How to Build a Fun and Productive Culture with Tamzin Hall

All work and no play does not make for happy employees or a successful organization. This research-backed truth is the foundation for today’s episode with Tamzin Hall, a psychology-driven leadership coach and mentor. She’s thrown out the old-school playbook to redefine workplace culture, helping leaders incorporate fun into the workplace.

In this episode, Tamzin introduces the principles of business psychology and the impact happiness has on productivity. We explore the benefits of bringing play into the workplace, discussing everything from increasing engagement through fun activities to fostering a culture of creativity and authenticity.

Tamzin has tons of great advice for building a fun and productive culture, including ideas for creative team-building activities and tips to conduct effective one-on-one meetings. She also shares strategies to turn the office into a space where joy and work coexist, boosting both morale and output.

Join us in this enlightening conversation to learn how to transform your organization’s culture using Tamzin Hall’s insights!

TOPICS DISCUSSED IN THIS EPISODE:

• The impact of happiness on productivity
• Business psychology and fostering a positive work culture
• How to build a productive team
• Strategies to integrate play into the workplace
• Engaging with teams and individuals remotely

Download a FREE copy of Tamzin’s “The Performance Playground: A 1:1 Checklist for Fun and Success” here: https://tiny.cc/happyworkchecklist

Learn more about Tamzin Hall and her coaching services at https://www.tamzinhallcoaching.co.uk/!

Connect with Tamzin Hall on Instagram: https://www.instagram.com/tamzin_hall_coaching/

Have questions beyond our discussion about how to become a powerhouse leader? Book a call with me and let’s talk! https://www.coachmebernadette.com/discoverycall

Download my eBook, The 3 ‘Must-Have’ Myths for Success, here: https://www.balloffirecoaching.com

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This episode was produced by Podcast Boutique https://www.podcastboutique.com

LISTEN HERE: https://pod.link/shedthecorporatebitch

Transcript

Speaker 1: 0:00

Are you ready to have fun in the workplace and be productive, joyful, happy and very fulfilled in the work that you're doing for yourself and even your team members? Our guest, Tamsen Hall, is going to help you understand how to build a culture of fun and play and why that is so vital and critical to ultimately, the success of the team and the business, and she'll really pour on the tips and the strategies and a list of activities that you could be doing as a team, but also one-on-one with your team member. The goal is to have fun and just be yourself, feel authentic and really build the relationships that are ultimately going to make you, your team and the business successful. Stay with us, Welcome, welcome, welcome to Shading the Corporate Bitch, the podcast that transforms female corporate executives into powerhouse leaders by showing them how to shed the challenges and overwhelm, along with any fear, insecurity, self-doubt and negativity holding them back.

Speaker 1: 1:06

I'm your host, Bernadette Beaus, of Ball of Fire Coaching, bringing you powerhouse discussions each week to share tips, advice and sometimes tough love, so you create the riches in your work and life you deserve. Tamsen, it's so nice to see you. How are you?

Speaker 2: 1:25

I'm so well. Thank you so much for having me.

Speaker 1: 1:29

Oh, you're so welcome. I'm thrilled to have you part of Shading the Corporate Bitch community and I love, love the topic that we're going to be talking about around having fun and being productive at work. But before we get to all of that, tell us a little bit about yourself.

Speaker 2: 1:45

Okay, absolutely. So you can probably tell by my accent that I'm in the UK. I'm in the raining one minute raining, one minute, bright, sunshine UK. I live down on the south coast, so I'm very near the sea. Nice, I am in the sunniest part of the UK, which means nothing if you live in a really sunny country. What do I do? Who am I? I am an advocate of fun and play, so I truly believe that we all deserve every single person deserves to live a happy life, and that is different for all of us. So what I do to have fun might not be what someone else does to have fun, but I just love having fun, laughing and enjoying myself and spending time with people. So friends, family. I have a son, a husband, dogs I just love filling my life with things that light me up and make me happy.

