Nature remains a source of inspiration in various spheres of life, and human resources are no exception. Simon Crawford Welch, Leadership & Executive Development Coach, highlights intriguing behaviors in wild geese that can be applied to team dynamics. For example, geese achieve more together than apart. By flying in a V formation, each bird's wing flapping creates lift for those behind, resulting in a 72% greater flying range for the flock compared to flying solo. This demonstrates that when we share a common direction and sense of community, we can reach our goals more efficiently by working together and supporting each other. Here are a few more interesting facts from nature: Collective Responsibility. "Geese understand that they all have a responsibility to take their turn to lead the formation. When the lead goose tires, it moves back into formation and another goose flies to the front to take its place. Like geese, we depend on each other’s skills, capabilities, gifts, talents and resources and this shows us that when everyone plays their part and shares the challenges of leadership and work, it is to the benefit of every individual." The Power of Positivity. "When in flight, the team of goose honk to encourage those at the front to keep up their speed. This positive reinforcement is a reminder to us all of the importance of giving praise and showing kindness to one another, particularly when things become difficult or the pressure is on". Have you observed any animal behaviors that could be applied to teamwork and leadership? Share your ideas!

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At Chivas Brothers, part of the Pernod Ricard Group, Rowan Ahmadi-Nameghi and Pam Herries have been working together in the head of internal communications and culture role for six months in a job share arrangement 👯‍♀️ Here's what they had to say about their experience. Rowan Ahmadi-Nameghi: "Navigating maternity leave with my second child, I faced a whirlwind of time constraints and nursery bugs. I love my job but I knew it’d be impacted in the new context, and I would need flexibility upon my return. I proposed a shift in roles and responsibilities to work three days a week. Immediately, HR and my manager suggested a job share – an unexpected twist that I gladly embraced". Pam Herries: "We split our time equally, working three days a week with a critical crossover day on Wednesday. This is the optimum solution so that there is dedicated time for team handovers, knowledge sharing and co-creation". Rowan Ahmadi-Nameghi: “While all stakeholders were excited about the concept, we had to quickly prove we could make it work. It took months to model and test our systems of work because it was new, and we had to do it on the job”. Pam Herries: “We created a constant feedback loop with our team, to ensure they were getting what they needed. We adapted as went along, and managed expectations of senior stakeholders and our peers”. Source: HRMagazine Share your thoughts: - Have you implemented job sharing in your organization? How did it work out? - What challenges and benefits have you observed with such an arrangement? - Could job sharing be a viable option for senior roles in your company? Why or why not?