Women in leadership are often celebrated for their empathy, emotional intelligence, and ability to build community. How is it then that these same traits that help propel women to leadership roles are the same qualities that tend to weigh down their impact and potential, and what can other leaders, team members, and organizations do about it?

Evolving team structures, ways of working, and operating models marks a time of growth, change, and pivoting for organizations and teams. It’s a time for visioning, reflection, and co-design to help welcome a new chapter for the organization with clarity and intention. It’s also a time to strike a balance between the analytical and strategic (brain) with respect and understanding (heart) which together help achieve sustainable and meaningful change.

It’s time to get real about recognition. We’re not talking about the perks, but true recognition - the kind that leaves team members with a sincere reminder about why their work matters, and tells them that their impact was actually noticed.

Real recognition is a deceivingly simple concept and yet can be challenging to implement consistently and at scale.

In our journey working with incredible teams to achieve incredible things, we’ve noticed something that we now have words to explain. A deceivingly simple concept.. FLOW.

Similar to the psychological concept of flow, where the mind gets into a rhythm of doing all the things that need doing, work that has flow allows for incredible things to happen without unnecessary hurdles. Here’s how we can design for flow!