Speaker 1: 2:46

I mean, that's what life is right. I mean, we only get one time to go around this son of life. Let's have some fun and be productive at the same time. And I would assume, even when you say productive and yes, it's referencing work, because you know that's the foundation of the podcast but at the same time it also means to also be productive and being fun and happy in your life, right?

Speaker 2: 3:12

Absolutely, absolutely. I truly believe that if we are happy in one area of our life, it is so much easier to be happy in another area of our life. And if we're happy at home and everything's fun and enjoyable, it is so much easier to be more productive at home. But it's also so much easier to be happy in the workplace or in your business, and then we are more productive. Because the science says that when we are happy we are more productive, and I know that for myself when I'm enjoying myself. Don't you find? When you enjoy yourself, time just flies by and you're so much more productive.

Speaker 1: 3:51

So right, and wouldn't you say to that, if you're happy and you're having fun and whatnot, how could break loose and you're going to handle it in a much more productive? Speaking of a productive way, is that kind of also what you're, you know, emphasizing?

Speaker 2: 4:12

Yes, because that's all around mental toughness or resilience. So if we can be in this place where we feel lots of positive emotions, so that we feel that we can take on the world, that we can achieve anything, that we can really navigate any storm that comes our way, when we're in that place it doesn't matter what life throws at us, because we're in this mental tough, we're in this resilient state. But to get to that place there's lots of different factors and it is different for everybody. But I truly believe that if we get to that state through being in a happy, fun, productive culture, one where those Maslow hierarchy of needs boxes are ticked, we're in such a great place to be more resilient and to be mentally tough Right. And the best way to get there is through fun and joy and happiness.

Speaker 1: 5:24

It is. It is, you know, the first thing that popped up to me too when you were saying that getting yourself to that fun and happy place. I have something that I use, but I'd be interested to hear what is that one thing that you might suggest to someone to kind of, even if they're kind of like negative and don't necessarily agree with the fact that. Oh you know, depending upon your mood and if you shift yourself into a good headspace, you know you can influence all the benefit of that. What is there one thing that you might suggest to your clients and then therefore our listeners and viewers around? What can they do immediately to kind of find that happiest place?

Speaker 2: 6:08

I would say, sit there and think what makes you really excited? You know that feeling that you have those excited bubbles inside you, like those excited like oh, I can't wait, I can't wait, those I call them kind of microphone moments of joy, and just it's that true joy. What gives you that? What gives you that excitement? So, for me, seeing an animal having fun I could be, I could be on a mountain and see a cow eating grass with a cow bow around his neck and hearing that, that brings me joy. I can be driving along and see a dog walking next to his owner with his tail wagging, that gives me joy. So all I have to do is look outside my window or go outside and find a duck flying or anything that makes me so. That gives me that excitement.

Speaker 1: 7:14

And you intentionally do that when you're not feeling so.

Speaker 2: 7:18

Yes, yeah, if I'm in a. I don't know. If I'm in a, I mean I'm showing my secrets now, but if I'm in a meeting and it's tough, or if I'm doing something and it's a hard day, or I'm training on a subject that's just hard, I might go into the toilet. I'll take my phone with me I don't know what I'm whispering and I'll pull up YouTube and I'll find a funny dog video or something. Then gives me that oh, I love that.

Speaker 1: 7:48

Yeah, it's so true, I was going to say that was the one thing that I do is I'll sit there and I'll pull up my phone and pull up TikTok or Instagram and I'll look for those dog videos, right yeah, and you know, especially the ones where they're wiggling their butt, and you can't help but, like, get what you call bubbles. Like you know, get excited, that's so cool.

Speaker 2: 8:12

Yes, and it's different for everybody, so it's different. Every single person gets that excitement from. It doesn't have to be huge, it doesn't have to be groundbreaking and actually, if we can identify those simple micro moments that you can find anywhere, right, that's going to help to bring joy into your days, not just once, not just one off, but pockets throughout the day that give you that bubbly excitement.

