How can you build strong relationships with your team in sustainability?

As a young professional in corporate sustainability, you prioritize building strong relationships within your team. Recognizing the importance of understanding your team's goals, values, motivations, and aspirations, you seek to align the collective vision and mission. By exploring how team members measure success and impact, you aim to foster a shared sense of purpose. Additionally, you appreciate and leverage the diversity and strengths of your team. Furthermore, you stay attuned to the new European Sustainability Reporting Standards, ensuring alignment with evolving regulations from the European Union.

Go bottom-up. Forget about top down policies. Find out how your people want to be involved. Meet them where they are at. Find young talent in your organization and give them resources to become your sustainability champions and community builders. Let them define their processes, rules and means of input. True sustainability is co-created bottom-up. Engagement isn’t a one off and ideally it’s inclusion: always on presence, voice and influence of your most important stakeholders. Start with your employees.

Corporate sustainability work can be particularly challenging because it takes a change management approach and you are often trying to influence other teams throughout the organization. This can often put additional pressure on sustainability team-mates when others at the organization don't understand the value of corporate sustainability. You can fully support your teammates by providing a safe atmosphere for them to share their frustrations/challenges. This support is essential and will help them perform at their very best and avoid burn-out.

Nachhaltigkeit und ESG ( Environment, Social & Governance) kann für ein Unternehmen einen nachhaltigen Wert schaffen. Einen Impact und Purpose in Rahmen der Unternehmensstrategie zu machen, ist gerade für junge Mitarbeiter und GenZ wichtig. Meine Erfahrung hat mir gezeigt, dass globale Teams mit einer klaren Zielsetzung und einem Programm an dem alle Mitarbeiter partizipieren können zu einer positiven Unternehmenskultur und besseren Performance beitragen kann. Eine Nachhaltigkeits- Strategie sollte nicht nur die eigene Supply Chain im Unternehmen betrachten, sondern auch Kollaboration mit Kunden, Lieferanten und lokalen Communities holistisch betrachten.

It is very important to monitor and coach your team and define their KPI for continuous improvement. Challenge them to come up with ideas and solutions to overcome some sustainability challenges. These challenges might be in one of the following pillars - Governance - People - Process and Systems - Technology -

Effective communication is the backbone of strong relationships in sustainability. Open and honest sharing of information, feedback, and ideas, coupled with active listening, builds trust and understanding. Addressing conflicts constructively rather than avoiding or escalating them fosters a positive work culture. This transparent communication style not only strengthens your professional bonds but also contributes to a supportive atmosphere where everyone feels heard and valued.

Transparency, collaboration, and respecting your team's ideas are vital. Creating activities that involve them enhances cooperation and is crucial for success in sustainability projects. Building a close and inclusive working environment fosters a strong and united team, driving positive outcomes in the field of sustainability.

Challenges could make your team better teammates and effect positive on team sprint. For sustainability team there are mostly many challenges because of the complexity of the topic. Data collection and strategical decision processes can be percieved stress factors. Long term Planning with flexibility and agile management could be helpful for these teams.

Sustainability is a political and emotional topic in a company. The different perspectives, experiences and knowledge in the area of sustainability must be recognised and respected in order to achieve joint success. As in any other team, it is therefore important to communicate openly, transparently and, above all, objectively. This is the only way to ensure mutual understanding and effective teamwork.

Knowing the different life realities of your team can help build a close relationship and promote empathy in communication. Great leaders inspire by always involving their teams in discussions where they can bring their life experiences as a way of collaborating with the challenges experienced by the entire team. An example is what sports coaches do before and after matches, giving the opportunity for team members who have leadership skills to influence their colleagues to participate and contribute to mutual growth.

In the context of sustainability, it's crucial to adopt a transformational mindset and aim for industry leadership. To achieve this, it's important to: 1. Engage your team in rigorous research and ongoing learning to stay informed about the latest developments and trends in sustainability. 2. Encourage an innovation-driven approach that spurs creativity and the development of cutting-edge solutions. 3. Foster a competitive edge in the market by empowering your team to continuously seek new opportunities and methods for sustainable practices.

Going to learning events as a team is beneficial to engage in learning and innovation, and also to build team dynamics. Sometimes it's motivating to get out of the office and learn from others in a different setting. I recently took a few of my teammates to an open summit at a nearby university. We spent the day learning from others, talking through new ideas, and bonding. We left feeling inspired and energized!

