Toolkit Tuesday: Leveraging 'The First 90 Days'

Today, I'm sharing a tool from my toolkit that has been invaluable in my career transitions: the book "The First 90 Days" by Michael D. Watkins. This framework is incredibly beneficial whether you're expanding roles, moving into leadership, or transitioning from a line level to an enterprise level role.

Attached is a quick summary of the book.

"The First 90 Days" provides a clear, actionable roadmap for anyone stepping into a new role. It's a must-read for those looking to make a strong impact from day one.

Check out the book for more detailed insights and strategies to help you succeed in your new role! Thanks to Edgar Aguilar for sharing this tool with me early in my leadership journey, it has become a core part of my toolkit, and is leveraged often!

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Toolkit Tuesday: Networking - 'Never Eat Alone'

In this second edition of 'Toolkit Tuesday' I am sharing a resource that I have shared with countless family members, friends, and clients, and it is truly a resource that shifted my career trajectory. Shout out to Rob Barrale for his wisdom in pointing me to this great tool! Not all my tools will be reading resources, this one is just a great follow on from the first tool shared, and a great resource for personal and professional growth. Here is a summary from the book:

https://lnkd.in/gAw2AYFE

Today's Toolkit Tuesday Update: Creating a Successful Meeting - Introducing the F.O.C.U.S. Framework

Step 1: Formulate the Purpose

Before the meeting, clearly define the problem the group is working to solve or the specific question that needs answering. What’s the core issue on the table? Identifying this purpose is the first step in ensuring everyone is aligned and ready to contribute meaningfully. As an example, Instead of a topic titled “Budget,” consider a question such as, “How will we reduce our technology spending by 1M by the end of Q4”?

Step 2: Outline Expected Outcomes

List the expected outcomes and decisions that need to be made during the meeting. What are the goals? Whether it’s collaborating across business teams, generating ideas, or making a final decision, outlining these outcomes helps participants stay focused and ensures the meeting stays on track. It also helps invitees understand if their expertise will be helpful in the meeting, or if other expertise is needed.

Step 3: Conduct the Discussion

Engage the group in a focused and collaborative discussion. Keep the conversation aligned with the meeting’s purpose and driving towards outcomes. Create a safe environment where participants can openly debate, and challenge ideas to get to the best outcomes. Encourage participation and ensure all voices are heard.

Step 4: Underline Decisions and Actions

At the end of the meeting, summarize the key decisions made. Document what actions are needed, who is responsible for each task, and set clear deadlines. This is crucial for accountability and ensures that the meeting leads to tangible results.

Step 5: Send Follow-Up Notes

Within 24 hours, send out meeting notes summarizing the purpose, outcomes, decisions, follow-up actions, and assigned accountabilities. This reinforces the meeting's success and keeps everyone on track.

By using the F.O.C.U.S. Framework, you’ll turn meetings into productive sessions that drive real progress. If not the meeting organizer to apply the framework to their meeting. Remember, every successful meeting is one step closer to achieving your broader goals.

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Today you learn to 'Master Your Processes with SIPOC!'

Toolkit Tuesday time! This week we have a simple yet powerful diagram included below titled ' Control the Controllables'
In the face of change, challenging environments, or complex projects, it's easy to feel overwhelmed by factors outside our control. That’s where the 'Control the Controllable' Diagram comes into play. This tool helps you channel your energy into areas that truly matter—what you can control and influence—steering you closer to your desired outcomes. This can reduce overwhelm and anxiety and keep your focus on the work that will drive to your goals. I use this particular tool all the time, at work and at home (just ask my kids - we created one to help us navigate our time at home during the early COVID19 days).
I actually just used it yesterday as I was preparing to go to a women's leadership' networking event. These events do not come natural for me, and therefore I can get anxious or worse talk myself into not going. Instead, I used my friend the Control the Controllable diagram - here is how I used it:
Example: Preparing for a Networking Event
When gearing up for a networking event, there were aspects within my control:
Attitude: I chose to approach the event with positivity and openness.
Preparation: I researched attendees and rehearsed my elevator pitch.
Mindset: I focused on being present and engaging.

I could also influence:
Who I Met With: By seeking out specific individuals and initiating conversations.
How Many People I Meet With: by setting a goal time is effectively managed at the event
Follow-Up Actions: By planning and executing thoughtful follow-ups with new connections.

However, some factors were beyond my control:
Who Attended: The guest list was out of my hands.
Who Wanted to Meet with Me: Not everyone would be interested in connecting.