Speaker 1: 8:44

Yeah, oh, that's so sweet. That got me excited. Yeah, I love it. I love it. I love it One thing, because we're saying you know to have fun and play at work and it sounds so kind of simplistic, but you actually have a degree and you and your business is really centered on and has a foundation of business psychology. So help everyone understand what really that means. And then how does that translate into the work that you do and then the impact that you have on your clients?

Speaker 2: 9:17

Okay. So you might have to remind me of those kind of those questions, because I might go off in a bit of a time. I think what did you ask me? What was the question? So you might have to remind me, but I'll start with the business psychology kind of what that means.

Speaker 2: 9:31

So, businesses to be successful and to achieve everything that businesses want to achieve put in their forecasts, all of that great stuff I truly believe it starts with the people.

Speaker 2: 9:44

So if the people the people of a business's biggest asset, they are really what make or break an organization, I truly believe that If you have a business full of staff who are happy, engaged, motivated, committed, loyal, productive, high performing, you're going to attract the best staff, the best customers and your business is going to be highly successful.

Speaker 2: 10:15

It is no coincidence that the likes of Google and Virgin are as successful as they are. They treat their people in such a fabulous way and they do all the stuff that I talk about. They make it fun, they make it happy, they make it a great place to be and when you have a business that is like that, use them, attract the customers. They just they want to work with you, they want to be part of what you're offering and to really this isn't a tick box exercise. This isn't oh, we're going to give our staff free coffee and bean bags. It isn't bad. This is about really supporting and helping and getting to know every single member of the team, and doing that in a way that is science-based and research-based, and that is really, to me, what business psychology is. It's achieving a profitable, successful business through our people and the minds of our people.

Speaker 1: 11:23

Now, at the very beginning of the discussion, you had also said that what's fun for you, for instance, is not necessarily what's going to bring someone else joy and that kind of thing. And so when you just mentioned that if leaders want to make their people happy and attract those type of people, that they just need to really get to know their people, Now, from what you said, I like certain things, and just like certain things. So isn't this also about the fact that you get to know them on a level of okay, so what brings you joy, Joanne, but what brings you joy, Steve? Because they could be different and therefore you have to kind of figure out what the individuals need but also the collective team then needs, Does that?

Speaker 2: 12:13

make sense 100%, 100% and when you? Because to build a team and to create a culture, a team culture that is aligned with your business values and that's really going to take you and your business and your people to where you want to get to. To build a team, you have to start with the individual, because we are also different and the best teams are made up of different personalities, different skills, different experiences, very different people. And to get to know the individual people, to then be able to create a culture that is fun and happy and enjoyable for everybody, is quite difficult because the manager might and I've had this so many times with clients a bit of a story for you. So I was coaching a client and she really wanted to do something fun. So she wanted to bring a fun activity, a team building activity. We've all been on them, we've all had team building activities and sometimes it brings honestly, it just sets off our own. I don't want to do it and what will happen is, if you get the wrong activity, instead of bringing the team together, it will divide the team. So this lady, she came and said, okay, I've had a thing to handle about what we said and I know what I'm going to do. Okay, what are you going to do? I'm going to send them all up in a glider. It's going to be great, they're going to love it, they're going to go up in a glider and they're going to have a blast.

Speaker 2: 13:55

Of course, half the team well, probably more than half the team would think no way, no way. So what that would do is that would then divide the team and then have people that don't go. You'll have people that are so anxious they dread the day. You'll have people that think it's great. You'll have people think, oh my gosh, I'm not good enough because I can't go up. You've got a whole range of emotions. So to do anything, it has to be something that everybody wants to do, and if everybody wanted to go up in a glider and everybody was excited about it, great. But I think it's probably very highly unlikely that not everybody in a team would want to. So it's about really getting to know everyone on an individual basis. So then you can decide, and the best, the best activities, the best events are ones where the team have decided together what they want to do themselves.

Speaker 1: 14:53

Yes, yeah, yeah. And is that what your client did? What happened? Yeah, she didn't send them up.

