Myth of Drive Results vs. Engage People
The tension between achieving results and focusing on the team’s well-being can feel like a constant battle. As Rachel points out, it’s common to prioritize business outcomes, with engagement initiatives being left for “when there’s time.” However, this mindset can lead to disengaged employees and a burnt-out team, ultimately damaging results in the long run.
The truth is that results and engagement aren’t two separate objectives. When approached strategically, both can be achieved simultaneously. We need to begin thinking of what’s best for results and what’s best for people as a venn diagram with plenty of approaches that sit in the overlapping area.
The Four-Pillar Activation Framework
To help managers tackle this challenge, Rachel has developed a four-pillar framework designed to activate teams by focusing on areas that drive both results and engagement. Let’s break down each pillar and explore practical ways to implement them in your team.
1. Deliver: Empowering Teams to Produce Their Best Work
One of the key roles of a manager is to remove barriers that prevent their team from delivering high-quality work. Rachel highlights that many organizations invest heavily in attracting top talent but then inadvertently slow them down with bureaucratic processes, inefficient systems, and poor decision-making practices. These barriers frustrate employees and hinder their ability to contribute their best work.
A practical step for managers is to regularly check in with their teams to identify pain points that obstruct productivity. Are there unnecessary steps in processes? Are there system inefficiencies that could be resolved? By addressing these issues, you can help your team deliver better results while enhancing their engagement. As research from Gallup shows, employees who feel empowered to do their best work are significantly more engaged.
2. Develop: Investing in Skills and Growth
Employees want to feel like they’re growing in their roles, and organizations need skilled talent to keep up with evolving business demands. According to research Rachel’s seen, over 90% of employees say they would stay longer with a company that invests in their development.
Managers often worry that development requires large budgets and formal training programs, but Rachel suggests a more accessible approach. Encourage peer coaching, create a book or TED Talk club where team members can discuss relevant topics, or set up a lunch-and-learn series where employees share their expertise. These simple, low-cost initiatives can foster a culture of continuous learning and growth, keeping employees engaged and motivated.
3. Connect: Building Meaningful Relationships and Finding Purpose
Connection is more than just team-building exercises or after-work happy hours. It’s about fostering a sense of belonging and alignment with the team’s purpose. When employees feel connected to each other and to the organization’s mission, they are more likely to collaborate effectively, generate innovative ideas, and be open about risks and opportunities.
Rachel recommends bringing customers or customer testimonials and stories into team meetings as a way to remind employees of the impact their work has on the outside world. Additionally, a quick “self-care share” at the beginning of meetings—where team members share one self-care activity they’ve done that week—can help foster personal connections and promote a culture of well-being.
4. Thrive: Supporting Wellness and Setting Boundaries
Supporting your team’s wellness goes beyond providing health benefits. It’s about creating a work environment where employees can set boundaries, feel appreciated, and maintain a healthy work-life balance. When people are physically and emotionally well, they bring more energy and focus to their work, which benefits both the individual and the organization.
Rachel shared an example from a healthcare client whose nurses were nearing burnout. They were understaffed to the point that they couldn’t take bathroom breaks during their shifts due to a lack of nursing coverage in their unit. Implementing something as simple as a bathroom schedule had a profound effect on their well-being and productivity. This story highlights how even small, practical changes can lead to significant improvements in both employee experience and performance.
Focus on Small Changes for Big Impact
One of Rachel’s key messages to managers is that you don’t need to overhaul everything to create meaningful change. In fact, she advises against trying to solve every problem at once. Instead, focus on small, incremental changes that are within your control. These smaller wins can accumulate over time, creating a positive feedback loop that boosts both morale and productivity.
For instance, if your team is feeling bogged down by too many meetings, consider canceling or shortening just one meeting each week. If there are budget constraints that prevent formal training programs, start a TED Talk club where employees watch and discuss talks relevant to their work. These small changes can make a huge difference in your team’s daily experience.
Driving results and building a thriving team don’t have to be at odds. There are always opportunities to improve the daily experience of employees in meaningful ways no matter your time or budget constraints. And when employees feel better supported, they perform better, leading to better outcomes for the organization.
Listen to the entire episode HERE to learn more about conflict management.
Keep up with Rachel Cooke
- Subscribe to Rachel’s The Modern Mentor podcast here
- Follow her on LinkedIn here
- Check out her website for more information here
Guest Bonus: Leader Activation Worksheet
Rachel is providing members of Podcast+ with free access to her Leader Activation Worksheet. It's a compliment to the conversation we just had about the four pillars of activation - what it is, why it matters, and how to achieve it.
Get this guest bonus and many other member benefits when you join The Modern Manager Podcast+ Community.
Comments