Holy Shift!

Change is a constant; and we’re not always given the liberty of time.

Change happens. It happened before, and it’s happening again. We all experience, manage, and measure change differently. Do you get stuck and retreat or is it an easy and effortless transition? More importantly, how do you want to handle change?

You’ve heard different versions of it ad nauseam throughout the pandemic: change, shift, pivot, adapt! Conversations about how to deal with change have inundated the workforce and our lives. So, how do you manage change and the pace of change successfully?

Here are our 5 tips to navigating change:

  1. Determine a path and implementation plan. In doing so, consider what the best case scenario looks like, and establish a clear understanding of employee willingness.
  2. Recognize each individual at the table, their pace of change, and willingness to influence one another.
  3. Monitor and measure the pace of change (established in Step 2), looking at behaviors, not personalities.
  4. The Domino Effect, i.e., once this changes, what else is going to have to change as a result?
  5. Measure how your internal change is keeping pace with your external stakeholders.


Managing change and the pace of change is only half the battle. You need the skill and will to lead through change successfully. Start by developing your teams and leaders in the six key indicators of high performance and transitioning through change will be a breeze!

Dependable communication strategies reduce misunderstanding, minimize work delays and enhance overall productivity.

Interactive Feedback
What’s happened in the past and expected future results provide essential information to make important decisions and improve performance.

Emotional Intelligence
In a work environment, identifying and managing your emotions while navigating the emotions of others is rarely taught or discussed.

Efficient, successful teams depend on a structure everyone knows and anticipates to unify and streamline processes for conducting work.

Teams that hold each other respectfully accountable drive innovation, trust, and productivity within organizations.

Cohesive teams are more successful and productive. A culture of cohesion increases satisfaction, engagement, and collaboration.

Arm your leaders and team members with the skills they need for the next change-induced battle!

Get Psyched on Psychological Safety

Psychological safety—the shared belief that it’s safe to take interpersonal risks as a group—fosters healthy team dynamics and interpersonal relationships. This can have a positive effect on high-quality decision making, innovation, and ultimately lead to highly-functioning leaders and teams. 

A voluntary, participatory team sport, psychological safety is a two-way decision: 

  1. A personal decision about whether to “risk it” or not is made based on one’s own personal history/experience. 
  2. How people are behaving on a team will either promote or obstruct a sense of psychological safety on a team. 

If someone on your team thinks it’s not safe to speak up, they will not feel safe in the group, regardless of what the group is doing. This can lead to missteps or mistakes that may not have occurred if they did feel safe to speak up in the first place!

Like baking, psychological safety requires a specific recipe for it to rise:

  1. Know: because we feel more comfortable with people we know.
  2. Respect: the key to recognizing and appreciating another’s contributions.
  3. Value: being willing to seek to understand other points-of views.
  4. Risk: the willingness to be open to others when you don’t know or understand yet.
  5. Trust: what follows risking when a person consistently behaves with a respectful response to you.

Now, take a moment to consider the following: 

  1. What’s one behavior that positively impacts your sense of psychological safety?
  2. What’s one behavior that negatively impacts your sense of psychological safety?

So, how can you build psychological safety on your team? Let’s start with you!

Self-awareness is the ability to recognize what you are feeling, understanding your emotional responses to events, and recognizing how your emotions affect your behaviors. 

  1. Try building self-awareness on your team by first recognizing, and then sharing, how you best like to work or communicate, and even how you like to be recognized. Encourage your team members to do the same.
  2. Being able to manage your behaviors is essential to taking responsibility for your actions, and it can save you from hasty decisions that you later regret. We call this self-management, where the goal is to respond to people so that both parties “win”.

    How you respond to people is a choice. Try to avoid knee jerk reactions, even by taking a pause or walking away. Delaying your reactions can increase the probability of a productive conversation where you actively listen and the other party feels heard—a win-win!

You’re not going to increase your psychological safety overnight, and self-awareness and self-management can be tough nuts to crack. But, being aware of them and knowing they are an important part of workplace wellness is a great start! 