Speaker 2: 15:00

She didn't send them up in a glider. She didn't send them up in a glider. So I'm all about empowering my clients and helping them to get to that decision. So I always hold a non-judgmental atmosphere for my clients. So she was very excited. I didn't want to dampen her excitement but equally I had a responsibility to make sure her team were okay. So we came to the decision that she would actually put a poll out and give them a couple of different options and say, hey, would you like to do this or would you like to do this, or is there something else? And, of course, not one person wanted to go up in a glider.

Speaker 1: 15:35

No, Well, you know, some people would, the majority probably not. That's awesome. That's awesome, okay. So going back to business psychology now, why did you say I'm interested to hear and understand I mentioned, but they should Get to know their people through science and research. What exactly does that look like? Because, again, you know, very similar to the game or the event. Some people would be like that is too anal and too Data-driven.

Speaker 2: 16:13

then just getting to know my people absolutely, and there's different ways to do this. So obviously I'm a fan of business psychology and I have a psychology background, so I I I much prefer and this is my personal opinion opinion here and and other people can disagree, that's, you know, that's, that's the beauty of the world. We all don't have to be on the same page. But I believe that to To go down the road of Implementing something or changing something or discussing something, if it's based on research, rather than just my opinion, opinion or something, that's a bit you know. I had a conversation with somebody earlier, so so I'm putting together a presentation for keynote speaker. I'm doing, and On our slides we are gonna have some quotes. Obviously, some quotes are a bit fluffy, a bit subjective, a bit someone's opinion, but I wanted to bring in also some Statistics, because the audience that we're talking to, audience who like to know that what they decide to do, actually there's a reason behind it and there's some.

Speaker 2: 17:28

Yes, absolutely, and that, to me, is what having a business psychology or a psychology background does it makes it less Wishy-washy, it makes it less subjective, it provides us with some facts and some figures to know, actually, if I go down the route of play, for example so my dissertation was on on playing how we can, how we can build happier teams. So I now have a science-based research project that gives me a conclusion that says that if we create a, a platform for our people to come together to Enjoy each other's company and to do something a bit creative, that leads to workplace happiness. I Can say that, knowing that I have completed the research on that, whereas I could say, oh, I think most people prefer milk in their coffee, right, because you know, that's, that's just what. When I make a cup of coffee, that just what happens right.

Speaker 1: 18:43

Right, it won't prove Right. It's proof and it's which gives validation. But it also gives credibility to what it is that you're, what it is that you're trying to influence, of which then they Can make a decision. That's not just wishy-washy, absolutely Okay. I love that. I love that. And why do you feel so many managers slash leaders, as I often say have trouble Creating fun and a happy, playful workplace? What is stopping them?

Speaker 2: 19:20

I love this question. I love this question because obviously I'm doing something very different and I come across quite a lot of negativity around what I do, because I'm trying to break the mold and I can remember years ago and I I've had a really successful career and I have my son. So I decided to get a part-time job and I didn't really talk about my Career, I didn't really talk about what I've done, what I did. I was just there to have a part-time job, place the home and to be at home, my son, with my, with my son, and I've been there a couple of months and I was me.

Speaker 2: 19:57

So I'd worked in a very large corporate banking Organization and I've done things a bit differently there and I was myself. So I would laugh and I'm loud and but professional at the same time. So it isn't in an unprofessional way, but I'm just, I'm just me, I'm. I don't hide behind, I don't change, I'm always professional, just myself. So anyway, I was in this little office and you know what, I'd have a bit of a laugh and and I'd have fun, loving fun into what I did.

Speaker 2: 20:33

And my manager a couple months later, my manager, tamsen, would you like to come out and see a client thought really be really good for your Development, and I used to manage multi-million billion pound clients, so you know that's lovely. Thank you so much. I'd love to come out and see a client with you. That that's great, right? My colleague turn around to me he said and he was an older chap and he said Tamsen, you can't laugh, sorry, you can't have a conversation, you can't be silly, you can't laugh, you can't do what you do here, sorry, you've got to be different. You've got to be very serious, not laugh, not ask them questions, just go in, do what you do and come out actually better if you don't say anything.