In the ever-evolving world of sustainability, adopting a growth mindset is key. Encourage your team to embrace the winds of change and the waves of uncertainty. How? By making learning and innovation your team's guiding stars. Dive into the dynamic depths of sustainability, where adaptation isn't just a survival tactic, it's a thriving strategy. Champion internal and external learning, foster a culture where experimenting with new ideas isn't just accepted, but celebrated—yes, even the failures. It's not just about enhancing skills and knowledge; it's about sparking creativity and keeping the team's growth engine running at full throttle.

Sustainability demands constant adaptation and improvement. Encouraging a culture of learning and innovation within your team is essential. Embrace change, promote experimentation, and celebrate both successes and failures. By fostering a growth mindset, you enhance your team's skills, knowledge, and creativity. Actively seeking new opportunities and solutions contributes to the dynamism required in the sustainability field.

Like any new domain world of Sustainability is facing its share of Challenges & opportunities. We need to embrace culture of continuous learning & innovation to achieve transformative impact. We just need to do 3 things correctly - 1. We need to stay ahead of the curve. This means we need to be adaptable and lean in our Operations. 2. We need to embrace Experimentation and adopt Risk-taking attitude. See, every innovation demand capital and the stakeholders should invest enough in Innovation to achieve SDGs 3. Think From the First principle approach Continuous learning & Innovation is critical.

In the challenging landscape of sustainability, regular and sincere recognition is vital. Expressing gratitude for your team's efforts, both individually and collectively, boosts morale, motivation, and loyalty. Providing rewards and incentives for achievements and positive behaviors further reinforces the value placed on their contributions. In a field with high expectations, acknowledging and appreciating your team's dedication fosters a positive and supportive work culture.

Encouraging people to contribute requires the modern leader to have a genuine interest in the relationship with his team. To promote people's sincere participation, it is necessary to build a relationship of trust, which allows them to share their skills, victories and defeats, without being afraid of being judged.

Each teammate brings a unique perspective, background and experiences to the table. Allowing each teammate to have the opportunity to share their ideas and the experiences that led to those ideas will enable the rest of the team to understand them better. This will build strong team dynamics. It will also them to feel comfortable sharing their ideas and then we all get to learn from their experiences.

Absolutely recognise their contributions and, just as importantly, create opportunities for them to contribute. I recently saw that some offices are doing second hand secret santa's for instance. They can only gift items from charity shops or a personal belonging of theirs. You can create many such initiatives by asking your team to come up with ideas in which the office / company can be more sustainable. Ideally these contributions are also aligned with employee interests and values which will drive even higher team engagement.

I could talk all day about this one. The only time a leader should say I is when they are taking responsibility for a miss. All wins and recognition goes to the team. My dad used to say to criticize in private but praise in public. Pour into the team and they will outperform any expectations you have.

I've had 2 amazing bosses that made it a priority to ask and get to know me on a personal level. They asked about my weekends, family, etc. They reminded me that we all have lives outside of work and that is what drives us at work. Sure, you are their boss and have to make tough decisions and with that comes the responsibility. But it takes 2 seconds to ask the team about their plans for the weekends or if the family is going well. At what point was it 'uncool' to talk about our lives at work. My values and family are what drives me. Fully support them and to do that you have to understand them and takes getting to know them. You won't regret it.

The main responsibility of good managers are health of their teams. To work effective is taking rest essential. Sustainability teams are coordinating other teams, managing stress and challenging with changes. There are many regulations to implement which could make the processes more complex especially for small teams. Listening the needs of team and taking responsibility are must haves of sustainability managers.

Soziale Nachhaltigkeit kann auch in HR-Programmen für Mitarbeiterschulung- und entwicklung sehr wertvoll sein. Themen wir Work-Life Balance, Resilienz, mentale Gesundheit und Stressbewältigung unterstützen Teams bei der Bewältigung neuer Aufgaben. Auch Programme zur physischen Gesundheit. z.B. Förderung von Sportprogrammen oder Nutzung von Fahrrad, ÖPNV können Mitarbeiter motivieren.

Sustainable environmental practices can be important for talent attraction and retention, especially for the emerging generation of young workers. Well-being should be blended across three domains - work design, the workforce, and the workplace - to bridge environmental and societal factors effectively. Corporate leaders are beginning to make long-term commitments to well-being strategies, driving policies, procedures, and practices that promote well-being and positively influence workplace culture and the employee experience.

Greenwashing, the deceptive practice of misrepresenting environmental credentials, undermines genuine sustainability efforts and erodes consumer trust. Companies that engage in greenwashing often prioritize short-term gains over long-term environmental responsibility, jeopardizing the integrity of the sustainability movement. Consumers must remain vigilant, scrutinizing corporate claims and supporting companies that demonstrate authentic commitment to sustainable practices.

