It is necessary to define sustainability in relation to your organization's objectives, core values, and methods of operation in order to make your teams and employees sustainable. The goal of this definition should be resilience and long-term viability, taking into account social, environmental, and economic factors. Put into practice programs that enhance employee well-being, ensure fair labor practices, encourage diversity and inclusion, lessen carbon footprint, and engage in continuous training and development. Promote an innovative and flexible culture to address shifting consumer needs and social norms. Assess and modify your sustainability initiatives on a regular basis to meet changing demands and obstacles.

Even with a clear definition of sustainability, I encountered a situation at a previous client where the managers showed little interest in it. This highlights that while defining sustainability is crucial, it's even more critical to effectively communicate to all employees and teams how building the company's sustainability together benefits everyone.

To make a welcoming, nurturing and psychologically safe atmosphere in the team sustainable over time, the only way is to ensure that everyone feels Alive at work. Not happy, passionate or inspired by their job, but Alive. This is key to ensuring everyone will stay committed, motivated and healthy. There's only one thing that makes people feel Alive and that is self-expression. Your job as a leader is to create an environment where individuals can fully express themselves at work (their gifts, their vision, their ideas, their values and all that makes them, them) and leverage what they bring to the world. Build a team where people can bring who they are into what they do and it will be sustainable by definition.

Sustainability must be defined for each company and the industry it operates within. Components such as growth and risk tolerances, capital needs and resources are major factors to consider, but the key is the foundation for which all of this is built upon. Foundational aspects of strong companies include: A values based culture. Define it, profess it and live it within your company. It will become a lense in which you make decisions. A clear vision complete with expectations and accountability connects employees mission to the overall company impact objectives. This ensures alignment and maximized fulfillment for each team member knowing they and their contribution matters! Communicate, Keep it simple, and be intentional.

In today's fast-paced society, growing a sustainable team means creating a work environment that supports each employee, by offering flexible work arrangements, and professional development opportunities, while also remaining resilient towards the dynamic market forces. This caters to our research findings that highlighted that employees do of course seek a sense of stability through income, but not for the cost of job satisfaction. It’s about empowering new starters and existing employees alike.

In multinational companies operating across diverse cultures, standard sustainability assessment methods may not account for local communication styles. Incorporating safe spaces and anonymous feedback mechanisms is crucial, especially in countries with indirect communication norms (like Indonesia or Japan), to ensure sustainability. This approach adapts global practices to local contexts, fostering an inclusive environment where all employees can contribute to sustainability efforts effectively.

TIP - Begin with a personal sustainability assessment. Before advancing sustainable practices within your team or organization, evaluate your own sustainability. Reflect on your work habits, balance, and how your actions influence both your well-being and that of those around you. Consider factors like your capacity for resilience, your approach to work-life integration, and how you manage stress and workload. Understanding your sustainability sets a foundation for authenticity and leadership in fostering a sustainable work environment. This self-awareness is crucial, as it not only impacts your effectiveness but also serves as a model for others in prioritizing and achieving sustainability in their professional lives.

Growing a sustainable team today means creating a learning environment where there is a constant state of improving and growing; having systems in place to see if everyone is adapting to change and making adjustments as needed to reach the mass. There has to be a focus on promoting self-care the same as promoting productivity. It will be important to have tools in place to evaluate how well your actions are holding. One of the challenges in organizations is creating systems, activities, and not monitoring to see if they are successful. This sometimes leads to disappointment with employees because there is no consistency in maintaining sustainable teams. Tools and systems have to be monitored and improvements with feedback from employees.

Only 3% of the organisations use metrics to take measures on sustainability. If your goal is Net Zero by 2050 (like most of the org within the UK), measuring baseline is critical before making any useful progress. Leading banks such as Barclays, Santander spends approx >50 focus on sustainability financing to adapt net zero targets.

Disrupt traditional employee engagement by integrating sustainability into the company culture, fostering a sense of purpose and responsibility through innovative initiatives that empower teams to actively contribute to environmental and social goals. Strategically incentivize sustainable practices by linking them to performance metrics, disrupting conventional reward systems to motivate employees towards eco-friendly behaviors, creating a positive cycle of sustainability-driven success. Support a culture of continuous learning and disruptive thinking by providing resources and training programs that encourage employees to explore and implement sustainable solutions, positioning your teams as dynamic contributors to a greener future.

Support isn't just about perks. It's creating a workplace where sustainable practices are the norm. Don't just talk about work-life balance, model it! If managers are emailing employees at midnight, it sends a terrible message. Think beyond the foosball table and towards a systemic change. Tips: Implement "focus hours," where meetings are discouraged. Offer training on time management and productivity, not just technical skills. Normalize and encourage taking breaks and fully utilizing vacation time.

Supporting sustainability within your teams involves creating an environment where sustainable practices are integrated into daily operations. For senior executives, providing robust support for sustainability is key to driving organizational change and ensuring that sustainability becomes a core aspect of the team's identity. It's about leading by example and demonstrating a genuine commitment to sustainability. Senior executives should be seen actively participating in and advocating for sustainable practices. By actively supporting sustainability, senior executives can foster a team culture that ensures that the team not only succeeds today but is also poised for future challenges and opportunities.