Speaker 1: 21:27

Oh, I'm familiar.

Speaker 2: 21:33

Everybody. Listen to me. So what you have here is you have older generation, archaic, micro-management very blue suit, white shirt, very. This is how we behave at work and what I'm trying to say is actually that doesn't work anymore. That telling people you can't talk, telling people you can't have a conversation with a customer, telling people you know you can't bring your personality in, it doesn't make for a happy, fun, productive workplace, because we're all so unique, we are all absolutely amazing and everybody has such fabulous traits and things that they can contribute. They've got something. Every single person has got something to bring to the table, and older-style managers and those kind of management suppress that and stop people from bringing all this great stuff.

Speaker 2: 22:39

I've been coaching somebody today that has been so suppressed and so put down and so micro-managed that he is feeling just that he isn't good enough. And as managers and leaders, we have a duty to lift our people up and say you have a voice. I've hired you because you're amazing. I want your contribution. I'm going to give you everything that I can give you to empower you, to make you feel that you have a place here, that you can feel that you can bring all the ideas in the world to me. That makes business work.

Speaker 1: 23:23

Yeah well, there's definitely a generation that was brought up to be told that act like a robot, Leave your emotions, leave your personality, leave everything at the door and then just show up and do the work. And sadly, I was part of that generation, so I know and yet. So I totally appreciate what it is that you're saying, because it's so powerful once they do let go. So I'm glad you're helping people to like lighten up and let go and just crisis themselves.

Speaker 2: 23:55

Yes, and you know, I have some amazing and I've worked with some amazing clients who are from the generation of micro-management, who are from the generation of robotic. This is what we need to do. But how are who so ready to change and see that actually the younger people, the younger generation that's coming through, they need so much more because they have the internet at their fingertips. They can see Right, right, right. And so I don't think it matters what generation we are. I don't think it matters what we've grown up with, what we're used to, what we've become accustomed to. Actually, if we're willing to embrace a different culture and to embrace change, it's fable to equity.

Speaker 1: 24:41

Yeah, no, it's true. So why does someone get to a point where, like you said about your client, you know get to a point where they're like, yes, I want to do something different, I need a change here. What does it take for them to get to that point, whether they're seasoned individual or if they're coming up in you know the ranks? What causes them to finally say something's just not clicking?

Speaker 2: 25:08

It's when they have a team of people all themselves are feeling disengaged, when they're just going through the motions, when they're not passionate about their job anymore. Maybe they're seeing really high turnover staff. Maybe staff are going to a competitor or leaving. I've gone into quite a few businesses where people are leaving for lower salaries. That's a high indication that something is not right. And if people aren't happy, throwing money and high bonuses and pay rises aren't enough. They're not enough anymore. People need more. They want more. So I would say if something's happening in your business and you're thinking what's going on, you must be conducting exit interviews with everybody that leaves, doing staff surveys, finding out what your people really think. Make them anonymous. Don't say you've got to put your email address on here. Make it totally anonymous so people can be truly honest.

Speaker 1: 26:06

Yeah, yes, well, I need a touch in that, though. Is that because that culture does have challenges in being authentic and creative and allowing people to be themselves, and therefore there's not a trust culture built, because in trust cultures don't you find that well, they wouldn't care if they have to share their email or not, but in non-trust cultures there's some, you know, like oh wait a minute, I'm not, you know, giving you anything. If I have to disclose who I am, absolutely absolutely.

Speaker 2: 26:40

If you have a culture of fear, a culture where people can't speak up and you might not know that that is the culture that's happening below you, you might think everything's fine. But if you have a high staff turnover or high sickness rate or people are just not happy, not performing, if you put a survey out that's anonymous, you are going to know exactly what's going on, because people might be fearful. They might think you know, I can't. I've seen director level staff. They were asked to complete a survey where they didn't have to put their email address in, but they had to put their job title. And in this organization you have one person with a job title director of sales. You've got one director of sales. So what you had is you had all of the directors. None of them completed the survey. So you're never going to know what's going on.