By directing my focus on what I could control and influence, I maximized my effectiveness at the event and minimized the stress of uncontrollable factors.
This approach isn’t just for networking—it’s a game-changer in any situation where uncertainty looms. Next time you’re navigating a challenging environment, remember control what you can, influence what you must, and let go of the rest. I was introduced to this tool by Andrea Butcher while I was in leadership at Mastercard and it has stuck with me ever since! Thanks Andrea!
hashtag#Leadership hashtag#ProjectManagement hashtag#Mindset hashtag#ChangeManagement hashtag#Networking hashtag#ToolkitTuesday

🔧 Toolkit Tuesday: Empowering Direct Conversations -SMI+R Framework

In any organization, challenges and misunderstandings are inevitable. But how we address them can make all the difference. One of the most valuable tools we can offer our teams is a structured framework for direct, employee-to-employee conversations before issues escalate to leadership.
Why is this important?
🔹 Fosters a Culture of Trust: Encouraging open dialogue builds a foundation of trust and respect among team members. It empowers employees to resolve conflicts independently and strengthens relationships.
🔹 Speeds Up Resolution: When employees feel equipped to address issues directly, resolutions can be reached more quickly, avoiding unnecessary delays and reducing the workload on leadership.
🔹 Encourages Ownership: Giving employees the tools to manage their challenges fosters a sense of ownership and responsibility. They learn to navigate difficult conversations, a crucial skill in personal and professional growth.
🔹 Minimizes Escalations: Not all issues require leadership intervention. By promoting direct communication, we can ensure that only the most complex or sensitive matters reach leadership, allowing for more effective use of everyone’s time.
The framework doesn’t have to be complicated. It can be as simple as setting clear expectations, providing conversation guides, and offering training on effective communication skills.
Let’s empower our teams to speak up, listen actively, and resolve challenges together. In the long run, it builds a more resilient and collaborative organization.
A framework I recommend is SBI+R (Situation, Behavior, Impact, Recommended Behavior - note if you look for this you will only see SBI, I added the R) Framework:
This model involves describing the situation, explaining the behavior observed, and outlining the impact of the behavior on the team or individual, and then providing an example of what a recommended/preferred behavior could be. The SBI+R Model is a powerful tool for delivering clear, focused feedback. This model helps to avoid generalizations and focuses on specific instances to facilitate better understanding and subsequent improvement.

Benefits of Using the SBI Model
Clarity: The SBI Model ensures that feedback is specific and clear, reducing the chance of misunderstandings.
Objectivity: By focusing on observed behaviors rather than personal attributes, the SBI Model helps to maintain an objective perspective.
Solution-Oriented: The model encourages dialogue and collaboration to find solutions and improve future performance.

How do you encourage direct communication in your teams? Share your tips below! ⬇️
hashtag#ToolkitTuesday hashtag#Leadership hashtag#Communication hashtag#Teamwork

Toolkit Tuesday: The GROW Model for Coaching Success
Last week we reviewed a tool supporting peer to peer feedback. This week I am including a tool that can be used leader to employee, project manager to team member, or mentor to mentee. It is called the GROW model.

Whether you're leading a team, mentoring an employee, or guiding someone through a career challenge, the GROW model offers a simple yet powerful framework for driving meaningful progress.

What is GROW? It stands for:
Goal: What do you want to achieve? Setting a clear, tangible objective is the first step toward success.

Reality: Where are you now? Honest reflection on the current situation helps define the gap between where you are and where you want to be.

Options: What could you do? Exploring all possible strategies and solutions opens the door to creative thinking and problem-solving.

Will/Way Forward: What will you commit to? Deciding on actionable steps and ensuring accountability are key to making progress.

How It Works in Coaching: By following the GROW model, coaches help individuals clarify their vision, face their current reality, brainstorm solutions, and commit to actions. It empowers the individual to take ownership of their growth while guiding them to breakthrough moments.

✨ Practical Application Example ✨ Imagine an employee struggling with time management. Using the GROW model:

Goal: Help them define a more organized, productive workday.
Reality: Discuss their current habits and barriers to efficiency.
Options: Brainstorm different time management strategies or tools.
Will: Agree on 1-2 specific steps they’ll implement, such as using a daily planner or limiting meeting time.