Resilience-building - for individuals, teams and cultures - is key to supporting sustainability. By developing resilience skills, such as mindfulness, nervous system regulation, and mindset reframing, employees increase their ability solve problems, communicate effectively, and adapt to change. A resilient workforce can lead to increased productivity and higher levels of job satisfaction, which can positively impact company performance.

Supporting sustainability means providing the necessary resources and infrastructure to help your team succeed. This could involve investing in better technology, offering flexible work arrangements, or providing access to wellness programs. By showing your team that you’re committed to their well-being, you’ll foster a more engaged and motivated workforce.

Making employees and teams sustainable involves fostering a culture of sustainability, providing the necessary resources and training, and aligning sustainability goals with overall business objectives I think integrating sustainability into the company culture is the first but most important step. Secondly, educating & training by creating awareness programs to educate employees about sustainability issues and the company’s sustainability goals Thirdly, Include sustainability responsibilities and objectives in job descriptions and performance reviews. Encourage sustainable behaviors by incentivising and recognizing employees. Lastly Implement systems to track and report on sustainability metrics at the team and individual levels.

Empowering employees, demonstrating and appreciating each member's value, and developing a cohesive team where people feel heard and spoken to rather than "spoken toward" are critical to creating a sustainable team. A team is only as strong as the weakest link, and if one of those links feels undervalued, it can and will impact the entire team and motivation level. This is exceptionally true when working within change management or in developing new programs that affect the overall posture of an organization.

Don’t ignore your mid-level managers in sustainability efforts! Even though most often strategic sustainability efforts start with the CEO setting the tone, leadership from the top isn't sufficient alone. Sustainability must be integrated across all departments. I find that the success of these initiatives often hinges on mid-level executives and team leaders. These individuals, ranging from just below the C-suite to functional people managers, are vital in balancing organizational sustainability and financial goals. They can ready their department or function for larger initiatives, embed sustainability deeply within the company culture, and collaborate across different departments.

To empower sustainability, initiate conversations with your team about how they will take ownership of their own sustainability. Encourage them to brainstorm further and come up with additional ideas. Ask them to come back to you with a plan for your they will empower sustainability. Remember your role as an executive leader is to ask questions, provide feedback, and let the team take the lead on actions.

Empowerment is crucial because it fosters a sense of ownership and responsibility among team members, driving engagement and innovation in sustainability efforts. When team members feel empowered, they are more likely to take initiative, propose new ideas and commit to the long-term success of the team's sustainability goals. This bottom-up approach can lead to more sustainable and impactful outcomes. Allow team members to take ownership of sustainability projects or initiatives, giving them the autonomy to make decisions and drive changes. By empowering team members, senior executives can cultivate a culture where sustainability is an integral part of the team's identity and success.

Sustainability is an ongoing journey that demands continuous reflection and adaptation. Regular reviews allow you to gauge the effectiveness of your sustainability initiatives, which is essential. This involves assessing the impact on employee satisfaction, team performance, retention, and well-being. Seeking feedback from your workforce is crucial, acknowledging both accomplishments and challenges. Additionally, benchmarking against industry standards and learning from successful sustainability leaders provides valuable insights for refining your organization's practices. Embrace this iterative process to ensure your sustainability efforts remain dynamic and aligned with evolving goals.

Reviewing sustainability within your teams is an ongoing process that involves regularly evaluating how well the team's practices align with established sustainability goals and identifying areas for enhancement. This review ensures that sustainability efforts remain relevant and responsive to changing circumstances and new insights. For senior executives, periodic reviews of sustainability initiatives are crucial to gauge their effectiveness and demonstrate a commitment to continuous growth. By regularly reviewing sustainability efforts, senior executives can ensure that their teams are constantly growing in their sustainability practices, aligning with organizational objectives while fostering a culture of continuous improvement.

Nurturing sustainability in employees and teams involves fostering a culture of holistic well-being. Beyond traditional measures, consider incorporating initiatives that prioritize mental health, work-life balance, and skill development. Provide resources for continuous learning and professional growth, creating an environment where individuals thrive not just professionally, but personally. By acknowledging and supporting the diverse needs of your workforce, you cultivate a sustainable team that is resilient, adaptive, and capable of long-term success.

Remember, sustainability starts from the top. If the C-suite is exempt from sustainable practices, the message is clear. True change needs company-wide buy-in. It also means walking the walk— if you claim to be a values-driven company, your business practices need to align with those values, including those around sustainability.

In my experience, making employees and teams sustainable involves fostering a culture of continuous learning, well-being, and adaptability. Encourage professional development through training, mentorship, and opportunities for skill diversification. Promote work-life balance with flexible working arrangements and policies that prioritize mental health. Implement sustainable business practices that resonate with employees' values, such as environmental responsibility. Encourage collaboration and open communication to build a supportive team environment. By investing in employees' growth and well-being, you create a resilient, motivated, and sustainable workforce.