Speaker 1: 27:37

Right, right, no, no, that's like and that's so powerful because if you want that type of fun, workplace culture, trusted, yeah, you need to. You need to focus on it, all right, so give us some ideas of what can leaders be doing to draw, like, what are the fun, playful, creative? You have a number of things that you focus on that I noticed in your work, so give them some ideas of what it is that they could be doing.

Speaker 2: 28:14

Okay. So one of my favorite favorite things is to get your people into a room and do a brainstorming session and this could be a Coming to the end of the year. We want to see what's happened or looking forward. We don't see what has happened or we've got a new project coming up. You want to give every single person a place at the table. You want to bring everybody in brainstorming session. It could be a.

Speaker 2: 28:45

You can bring Lego in so Lego series play, where you take Lego in and people. You put people in in teams or pair people up and they build a Lego house or they build something, or they create something. Or they create the future of the company or the next, the next product that they're going to launch, or they create something. They're ideal customer or something. They create something in Lego and what you do is you pair people up so you break down the hierarchy, so you pair people up with. You have a director with a customer service representative right, and you really get people bonding, talking, creating something Without those hierarchies. Said, that's one thing. Lego into meeting rooms it's great fun. You can have it where you a love storytelling a love storytelling so you can say to your people what you to pair up, and I want you to write the company's Closing statements. The same we've had to close in five years time we're not successful. Write the closing statements and write exactly why we closed. Now, what you're going to do there is you're going to have people who will tell you in a story why the business is closed, and then you'll know all the things that are wrong with your company. But it's in a safe environment because I'm just telling a story. They're just doing something that's good, fun, right? You can do things like you can book. You can book days where they go and they Go to an art class. Send them all to an art class. You can have sessions where you have a Community income in, or you have somebody come in and do a motivational speak. Yes, you can. There's lots of things that you can do that really help everybody.

Speaker 2: 30:45

But one very effective thing that every single manager needs to be doing is having fun, regular meetings with their people. And when I say fun, you can say, okay, I'm going to be meant monthly once our meetings or fortnightly once one meetings with all of you. But it's going to be a bit different. We're going to go out for walk. We're going to go to the local coffee shop, we're going to walk around the lake and and just have a conversation. You're going to come into my office and I've got fidget cubes and fidget spinners and we're just going to play. Or you're going to come into my office and we're going to build some Lego. Or come into my office and I've got some music on and we're just going to have a fun conversation. And just Don't make it so scary, don't make it a big thing. Oh my gosh, I don't do this.

Speaker 1: 31:36

Just make it simple, fun and Engaging what about those individuals that they are not in an office? They're disparate and you know what are they doing to ensure that they can have that same type of fun, but through a screen.

Speaker 2: 31:55

So one of the great things I say is okay, I'm going to call you at 10 o'clock on Tuesday morning and we're going to have a conversation, but we're both going to be outside walking off phone, but we want to begin to be walking. We're going to be outside in nature. That works very well because, as human beings, we are designed to be sitting in man-made Buildings. We're not designed, if we go back to the start of humans. There's a reason why we're happy when we're in nature. There's a reason why we feel grounded when we're in nature, because we're born to be in nature. So get your people outside, get them walking around out in nature, get them moving, get them moving and get them moving. The other thing that you can do is give them time. Get to know them. So get to know what motivates them, get to know what interests them. Have they got children? If they've got children, make sure you're giving them time off Nativity plays, sports days, all the other things that parents want to be doing. Give them that time off.

Speaker 1: 32:58

Awesome, awesome. So tell me about your playful one-to-one checklist, because it's a free download that you're offering up our listeners and our viewers. They can find it at tinycc forward slash happy work checklist. Tell us about it.