Try Our 30-Day Meeting Challenge!

You may already be working on some personal goals—exercise, yoga or drinking more water—but have you set your sights on any professional goals? We have an idea for you and your team!

We’re challenging YOU to cut meeting times by 25% to increase team effectiveness while saving time and money.

To get started, download our 30-Day Meeting Challenge Tracker – it’s rewarding to see your efforts pay off!

Here are some tips on how to do it well:

  1. Cut every scheduled one-hour meeting to 45 minutes – no exceptions! (Few meetings deserve an hour, many deserve only 20-25 minutes tops.)
  2. Have an agenda for every meeting and stick to it.
  3. Begin and end every meeting on time.
  4. Consider who needs to be in the meeting. Does everyone have to be in the meeting for the entire time?
  5. Does the project or topic need to be a regular meeting or only as necessary?
  6. For all virtual meetings everyone has cameras on to increase connection and efficiency.

After the 30 days, divide your number of meetings under 45 minutes by your total number of meetings (then multiply by 100) to get your final score.

For added fun and accountability, collect money for a local charity as part of the challenge!

Let us know how you did at:
Email: hello@vivoteam.com
Facebook: vivoteamdevelopment
Twitter: @vivoteams
Instagram: @vivoteamdevelopment

Online Training…it’s as easy as 1-2-3!

No matter what you call it—digital learning, remote training, e-learning—online training is a major part of our new normal, everybody’s doing it! But, it’s nothing new here, Vivo Team has always fully operated in the virtual space. We have over a decade of experience leading remote teams and creating and delivering educating, entertaining, and unique virtual learning experiences.

We’ve already cleared the hurdles and identified the best ways to deliver online training…and it’s as easy as 1-2-3! Our award-winning programs are based on these tried-and-true methodologies:

1. People Analytics in L+D

People analytics is a data-driven method of studying people at work and using that data to make better decisions to achieve business goals.

Our proprietary Vital Statistics Report™ (VSR™) relies on people analytics in L+D to uncover unprecedented behavioral insights that analyze how teams and leaders are performing. We use those insights to prescribe and deliver high-impact training solutions that have a direct and positive impact on your bottom line.

2. Spaced Learning

On average, only 20%-50% of what you learn is retained after 48 hours. Spaced learning is a proven strategy that helps participants learn content faster and retain it better. A series of short, intense training sessions are punctuated by intervals of no learning, and when training reconvenes the learning objectives are repeated.

This provides time for learners to form connections between ideas and concepts. Learners can see change by practicing and implementing their training right away. This method also allows for training to seamlessly fit into the flow of the work day.

3. Live, Virtual Instructor-Led

Live, virtual instructor-led training (Live-VILT) creates an engaged and dynamic learning environment that unifies teams and fosters a strong workplace culture, even with members in multiple locations. 

To be truly successful, online training requires a higher degree of energy and a disciplined leadership approach to create educating and entertaining learning experiences. Our training is tailored to each unique audience with leaders and teams learning together to create strong, connected teams.

Many people are still very new at navigating the online space, but we don’t need a map, we’ve already drawn our own! We’re proud of the expertise we’ve cultivated over the last decade and we can’t wait to share it with you. Want to know more? Reach out to us!

Digital Visibility Tools and Techniques

It’s not fun to have to track people down or be tracked down. Increasing digital visibility among your hybrid team boosts productivity and reduces stress. With a bit of structure and accountability to digital transparency, your team will thrive.

According to our hybrid workforce poll, a whopping 75.9% of respondents are now working remotely at least some of the time (55.2% of respondents are working at home only, while 20.7% are working at home and in the office). That’s why it’s so important to consider the structures and tools available to help your hybrid team succeed!

Business Communication Platform

Visibility into projects can greatly decrease errors and communication breakdowns. Does your team use something like Slack or Microsoft Teams to share information about clients or projects? If not, it’s worth investigating.

