How was your weekend? Six easy steps to a more human workplace

Aodan’s journey from a background in engineering and tech to becoming a coach has provided him with a unique perspective on leadership and engagement.

Our conversation over Zoom was not only nostalgic but filled with invaluable insights that I am sure will greatly benefit anyone looking to improve their leadership and work practices. So, read on, dear ones.

Aodan bravely launched his own business in 2008, drawing from his extensive professional background. .

I believe his technical experience gives him an edge, allowing him to approach coaching with an analytical mindset. As he told me, his work often involves pushing back on the “fluff” and focusing on evidence-based impact.

One of his memorable coaching experiences involved working with a CEO of a multinational engineering firm, demonstrating the practical benefits of structured engagement.

Here’s a taste of that kind of structure to consider for yourself:

Humanising Engagement

Aodan emphasises the importance of humanising interactions in the workplace. He teaches that creating a personal connection can transform engagement. For instance, asking simple questions about someone’s weekend or their family can significantly improve the atmosphere. It’s a small step that can make a huge difference in creating a more inclusive and engaging environment.

Creating a Team Constitution

One of Aodan’s favourite strategies is encouraging teams to write their own constitution. This involves collectively agreeing on behaviours and holding each other accountable. He suggests keeping it simple with three to five key messages or behaviours.

For example, a team might agree to always start meetings on time, listen actively, and provide constructive feedback. I agree that this shared agreement fosters a sense of ownership and mutual respect.

Clarity in Roles and Responsibilities

According to Aodan, many workplace issues stem from a lack of clarity around roles and responsibilities. He stresses the importance of clear contracting, which involves defining who is responsible for what, how tasks should be done, and when they should be completed. By doing this, teams can avoid the fuzziness that often leads to misunderstandings and conflicts.

The Power of Accountability

Aodan also highlights the need for clear accountability. In his experience, any weaponising of accountability – blaming others for failures – is counterproductive.

Instead, he advocates for a supportive approach where the focus is on learning and improvement. Phrases like “How can we improve this process?” instead of “Whose fault is this?” can shift the dynamic from blame to constructive problem-solving.

Addressing Power Imbalances

Aodan emphasised the need to examine whether your company is currently fostering power imbalances – whether by default or design – and to acknowledge their impact on team dynamics.

“Cultures with significant power imbalances often normalise non-productive behaviours, which can lead to stress and dysfunction,” he says.

Addressing these imbalances requires fostering psychological safety – a concept that has gained traction in recent years. This involves creating an environment where team members feel safe to express their ideas and concerns without fear of retribution.

A practical example Aodan offers is to allow teams to establish their own communication protocols. This might include agreeing on how often to check in with each other or setting expectations for response times to emails and messages.

By collectively deciding on norms, teams can reduce misunderstandings and create a more cohesive working environment.

A Practical Tip for Immediate Implementation

Wrapping up our conversation, I asked Aodan for a piece of advice that you dear readers can implement immediately.

He suggests this powerful reflective exercise. Say this aloud or write this down: “I am at my best when…”

Completing this sentence will prompt you to reflect upon what makes you thrive. I love it.

This exercise is about tapping into past experiences and recognising the conditions that brought out your best performance.

Whether it’s working in a collaborative environment, having a structured routine, or engaging in creative problem-solving, understanding these factors can help you as a leader or a team member strive to recreate those conditions in your current roles.

Aodan Enright’s journey from engineering to coaching offers a wealth of knowledge for any of us seeking to refine our toolkit for ways of working and enhance our leadership and work practices.

I’m so grateful that he has kept me on his email newsletter list since I first met him almost 10 years ago in the Rebel County.

Even though I may also coach and support in this space, it doesn’t mean I am an island. I’m delighted to share Aodan’s POV on how to humanise engagement, create clear team constitutions, assume accountability, and address power imbalances as another roadmap for improving workplace dynamics.

Effective leadership, engagement and productivity always comes down to understanding and connecting with the human beings behind the roles.

Happy Father’s Day

And speaking of supportive human beings, on this Father’s Day Sunday, I’ll be back in the US, helping move my mom and wonderful stepdad Jerry into assisted living. It’s an emotional time for sure. One that reminds us that life is fragile and fleeting. Thank you to every dad and dad-figure out there who has committed their lives to taking care of us and showing the way.

Write to Gina in care of SundayBusiness@independent.ie