The GROW model fosters constructive conversations and supports personal and professional development.
How are you using the GROW model in your coaching or leadership? Let’s discuss in the comments! hashtag#ToolkitTuesday hashtag#Leadership hashtag#Coaching hashtag#GROWModel

It’s Toolkit Tuesday and today we are back to my book shelves with the top 5 lessons from one of the greatest books on leadership- ‘Good to Great’ by Jim Collins.

Level 5 Leadership: Great companies are led by Level 5 Leaders who blend personal humility with professional will. These leaders are ambitious for the company, not themselves.

First Who, Then What: Successful companies focus first on getting the right people on the bus and the wrong people off it before deciding on the direction to take.
Confront the Brutal Facts: Great companies face the reality of their situations honestly and openly, using these facts to drive decisions and improvements.

Hedgehog Concept: To achieve greatness, companies need to identify their core passion, what they can be the best in the world at, and their economic engine—then focus relentlessly on that.

Flywheel Effect: Success doesn’t come from one big push but from a series of consistent, incremental efforts that build momentum over time.

Guarantee this book will be one that stays on your shelf and is referenced often.

Toolkit Tuesday: Since I am on vacation this week I thought it was a good idea to focus on some great ways to relax:

🌿 Tools for Relaxation: Enhancing Well-Being in the Workplace

In today’s fast-paced world, finding time to relax is crucial for maintaining our well-being and productivity. Here are some effective tools to help you unwind and recharge:

Mindfulness Meditation Apps: Use apps like Headspace or Calm to guide you through mindfulness practices that can reduce stress and improve focus.

Breathing Exercises: Simple techniques, such as the 4-7-8 breathing method, can quickly calm your mind and body. Inhale for 4 seconds, hold for 7, and exhale for 8.
Nature Walks: Spending time outdoors can boost your mood and clear your mind. Even a short walk can provide a refreshing break.
Creative Outlets: Engage in activities like drawing, writing, or playing music. Creative expression can be a powerful way to relax and process emotions.

Scheduled Breaks: Incorporate short breaks into your day. Use this time to stretch, hydrate, or simply step away from your workspace.

Mindful Journaling: Write down your thoughts and feelings to gain clarity and perspective. This can be a great way to reflect and reduce anxiety.

Prioritizing relaxation is essential for our mental health and overall productivity.

hashtag#Wellbeing hashtag#WorkplaceWellness hashtag#Mindfulness hashtag#RelaxationToolsDescription goes here

🌟 Toolkit Tuesday: Self-Review Tips for October 🌟
As we kick off October, many of us are diving into self-reviews. Here are some strategies to make yours stand out:

1. Less is More: Avoid listing every task; focus on what truly matters. For example, instead of detailing every project, highlight a few key achievements that had significant impact.

2. Value Statements: Highlight how your unique skills drove real value for the organization. For instance, discuss how your data analysis skills led to a 15% increase in efficiency in a major project.

3. Outcome-Oriented: Emphasize the outcomes of your efforts and how they align with the company's objectives. For example, if you implemented a new process that saved time, quantify that savings and relate it to company goals.

4. Innovation: Include contributions beyond your role, such as diversity initiatives, speaking engagements, mentoring, or stretch assignments. Perhaps you led a diversity workshop or mentored new employees, showcasing your commitment to a collaborative culture.

5. Inventory of Growth and Development Needs: Take stock of what you’re actively doing to increase your capabilities. List courses you’ve taken, skills you’re developing, or professional networks you’ve joined. Tie this back to the feedback you have received throughout the year or from your own assessments. For example, you might mention completing a leadership course or participating in a professional association that enhances your expertise. Be sure to include where you need support from your team or leadership.

Let’s make our self-reviews low stress and impactful!

Toolkit Tuesday: The Art of Being Yourself by Caroline McHugh
Being truly authentic is a game-changer, both in life and leadership. In her powerful TEDx talk, The Art of Being Yourself, Caroline McHugh dives deep into what it means to be your most authentic self. I had the unique opportunity to spend a day with Caroline and a group of Mastercard leaders, one of my most favorite and revisited memories.

Here are the top considerations to guide you on this path:
Understand Your Unique Identity 🌟
Being yourself starts with knowing who you truly are, beyond labels, roles, or expectations. Embrace your individuality and recognize that no one can be you better than you.

Differentiate Between Ego and Essence 🧠💫
Your ego is shaped by external perceptions and comparisons. Your essence is who you are at your core, independent of outside influences. Focus on nurturing your essence to live more authentically.

Be Comfortable with Being Uncomfortable 😌
Authenticity often means standing out and being different. It requires courage to be unapologetically yourself, even when it’s uncomfortable or when others don't fully understand.