At Vivo Team, we share what our priorities are for the day in a Slack channel called daily updates. This can also be accomplished in a quick huddle. Our norm is to set ourselves to “away” if we need to be away from our computer to save our team members the hunt. 

File Sharing

If you are sick or on vacation or even unavailable because of meetings, do you have a way to access shared files that your team members are working on? This again can be a huge productivity stuck point for remote teams. Whether it’s an intranet or Google Workspace (formally G-Suite), there are lots of options for increasing file sharing capacities within a team.

At Vivo Team, we have a carefully organized file system in Google Workspace for project files, documents, spread sheets and more that the entire team can access.

Shared Calendars

If you are working on a remote team, there is a good chance that it will be time-consuming to book a team meeting. By sharing calendars, this time can be greatly decreased. It might be that you only show business times, but that in itself is a huge time-saving.

At Vivo Team, we are able to access all team members calendars so we can easily see when people are available for meetings. Our norm is, if the time is open in my calendar I am available for a meeting. We are able to book team or project meetings without sending a single email!

Popular Tools

Our poll indicated that the most used tools are Zoom (69%), Microsoft Teams (48.3%), Google Meet (27.6%) and Slack (20.7%). However, it’s less important what the tool is, the agreement is what is important. If you are in a smaller company who doesn’t have a business communication platform, the team can instead agree to share information in other ways, such as via email or through a huddle.

Has your remote team worked out ways to increase your digital visibility? If not, there’s an opportunity here – establish your norms today and stay accountable!

Virtual Meeting Tools

9 Tips for Running a Virtual MeetingEffective Virtual Meeting Norms

Suddenly, some or all of your teams are working remotely—many of whom are not experienced doing so! What now?

By agreeing to a set of meeting behaviours, teams increase productivity and engagement significantly. Just because it’s obvious to you doesn’t mean it is to everyone. Get your team on the same page! Here is a video and handout for you to share with your team:




The D.O.S.E. The D.O.S.E.

Effectively connect with and be accountable to your team and projects by introducing a D.O.S.E. (Direct Ongoing Swift Encounter)

Efficiently keep everyone on your team in the loop with this tactical, 10-12 minute meet up designed to share information, clarify stuck points, celebrate small wins, and get clear on priorities. Try bi-weekly to start and increase frequency if necessary.

Here is a handout for you to share with your team:



The Secret to Successful Team MeetingsSuccessful Meetings

Appreciations, difficulties, and final statements is a technique we use to close down every meeting.

It’s really important to encourage everyone to have a voice and employees, managers and leaders should all participate. Why? Everyone gets the opportunity to say something at the end of the meeting, people can give and receive immediate feedback, everyone has an understanding of how that meeting went, and more. Here is a handout for your team:


How to Shine Online!How to Shine Online

More energy, more engagement, and more active listening.  

You can shine online! Whether you are a team member, manager or leader, use these guidelines to meaningfully show up for, participate in, or lead your virtual meetings. Here’s a handout to share with your team:


What Are People Analytics in L&D?

73% of respondents said people analytics will be a major priority for their company over the next 5 years. (2020 Global Talent Trends Report, LinkedIn)

Vivo Team Vital Statistics Report

People analytics, also referred to as talent or HR analytics, can be broadly defined as a data-driven method of studying people at work – from processes and functions to challenges and opportunities – and using that data to make better decisions and ultimately achieving your business goals.

Focusing specifically on L&D (learning and development), the power of people analytics can be harnessed to analyze how teams and leaders are performing. By gathering the right data you can diagnose, analyze, predict, and prescribe solutions for increasing leader and team efficiency and satisfaction.

Stakeholders, executives, and boards are increasingly relying on data to demonstrate how intangible assets drive business results. People analytics in L&D can be used to clearly demonstrate how human interactions affect behaviors, ROI in dollars, engagement, and productivity.


What to know more? Check out Dr. Jim Sellner’s article:

Four Things You Need to Know About People Analytics in L&D >