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When Anne was given the task of setting up the new health management department, she decided to proactively invest in team collaboration and the well-being of her team. She wanted to create the basis for a team culture in which each person could and did raise issues at an early stage. Every team member should have the opportunity to express their personal concerns about the change and actively participate in the development process of the newly established department.
Anne uses Moodtalk to set up a new health management department at CSS
Anne was faced with the challenge of uniting a diverse group of people into a team that would work together effectively. Specifically, the future team consisted of psychologists, nutritionists and doctors - all of whom needed to be managed. Anne's main challenge was to facilitate collaboration between the team members while managing the complexity of a newly established department. She was looking for a solution that would help her gain real-time insight into team members' concerns and create a structure in which collaboration could be discussed regularly and proactively. Above all, this should also support her in delegating responsibilities and tasks in order to balance the resources and burdens during the intensive phase.
Looking at the overall organisation of CSS: Anne recognised a potential for the use of Moodtalk throughout the organisation
Anne's newly established department, which spanned both private and corporate clients, faced a number of other challenges with regard to the whole organisation:
- Lack of proactive measures and prevention strategies in the area of wellbeing and collaboration
- Increase in employee absenteeism and turnover within teams
- Need to optimise resources while fostering a culture of wellbeing
- Need to optimise resources while fostering a culture of wellbeingIn short:
In short: Anne saw the potential for a systematic and continuous approach to make collaboration more effective and strengthen wellbeing - in terms of the whole organisation.
Anne was looking for a standardised solution that would not only capture the needs but also make the results measurable.
The solution: Moodtalk as a system for the organisational culture of the future
At this point, Anne decided to use Moodtalk. Moodtalk provided a safe space for Anne's team to reflect on their mood while tracking their effectiveness as a team. The Moodtalk platform consists of two steps, which are repeated at a frequency chosen by each team: the first step involves a short preparation in which the team members are asked to bring up the topics that concern them.
The subsequent Moodtalk serves as a space where team members are encouraged to voice their concerns, make suggestions to improve team collaboration and agree on actions. While reflecting on the importance of Moodtalk, Anne told us the mode in which they applied Moodtalk: "We conduct the Moodcheck fortnightly so that we get a timely insight into the team mood," she explained.
Anne noted that her team has opted for a monthly, 45-minute Moodtalk session. This provides enough space for wide-ranging discussions and allows the team to tackle internal challenges together as well as cross-team collaboration.
Anne also emphasised the importance of rotating the responsibility of facilitating the Moodtalk sessions between team members. She also mentioned that Moodtalk's structured guidance ensures that discussions are focussed and efficient within the allotted time, while encouraging active participation from all.
According to Anne, the combination of structured preparation via the Moodcheck questionnaire and the subsequent Moodtalk ensures timely action and also the consistency and visibility of the rules of collaboration that the team establishes together.
Moodtalk has been instrumental in fostering a culture of continuous improvement and collaboration within Anne's team in the Health Management department at CSS.
The result: Managing transformation with Moodtalk, strengthening team collaboration and acting in good time at organisational level
Navigating team-specific challenges:
During the change process, Moodtalk provided Anne's team with a structured framework that enabled them to manage the different phases of the transformation. Moodtalk's structured approach not only facilitated the delegation and organisation of key tasks, but also ensured that each step was approached in a methodical and timely manner. Anne also emphasised the important role Moodtalk played in overcoming team-specific challenges. She mentioned an example where a change in leadership had just taken place. Anne noted how Moodtalk helped the new leader to effectively understand the needs of their team.
Culture of Open Communication:
Through the structure enabled by Moodtalk, Anne was able to establish a predictable rhythm for team exchanges within her team. This helped Anne to understand the needs, concerns, and issues of her team at an early stage. The regularity of the preparation questions and team exchanges promoted an open communication culture, thereby strengthening the team's adaptability in this phase and simultaneously conveying a sense of continuity. This, in turn, enhanced the personal well-being of Anne's team.
Insights into Team Dynamics:
Moodtalk's platform provides Anne with data-driven insights into the mood of the team, which proved to be extremely valuable during the transformation. By understanding the emotional world of the team and its members during the change process, Anne was able to better tailor her approach to the needs of the team members. These insights gave Anne a detailed understanding of the team dynamics and facilitated the implementation of targeted strategies to address concerns and create a supportive environment.