When it comes to having a cohesive team in sustainability, it's essential to: 1. Prioritize regular consultations with your team for inclusive decision-making. 2. Acknowledge the team's hands-on involvement in developing sustainability projects. 3. Instill a sense of value and ownership within team members, encouraging them to contribute with an entrepreneurial mindset. 4. Empower your team, recognizing them as vital assets in driving innovation and success in the sustainability field.

Meiner Erfahrung nach ist die Einbeziehung interner und externer Stakeholder extrem wichtig, um die nachhaltige Transformation voranzutreiben. Gemeinsam mit Management und Experten realistische erwartungen und Ziele im Bereich Nachhaltigkeit abzustimmen und zu kommunizieren ist essentiell wichtig. Dies sollte angepasst an den Wissensstand sowie des Arbeitsbereiches des Teams liegen, z.B. soziale Nachhaltigkeitsziele sollten mit der Personalabteilung abgestimmt werden.

Empowering your team by involving them in decision-making and action strengthens relationships. While leaders may have the final say, consulting with and soliciting input from team members fosters a sense of ownership and accountability. Delegating tasks according to individual skills and interests enhances engagement. By acknowledging the collective wisdom of your team, you not only make more informed decisions but also cultivate a collaborative and inclusive work environment in the sustainability industry.

In my previous role (as a CEO at a software start-up) we would start our Monday morning meets, with the recommendations of our most junior staff members. These were the people who were on the phones or emails with our customers every minute of every day. They knew why some people loved us and, as importantly, why others were turned off. An honest discussion then ensued, more often than not with the more experienced members of our team having their theories disproved or suggestions stymied by the forward thinking juniors who had pre-empted their line of quire! Empowering your team is the best way of challenging yourself and your peers.

The sustainability team consists of different "experts" for the various topics that are dealt with there. Due to their individual specialist expertise, the involvement of the entire team in decision-making and actions is therefore of high strategic relevance. A uniform understanding of objectives is a basic prerequisite.

Dive into the art of team empowerment for sustainability success. As the maestro of your team, you're in the driver's seat, but remember, it's a carpool, not a solo ride. Encourage your team to navigate alongside you, giving them a say in decisions and actions that shape their work landscape. It's not just about asking for their two cents; it's about valuing their insights and tailoring tasks to their talents. This approach isn't just about checking the participation box; it's a masterstroke for boosting engagement, fostering a sense of ownership, and nurturing accountability. In the symphony of sustainability, every team member's voice is a crucial note!

Care personally while challenging directly - this comes from Kim Scott's Radical Candor approach, and I find it has helped me a lot at work.

Las opiniones sobre los temas relacionados con la sostenibilidad puede llegar a tener tantos ángulos como personas a las que les apasiona el tema; en este sentido es importante entender que hoy las opiniones se basan en el conocimiento y/o experiencia individual y, por lo tanto, en cuestión de días pueden evolucionar. Así, construir equipos en temas de sostenibilidad requiere entender que siempre existirá la diversidad en opiniones y, como consecuencia, nunca existirá la verdad absoluta. Como dirían los historiadores, en el momento en que encontremos nuevas evidencias, la verdad que conocemos hoy puede cambiar completamente. Acepta y ocúpate por: Tener diversidad de opiniones y Disfrutar del cambio constante en procesos y opiniones.

Aim big. Deliver small. How can you break an overall goal into smaller, more achievable chunks? Let's say, you want to become a paperless office. You could sneak in and remove the 3 printers you have dotted around the place under cover of darkness. Next morning? Chaos! Instead, engage with the team to imagine a world without the printers. How would you cope? What would you do instead? What might improve? Suddenly, people are invested and their opinions matter and they care about the difference they make. Wean the team off printing and they become more digitally savvy too, uncovering skills hitherto laying dormant. In summary: - Break work into chunks - Engage the team - Highlight the benefits - Address shortfalls - Succeed!

Beyond 6 essential tips, here are additional strategies to foster cohesive and engaged team: 1. Foster Shared Sense of Purpose - Clearly articulate organization's sustainability mission and values, ensuring that team understands and aligns with the overarching goals. 2. Champion Collaboration and Teamwork - Encourage open communication, collaboration, and knowledge sharing among team members 3. Recognise Individual and Collective Achievements 4. Encourage Regular Feedback and Reflection - Establish regular feedback loops to encourage open communication and provide opportunities for team members to reflect on their contributions and growth areas