Jillian Robertson, Author at Wild Thinking

Organising a retreat? Looking for a breath of fresh air?

March 7, 2024 Jillian Robertson

NEW BOUTIQUE GROUP ACCOMMODATION

Former train station reopens for exclusive use

The Railway Rooms are accessible and refreshing exclusive-use self-catering accommodation in the heart of the Cairngorms National Park.

Right on the Kingussie train station platform, the Railway Rooms offers comfortable, characterful, and environmentally friendly self-catering accommodation with 12 ensuite bedrooms that include an all-ability wet room for groups of up to 24 people with good disability access.

In our spacious oak-beamed dining/lounge area there is a projector to enjoy all your favorite sports, movies & apps you subscribe to. A fully kitted-out kitchen allows you to self-cater or bring in the professionals. This superb accommodation is in the centre of Kingussie and is accessible by train, car, motorbike, bicycle, and bus from across the UK & beyond. We look forward to you enjoying a breath of fresh air!

Developed by team development specialists Wild Thinking, the Railway Rooms are a great destination for work teams and groups of all sorts wanting a low-carbon and exclusive venue to escape to in the Highlands.

Wild Thinking Workshop Design Principles

November 24, 2022 Jillian Robertson

We try to design our workshops around 5 pillars:

Get off on the right foot: Always include an attention-grabbing entry question that will get participants present, thinking and interacting. Could be on a board on the way in – thoughts on a card or a dot on a scale. Take time to discuss and reflect before you start the business of the day

Create a contract: The intended outcome (and specific output) of the workshop should be displayed prominently and referred to early in the session. Participants should be clear on why it matters and what success in the workshop will mean for the organisation, for their team and for them personally. What do they need from you as a facilitator to make this happen? How will they behave with each other? Have these conversations and record the key points

Agree the underlying theme & bring something to the party: As you design the workshop, reflect on the key underlying theme. You may be creating a team charter or a business plan, but what is the learning & development theme that underpins proceedings? Is it better listening? Is it working more collaboratively? Agree the theme with the main client sponsor and come with something to share that will inject insight and energy in to the day. It could be a relevant TED talk or a model. If appropriate, consider including an experiential activity. Transfer the learning in to the context of the session – “How does this help us today?”

Coach the context givers – It is likely that some participants will need to share information with the group – figures, plans, reports, reviews etc. Make it your business to engage with them in advance of the session. Try to avoid long Powerpoint presentations that kill the energy in the room. How best can they put across their message? Pre-reads? Creative ideas? Exhibition style?

Open and closed modes – Create the agenda around questions that start open and expansive and then focus on specifics and action. The early stages should be open questions with an emphasis on creativity and generative listening and thinking. There should then be a clear change of clear at a key point in the day in to closed mode, with a focus on reaching alignment and clear next steps. The last hour should be devoted to harvesting actions and next steps.

Four Common Myths about Your Employees

October 3, 2022 Jillian Robertson

We know employees continue to be stressed, frustrated, and disengaged . Who can blame them? From The Great Resignation to the impact of Covid, employees have endured a considerable number of changes over the last few years. According to Gallup’s most recent report, 60% of the workforce is emotionally detached, while 19% report they are actively disengaged from work. They also found that 44% of employees globally reported feeling stressed most of the day. How can organizations effectively tackle these issues? To answer this daunting question, Wiley Workplace Research surveyed thousands of individuals and learned this: The most impactful way to reduce stress and frustration is by nurturing a positive culture where employees are empowered to be the best version of themselves. To get there, let’s break down four misconceptions that leaders and organizations have about employees and their experience.

Myth #1: Not everyone wants to be a leader

While it may be true that not all employees want to be in a formal leadership position, that doesn’t mean they don’t want to be a leader. When we view leadership as skills that can be taught, rather than a quality or characteristic, the possibilities are endless. Everyone can be a leader when given the chance to learn and practice leadership skills. In fact, a recent Wiley Workplace Research survey found that 20% of respondents felt the biggest benefit from leadership training was employee empowerment. Nearly 1/3 said leadership training improved relationships and engagement. What does that look like in a practical sense? Organizations who give employees the skills needed to be successful will also help empower those employees to be leaders in their role. The bottom line is this: Developing leadership skills at every level is a worthy pursuit.

Myth #2: Pay is the most important priority for employees

While pay is a factor for employees, it is not most important. Employees are more concerned about working in a positive culture.

The truth is that pay can only go so far when there is a negative or toxic work culture. If The Great Resignation highlighted anything, it’s that people want to feel valued, seen, and heard by their employer. Creating a positive work culture will not only improve engagement and retention, but also business outcomes.

Myth #3: Organizations don’t need to invest in the employee experience

Regardless of their role, today’s employees are stressed, disengaged, and frustrated, which can have a negative impact on performance. Knowing this, organizations need to decide how to best invest in the employee experience. The current Wiley Workplace Research survey found that employees who feel valued as a person by their employer will positively affect business outcomes. Specifically, 87% said they would feel less stressed, with 96% sharing they would be more productive. Additionally, 97% said that feeling valued would increase motivation and 96% said they would stay at the organization longer.

Employees want to feel valued, and organizations and leaders have an opportunity to create a working environment where this happens. Beyond showing employees that they are valued, having leaders who are collaborative, future-focused, and effective communicators will positively affect the employee experience. Simply put, investing in the employee experience can positively impact the organization and its people.