Speaker 2: 33:16

So it literally gives it's a checklist. It's a fun and interactive few pieces of paper. It isn't totally time consuming, but it just gives you some ideas on how to have those fun, engaging, light-hearted conversations with your people. And don't get me wrong, I'm fully aware that there's people that don't perform. There's people that need to have those different conversations, with those people that need to up their game. This is about creating a culture where they know they're supported and they know that they have everything. We're giving them everything. We're invested in them. We're giving them what they need to enjoy the work. So I want to uncheck this. It's a guide to say if you have people reporting into you, you have to have your regular one-to-one meetings with them. That's non-negotiable. Non-negotiable. If I can't, it's going to be that, say, you have a five-minute conversation at the coffee machine. That isn't enough.

Speaker 1: 34:19

Right, right, right. What does it need to include in that one-to-one? Like? You say, five minutes isn't enough. Why is that and what is it?

Speaker 2: 34:28

So you need to give your people the space to get to know you. You need to get to know them. You need to build trust. You need to find out about them. You need to know what makes them tick. You need to know what really drives them, motivates them. You want their ideas. You want to know what's going on. What's going on, what hasn't went well, what you can support them with what training? Where does it want to be in five years' time? What can you do to support them? You want to know everything about them, because the most effective thing that you can do is find what makes them tick, find why they're there, find what they want to achieve in the future and help them get there.

Speaker 1: 35:03

Absolutely. Woohoo, sweet, that is so awesome. Thank you, oh my god, that was so awesome. Yes, help them get there. That's your job, right, as leaders. That's your job, tamsen. This has been fabulous. I want to remind everyone go to tamsenhaulcoachingcouk to learn all about Tamsen and the work that she's doing, but also go to tinycccom or slash happyworkchecklist. You can also find it on her website. So do that, and, at the same time, instagram. Follow her on Instagram at Tamsen Hall Coaching, and we'll have all of these links and information also in the show notes. But, tamsen, thank you so much. This has been fabulous. I so appreciate the fun and the productivity that we've had in the short period of time together.

Speaker 2: 35:58

Thank you so much for having me. It's been fabulous to chat to you. Thank you, yes, thank you All right.

Speaker 1: 36:04

Who doesn't like to have fun at work not only in life but at work? And our guest, tamsen Hall. What a powerhouse she was and gave us tons of very actionable, very usable tips and insights and strategies that we all could be using as leaders to really bring and build a culture of fun and work. So she kind of walked through the business psychology. She has a degree in business psychology, so she helped us understand why business psychology and if leaders really understood what that was and how to implement it, they would be a lot more successful in really engaging their people and having their people be even more committed, more productive and effective.

Speaker 1: 36:50

She then went into in order to build a team, you have to do it one individual at a time. If you want a successful team, you need to get to know that individual team member and then the other individual team members, so forth and so on. So then all of a sudden, you have a good understanding of your collective team and the more you understand about them, the more you're connected, the more you are building a relationship and therefore you know exactly what they want, don't want, what they need, don't need, and find the ways that are going to allow you to make them as powerhouse of contributors to your business as possible. All right, she then went on to talk about authenticity and how every individual that walks in the door of your business or your team, whether that's remotely or not, they really need to feel safe, to be themselves and to be as authentic in their own skin as opposed to, you know, taking on a persona that then either diminishes or really erodes their contributions, their skills, their talents, their ability to really maximize their contribution to the business. She talked about you know you deciding do you want a culture of fear or do you want a culture of fun, and why it's so important to kind of lean on the air, air on the side of build a culture of fun, because it will lend itself greatly to the success of you, your team and the business.

Speaker 1: 38:28

And then, lastly, like I said in the introduction, she did provide a list of activities that you could be doing with your team members as a collective team and individually, one-on-one. So I hope you walked away with some great tips and ideas and insights and, if you did, we'd love to hear about them. You can always go linked in at Bernadette Beaux and either direct message me or create a post, or look for one of the posts that we provide and provide your feedback, your comments, your questions, all right, and I am so happy that you are with us this week and look forward to having you right back here for another episode of Shedding the Corporate Bitch. Have a great week. Bye.