Discover Neuro Re-Alignment for Teams
In today’s dynamic and rapidly changing work environment, it’s crucial for teams to be well-aligned. Sharon van Sprang, coach and speaker, explains how neuro re-alignment can improve team dynamics and what this method can achieve for teams and organizations.
In the current tight labor market, retaining valuable employees is a major challenge. Discover how neuro re-alignment can help inspire and motivate your team, and learn about the do’s and don’ts for effectively aligning teams.
Read the full interview on CHRO.nl to learn how to elevate your team with neuro re-alignment.
Read further for the English translated version
Aligning Teams with Neuro Re-Alignment - The Do's & Don'ts
In today’s dynamic and rapidly changing work environment, it's crucial for teams to be well-aligned. Sharon van Sprang, coach and speaker at HR Day, discusses the role neuro re-alignment can play in this process and what benefits it can bring to teams and organizations.
In the current tight labor market, retaining valuable employees is one of the biggest challenges for employers. Losing talented employees is costly: knowledge and experience leave the organization, and the vacancy must be filled again, often without an abundance of candidates. Additionally, potential or actual staff departures can harm productivity and growth, deteriorate team morale, communication, and cooperation, and decrease satisfaction and engagement.
"A staggering 59 percent of the global workforce is quietly quitting."
This issue affects not only those who leave but also so-called "quiet quitters." These employees stay in their jobs but lose engagement with their work and the organization, doing only what they’re paid for—no more, no less. "A staggering 59 percent of the global workforce is quietly quitting. There's also 'silent quitting,' where employees discreetly signal on LinkedIn that they're open to new opportunities without their colleagues knowing," explains Sharon van Sprang, coach and founder of NewLeadersMovement.
Based on conversations with quiet quitters, Sharon finds that these employees often feel unappreciated and out of place, with poor relationships with managers and team members being the primary reason for wanting to leave. "This is concerning, as it often involves experienced, talented staff who are almost out the door, yet there are ways to inspire, motivate, and retain them," emphasizes Sharon.
Turning the Tide
Former marketing manager Sharon decided to make it her mission to help teams achieve their highest potential and reactivate quiet quitters by building psychological safety. She founded NewLeadersMovement this year and became a Certified Coach in Neuroscience MBIT.
MBIT stands for Multiple Brain Integration Techniques, a method based on neuroscientific discoveries about the different intelligences in our body: the brain in our head (cognitive intelligence), our heart (emotions, feelings, and values), and our gut (courage, self-preservation, and intuition).
"These three elements need to be well-connected, but often they’re not. We've learned to make decisions with our head, which is reliable. However, unconscious patterns are often driven by everything below the neck, based on emotions or gut feelings. I teach leaders and team members how to connect these three intelligences, thus bonding teams on a human level," says Sharon.
The Social Mask Comes Off
Using the neuro re-alignment technique, Sharon creates an environment of safety, growth, camaraderie, and alliance. "The technique allows teams to leave as best friends and form strong alliances." Usually, this requires a few group sessions. During each session, which Sharon calls meaningful conversation sessions, participants become inspired and eager to help each other. "This happens because a deeper connection is formed. We discuss topics everyone can relate to: dreams, fears, and limiting beliefs and how they came about."
"Create an open culture where mistakes aren't punished and ask deep, meaningful questions."
Quiet quitters make little or no effort to collaborate with colleagues, which is essential for organizational growth and success. These sessions help team members understand and appreciate each other better.
"I see a shared responsibility between leaders and employees. It’s often a dynamic between the manager and team member, as well as within the entire team. It usually involves ingrained patterns that need breaking, with everyone playing a role. Ultimately, everyone drops their social mask," explains Sharon.
Do's for Team Re-Alignment:
Create an Open Culture Where Mistakes Aren’t Punished - "Ensure that mistakes are viewed as learning opportunities. Analyze what went wrong and where improvements can be made. This fosters an environment where team members are willing to take risks, accelerating the company's growth and innovation."
Ask Deep and Meaningful Questions - "As a leader, show genuine interest in your team members by asking questions that go beyond superficial topics like their weekend. Look for creative ways to start conversations. Use icebreakers like 'What is the most inspiring book you've ever read?' or 'What is your biggest limiting belief and how does it affect you?'"
Communicate Clear Goals and Expectations - "Ensure everyone on the team understands the common goals and how their individual tasks contribute to these goals. Use regular check-ins to discuss progress and expectations, and adjust if necessary. This helps keep the team focused and aligned."
Encourage Collaboration and Knowledge Sharing - "Promote a culture of collaboration and knowledge sharing within the team. This can be through joint projects, team meetings, or informal knowledge sessions. Provide platforms or tools for team members to easily exchange information. This not only strengthens collaboration but also ensures that knowledge and skills are fully utilized."
Don'ts for Team Re-Alignment:
Ignore Conflicts - "Don't try to align if you don't understand each other. The bad feeling will persist. Resolve conflicts constructively by finding the underlying issue."
Over-Rely on Employee Resource Groups (ERGs) - "While ERGs promote a diverse, inclusive work environment, they can create silos and reduce understanding of 'the other.' I believe more in mentorship programs."
Micromanagement - "Give team members the freedom and responsibility to carry out their tasks and avoid top-down imposition. Ensure transparency in decisions and business processes to build trust."
Inadequate Support - "Ensure that team members have the resources and support they need to succeed."
Curious about what neuro re-alignment can do for your personal growth and team development? Attend Sharon's inspiring masterclass at HR Day on October 1st in Bussum. During the session, you’ll discover how your conscious and unconscious thoughts and experiences affect your daily work. "I hope participants leave flabbergasted and have an aha moment, thinking: Wow! I didn’t know this about myself. I want to work on this!"
Read the full interview on CHRO.nl to learn how to elevate your team with neuro re-alignment.