Myth #4: Employees are resistant to “return” to work

Most of us have heard the adage, “it’s not what you say, it’s how you say it.” The notion that employees are reluctant to return to work is a perfect example of this because it implies that they haven’t been working. In actuality, they are returning to the office, not their work. When employees constantly hear phrases that denigrate their performance, it can be demoralizing and create resentment. Moreover, employees have evolved, and the workplace needs to reflect this.

Effective communication is a critical part of organizational success. As employers and leaders consider language around change, the message conveyed should be clear, positive, and forward thinking. How a “return to work” message is conveyed and interpreted will significantly affect employee retention and engagement.

People want to work; however, their priorities about the work experience have evolved, just like yours have. Today, people are seeking purpose, connection, validation, and growth in addition to a compensation and benefits package. People want to work for an organization that recognizes and values their potential and invests in their success. And they’ll keep looking until they find an employer who consistently delivers on these expectations. How can you influence the employee experience in a positive, lasting way? By listening. By making a commitment to employees that demonstrates your investment in creating a culture where people feel valued, heard, and empowered to lead in their role. Only then will your organization start to fully unlock the potential of your people.

Unlock an Engaged, High Performing Team Culture

September 28, 2022 Jillian Robertson

Wild Thinking ED Your Groups Brochure 09-2022

State of Teams

September 1, 2022 Jillian Robertson

The way we team is more important now than ever before. Read the latest report from Wiley to understand the challenges teams are facing today and how The Five Behaviors can be your solution. Then contact us at Wild Thinking to discuss how to build this into your team plan!

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Teams are fundamental to your business

March 10, 2022 Jillian Robertson

They make things, accomplish tasks, provide services, offer advice and try to achieve goals. Today, more and more companies are adjusting to the concept of hybrid teams that come in a variety of sizes and types. At Wild Thinking, we thought we’d share some team types that we have come across to help you navigate your day-to-day.

Functional Teams perform specific functions in an organisation. They include members from the same department or work area who meet regularly. A manager holds the primary responsibility, with subordinates reporting to this person. Often, these are permanent.

Cross-Functional Teams work across functions, or specialties, of the organisation bringing people with separate areas of expertise to work together; they are usually at about the same hierarchical level and can often make decisions without management. Often, these are temporary.

Leadership Teams take a strategic role in guiding business decisions. They are made up of leaders from varied departments. The goals of leadership teams are generally aligned with the mission and vision of the company.

Self-Directed (Managed) Teams operate without managers, and no one is in a position of authority. They are designed to give employees a feeling of empowerment and ownership of the job.

Task Forces are generally a cross-section of experts joined together to solve a well-defined and temporary assignment. They have a sense of autonomy and don’t need to constantly consult superiors to get things done.

Virtual Teams are comprised of members who are not located in the same physical place using technology and specific skills to achieve a common goal. They tend to be more task and project-oriented and less about social interaction.

Hybrid Teams are a flexible work structure where some employees work remotely, and other team members work from a central location or office. Hybrid team structures allow employees to decide whether they prefer an office environment or working from anywhere remotely.

At Wild Thinking, we think it’s a good idea for all teams to take time out together to consider how best to adjust and adapt to hybrid working in 2022.

Why use a Wild Thinking facilitator?

March 2, 2022 Jillian Robertson

We gel your group by engaging hearts and minds; that you can be a participant; that individuals won’t dominate discussions and that groups stay on topic generating clear follow-up. Let us help you plan some team-together time in 2022.

What is a facilitator?

February 21, 2022 Jillian Robertson

Someone who helps a group to work together to get better results. We are there to create an environment where people can show up at their best. We do this by focusing on the process, not on the actual content of the conversation. We leave that bit to you!

The Five Behaviors for Virtual Teams

November 10, 2020 Jillian Robertson

Are your teams struggling right now with in-person training on hold? People and organisations everywhere are trying to adjust to their new normal of working remotely, and it’s a serious challenge for many. But the reality is, without effective teamwork and cohesion, success may be out of reach.

To help support your business during difficult times, we’ve partnered with Patrick Lencioni to introduce a new way to bring The Five Behaviors Personal Development virtually to you. It’s called The Five Behaviors® for Virtual Teams learning experience!

What is The Five Behaviors® for Virtual Teams?

The Five Behaviors for Virtual Teams is a learning experience extension of The Five Behaviors Personal Development Solution with the goal to help learners develop the critical skills and behaviors to work effectively with others in the virtual workplace. The learning experience has three key components, here is how it works:

1. Complete The Five Behaviors Personal Development assessment. Each participant will start by purchasing and completing the assessment to better understand their strengths and challenges within the Five Behaviors model for teamwork.

2. Watch “The Five Behaviors for Virtual Teams,” with Patrick Lencioni. You’ll hear Pat’s unique insights on the challenges teams are currently facing and the behaviors needed to work together effectively. Dr. Mark Scullard introduces The Five Behaviors for Virtual Teams learning experience and connects for learners the key ideas that Pat introduces.

3. Wild Thinking will deliver the new 90-minute Personal Development virtual facilitation as a follow-up training. Deliver this facilitation after watching the virtual event with Pat. You will walk away with an understanding of how to apply key principles from The Five Behaviors model to virtual teamwork that can be customised to your organisation’s needs.