b'DAYTODAYDEI TRAININGWHAT MAKES A GOOD TEAM PLAYER? AND RESEARCH Internationally known speaker and author John C. Maxwell examined three Managers and teams looking tokey qualities that make a good team player in an article for Success.create lasting change in their organizations, from recruitment toTalk it outretention, could use a stepbystep guide onTo improve your connection with people, dont harbor hidden agendas or beat diversity training. Designed for teams to readaround the bush, or complain to others. Address anything that bothers you to together, Actionsavoid a longterm grudge. Be discreet when necessary, but share as much Speak Louder : information as possible to increase trust and responsibility. A Step-by-StepRoll with itGuide to Becom- There probably isnt a better attribute to bring to the table ing an Inclusivethan adaptability. You can become more flexible in your Workplace (Port thinking if you are always looking for ways to keep learning, folio) offers athink beyond your role, and look for unconventional solucomprehensivetions for the challenge that come up.blueprint for leaders andWave your pompomsteams who areYou dont need to be cheerleaderperky to bring energy into ready to get outyour workspace. Focus on growing your enthusiasm by creof their ownating and keeping deadlines, going above and beyond on way. Author Deanna Singh has led diversityassignments, and striving for excellence.trainings for a wide range of organizations,Think about the people in your sphere and identify those from nonprofits to Fortune 500 companies.who exhibit the best team qualities. Watch them. How do Using narratives, case studies, and the latestthey put their attitudes into action? How do they inspire diversity, equity, and inclusion research, asothers to follow their examples? well as interactive exercises, Singh believes any organization can meaningfully change with the right tools.LEADERS SHOULD PUSH AND PULL When you see a task that needs your team needs to accomplish, do you push or EMBRACING HYGGE pull them? Harvard Business Review author Joseph Folkman explains that managers In a culture of rush, hygge (hueguh)and leaders should learn a combination of these two very different approaches. appeals to the desire for restslowPushing involves giving living, shared moments, and fos direction, telling people tered friendships. Hygge is the opposite ofwhat to do, establishing hustle. It eschews abundance. It takes thingsdeadlines, and holding slow and envelopes you in sanctuary. In Holyothers accountable. Hygge: Creating a Place for People to GatherPulling involves describand the Gospel to Grow (Moody Publishers),ing the task and its purauthor Jamiepose, and being openErickson unitesto ideas on how to best the popularaccomplish it.Danish practice with deep, the According to dataological truthsHarvard Business Review of the gospel.gathered from over She unpacks a100,000 leaders, 76 gospelbasedpercent of leaders were rated by their peers as more competent at pushing than approach topulling. Only 22 percent were rated as better at pulling, and a mere 2 percent the sevenwere rated as equally skilled at both. tenets of hygge:Leaders who did not rank highly on push or pull elicited low confidence and hospitality,satisfaction from their direct reports. High push and low pull skills resulted in relationships,an increase in confidence and satisfaction, but satisfaction increased more than wellbeing, atmosphere, comfort, content confidence when pull was high and push was low. However, when push and pull ment, and rest. Erickson provides practicalboth ranked high, satisfaction and confidence increased significantly.ideas for using hygge to gather people and introduce them to faith in Christ andMore pull, less push seems to help retain talented employees, but shouldnt be an concludes each chapter with discussionindicator to avoid pushing when its needed. In fact, influence as a leader comes questions, Scripture references, and a prayer. from the ability to know the right time to use the right approach.SEPTEMBER/OCTOBER 2022 WWW.CITYGATENETWORK.ORG 53'