Hopes, Fears, Ideas - Use This With Your Team This Week
The New Year offers up an opportunity to shift gears and achieve more, and this technique can provide this. Here's how...plus the best cracker joke of Christmas 2024.
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But first….the best cracker joke of Christmas 2024….
Q. Why did the person always get so angry about having no bread in the house?
A. Because they were “lack toast intolerant”
Oh yeah…..you have to love that one!
A Fresh Approach to Team Check-Ins
When we think about the New Year, resolutions often come to mind—quickly followed by the nagging sense that they’ll be abandoned by the end of January (or maybe mid-February if we’re determined!).
But let’s set aside the cynicism for a moment.
The New Year is a fantastic opportunity for a team check-in and reset. It’s a chance to give your team breathing room to reflect and suggest changes for the year ahead. A well-executed approach can empower your team, ensuring everyone feels heard and ready to hit the ground running.
One technique I’ve been using with my team is called “Hopes, Fears, and Ideas.”
It’s a variation of the classic “Stop, Start, Continue,” but with a stronger focus on emotions and feelings—drivers that can significantly impact team performance. While “Stop, Start, Continue” can feel a bit clinical (great for program managers - you cold hearted lot), “Hopes, Fears, and Ideas” dives deeper into the team’s emotional landscape, finishing on a practical and action-oriented note.
Let’s break it down…
Hopes
Start by asking your team what they hope for in the coming year. This taps into the core reasons they’re part of the team and what motivates them. Hopes highlight areas you need to nurture or prioritise to meet their needs and aspirations. It’s a positive and energizing way to begin the conversation.
Fears
Next, explore their fears. This gives your team the opportunity to surface worries—whether it’s about organizational drift, risks, or potential challenges ahead. Acknowledging fears helps you address blind spots, resolve potential conflicts, and reassure the team.
(Top tip: You’ll always uncover at least one blind spot when you ask this question. Guaranteed or your money back!)
Ideas
Finally, ask for their ideas. After reflecting on hopes and fears, your team will be primed to suggest solutions—ways to realise their hopes or mitigate their fears. This step empowers them to take ownership of strategies and solutions, creating a stronger sense of commitment to the team’s success.
How to Implement “Hopes, Fears, and Ideas”
The most effective way to collect this input is through an anonymous survey. Anonymity gives people the space to be honest and candid, but always leave the option for them to include their name or reach out directly.
Once you’ve gathered the responses, identify key themes and share them back with the team in a follow-up meeting. This not only shows you’ve listened but also builds trust and alignment for the year ahead.
What do you think?
Could this work for you?
Or have you already tried it?
Drop a comment below and let us know your thoughts.
What to read next
How would you describe your current feelings towards 2025?
Thanks for reading - see you in the comments.
Martin
Do you think you will try this with your team?
This really taps into emotional intelligence, Martin, and the research is clear: leaders who lean into it have better outcomes. The key is building a culture where those types of leaders are placed in positions where they can create that culture.