Tractus Strategic Partners

What Got You Here Won’t Get You There ?? The leadership teams that succeed in the future won’t just be great at execution—they’ll be great at adaptation. Peter Hawkins’ Systemic Team Coaching approach pushes teams to ask: ? Are we evolving fast enough? ? Do we challenge each other with real accountability? ? How well are we preparing for the next big disruption? The best teams don’t just perform today—they build tomorrow. Ready to transform your leadership team? Let’s talk. #FutureOfWork #LeadershipTransformation #PeterHawkins #TractusStrategicPartners

Are Your Teams Future-Fit? ? Too many teams focus on their own internal processes and forget about their ecosystem. Peter Hawkins reminds us: High-performing teams don’t just serve their organization—they serve a larger system of stakeholders, customers, and communities. ?? Does your team think beyond its four walls? ?? Are you listening to stakeholders outside your team? ?? Is your leadership team leading or just managing? At Tractus, we guide leaders in designing teams that lead at scale. Let’s build teams that create real impact. #StrategicLeadership #HighPerformingTeams #PeterHawkins #TractusStrategicPartners

The 5 Disciplines of High-Performing Teams Great teams don’t just happen—they’re designed for success. Peter Hawkins' research highlights 5 key disciplines that make teams truly effective: 1?? Commission: Does the team have a clear mandate from leadership? 2?? Clarifying: Are roles, purpose, and priorities aligned? 3?? Co-Creating: How well does the team collaborate and challenge each other? 4?? Connecting: Is the team actively engaging with stakeholders? 5?? Core Learning: Does the team continuously improve? ?? Strong teams don’t just work in the system; they work on the system. Which discipline does your team need to develop? #LeadershipDevelopment #TeamEffectiveness #PeterHawkins #TractusStrategicPartners

The Future of Teams – Beyond Just Collaboration ?? Most teams don’t fail because of internal conflict—they fail because they aren’t designed for success from the start. Peter Hawkins, a pioneer in team coaching, emphasizes that high-performing teams focus not just on internal relationships but also on their stakeholders, purpose, and collective leadership. ?? Is your team set up for success? At Tractus, we help leaders build systemic teams that thrive in today’s complex world. Let’s go beyond teamwork—let’s create impact. #Leadership #TeamCoaching #PeterHawkins #TractusStrategicPartners

?? Tech Innovator: Morgan DeBaun Morgan DeBaun, Founder & CEO of Blavity Inc., turned a college idea into a multi-platform company by scaling smartly and empowering her team. ?? Key Insight: Her leadership highlights the importance of building a strong team, delegating effectively, and trusting employees to drive innovation. ?? Management Takeaway: Leaders who foster autonomy and align their teams with a clear vision can scale businesses efficiently and sustainably. Are you creating an environment where your team can thrive? ?? Learn More: https://buff.ly/42HBElO #BlackHistoryMonth #ManagementasTradecraft #ScalingTeams #BusinessGrowth

? Are your questions opening doors—or shutting them? In the Hidden Brain episode, Brooks highlights how the best communicators ask open-ended questions to foster engagement. Instead of yes/no questions, try: ? "What’s been challenging about this project?" instead of "Are you struggling?" ? "How do you see this playing out?" instead of "Do you think this will work?" In leadership, curiosity is a superpower. Open-ended questions invite reflection, encourage participation, and generate deeper insights. Next time you're in a meeting, pay attention to the types of questions you ask—are they prompting dialogue or shutting it down? ?? What’s your go-to open-ended question in team discussions?

We’ve all been in workplace conversations that feel…off. Maybe they’re awkward, unproductive, or just plain exhausting. In the Hidden Brain episode "We Need to Talk," Alison Wood Brooks highlights common trapdoors that derail conversations—ones that managers, in particular, should be mindful of: ?? The Purgatory of Small Talk – Ever get stuck in endless surface-level chatter? Small talk can build rapport, but too much of it keeps conversations from becoming meaningful. Great managers know how to bridge the gap between light banter and deeper discussions. ?? Lacking Conversational Curiosity – We often default to transactional communication at work: “Did you finish that report?” “What’s the update?” But when we fail to ask real, curious questions, we miss opportunities to truly engage with our teams. Try shifting from “Did you finish?” to “What challenges came up for you on this project?” ?? Failing to Listen – How often are we actually listening versus waiting for our turn to speak? One of the most common (but damaging) habits in workplace conversations is pretend listening. Managers who pause, reflect, and respond thoughtfully rather than rushing to reply foster stronger trust and collaboration. ?? Avoiding these conversation pitfalls isn’t about being perfect—it’s about being intentional. Take a moment to reflect: which of these trapdoors do you see most often in your workplace?

As managers, we often worry: Am I talking too much? Too little? Am I being clear? According to Alison Wood Brooks in the Hidden Brain episode "We Need to Talk," many of us misjudge how we come across in conversations. ?? Some managers dominate discussions, fearing silence or trying to establish authority. ?? Others hold back too much, thinking they should “let the team talk.” The truth? Effective communication isn’t about talking more or less—it’s about balance. One simple way to create this balance? Embrace silence. Pausing in a conversation: ? Gives others time to think, leading to more thoughtful responses. ? Shows you value what’s being said, fostering psychological safety. ? Prevents knee-jerk reactions, allowing for better decision-making. ?? Try this: In your next meeting, ask a question—and count to ten or twenty before speaking again. You might be surprised at what emerges.

Last week, I listened to a podcast that got me thinking about how managers interact and communicate with their team members. As leaders, we often focus on what we say, but how often do we reflect on how we say it—or how it’s received? In the Hidden Brain episode "We Need to Talk," host Shankar Vedantam interviews Alison Wood Brooks, a behavioral scientist at Harvard Business School, about the psychology of conversation. She explores why some discussions flow effortlessly while others feel awkward or unproductive, and why we often misjudge how we come across in conversations. This episode made me reflect on how simple shifts in communication—like asking better questions, embracing silence, or adjusting our speaking-to-listening balance—can have a major impact on leadership and team dynamics. Over the next few posts, I’ll share key takeaways from the episode that can help managers communicate more effectively. But first, I’m curious: What’s the biggest challenge you face when it comes to workplace conversations? ?? Listen to the full episode: We Need to Talk

?? Media Pioneer: John H. Johnson John H. Johnson transformed media by creating Ebony and Jet, giving Black voices a national platform. His work shaped public perception and representation, proving that leaders who control the message control the narrative. ?? Fun Facts: ?? First Black person to own property on Chicago’s Michigan Avenue ?? Served as a financial advisor to Michael Jackson ?? First African American on the Forbes 400 list ?? Key Insight: Leadership is about intentional communication. The way you frame a message shapes your organization’s culture, team engagement, and long-term success. ?? Management Takeaway: Strong leaders craft clear, compelling messages to unite teams and drive action. How are you shaping the narrative within your organization? ?? More: https://buff.ly/3EnGHxD #BlackHistoryMonth #StrategicCommunication #ManagementasTradecraft