Be Consistently Yourself Across All Spaces 🌐
True authenticity means being the same person in all areas of life—whether at work, home, or social settings. Don’t wear masks to fit in; instead, bring your full self wherever you go.

Embrace Your Imperfections 💪
Authenticity is not about being perfect; it’s about being real. Your strengths and weaknesses make you human. Own your flaws as part of your unique journey—imperfections can be your greatest strength.

Caroline McHugh's message is clear: the world needs more people who are comfortable in their own skin. By embracing your authentic self, you unlock your full potential.
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Toolkit Tuesday: The Power of Conscious Leadership

Leading consciously with an open mindset can drive exceptional outcomes and foster continuous learning within our teams. By being aware of our thoughts and behaviors, we empower ourselves and others to reach their full potential.

One valuable resource to explore this concept is the "Above the Line, Below the Line" thinking video (https://lnkd.in/gezkDvdd). This tool not only enhances our individual leadership awareness but also encourages team members to challenge and support one another in maintaining an above-the-line mindset.

Let’s leverage this approach to create a culture of accountability and growth

Tool Kit Tuesday: Turning a Group of Strangers into a Unified Team

In today’s corporate environment, especially in times of change, the ability to bring disparate teams together into a unified organization is one of the most valuable leadership skills. As organizations evolve, leaders must leverage everyone’s unique perspective, establish operating principles, and create ways to work together effectively.

I recently came across an insightful TEDx Talk by Ann Edmondson https://lnkd.in/gBQ89PB on "How to Turn a Group of Strangers into a Team," and wanted to share a few key leadership lessons from her talk that can help us navigate this challenge:

1. Be Humble in the Face of Challenges
Leadership requires the ability to step back and recognize that the road ahead won’t always be easy or straightforward. Being humble allows you to acknowledge the challenges, learn from them, and encourage your team to be adaptable in the face of adversity. It sets a tone of openness and empathy, key for building trust among diverse groups.

2. Be Curious About What Others Bring to the Table
As leaders, it’s critical to approach team-building with curiosity. Take the time to understand the backgrounds, skills, and experiences each team member brings. This will not only help you tap into their strengths but also create a space where people feel valued and heard—essential for collaboration.

3. Take Risks and Learn Quickly
Building a team requires a willingness to take calculated risks—whether it’s testing out new strategies, empowering team members with more autonomy, or challenging the status quo. Leaders who are open to risk encourage innovation and create an environment where everyone feels empowered to contribute and grow.

A Few Cautions for Leaders
While leadership is about moving forward, Ann also highlights a couple of key cautions:
It’s hard to learn if you already think you know everything. This can limit growth—not just for you as a leader, but for the entire team. Stay open to learning.
We can’t truly operate well if we don’t have a connection with each other. Building strong interpersonal relationships is essential for effective teamwork. It’s not just about roles and responsibilities; it’s about human connections.

In summary, building strong, unified teams requires humility, curiosity, and the willingness to take risks and learn along the way. As leaders, let’s focus on creating the conditions for success by bringing people together, valuing their unique perspectives, and fostering a culture of collaboration and trust.

How to turn a group of strangers into a team | Amy Edmondson

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Tool Kit Tuesday: 5 Key Strategies for Creating a Meaningful Performance Review Experience

Performance reviews don’t have to be one-sided interactions. The most effective reviews are interactive conversations that foster growth, motivation, and alignment with organizational goals. Here’s how to make your performance reviews more meaningful:

1. Be Prepared
Spend focused time reading the self evaluation and your comments. Be sure to have specific examples to support both positive and opportunistic feedback. Tie your feedback back to your on going conversations with the employee and organizational strategies. Preparing in advance allows you as a leader to be present in the discussion instead of reading from a screen or just handing over a piece of paper.

2. Start with Reflection: Ask Questions
Engage the employee in the session from the beginning, I suggest a few open ended questions such as
What are you most proud of this year?
What opportunities have provided the greatest growth?
Where do you see your biggest area of focus going into the next year?

As review forms do not allow room to elaborate beyond brief examples, these questions allow the employee to highlight specifics and provide an opportunity to share areas where their role lead them to learn and develop. The questions open up the door for the employee to share where they faced challenges along the way. It is important to actively listen and provide supporting comments to their responses.

3. Providing Feedback: Keep Feedback Clear and Concise
Effective feedback is both clear and actionable. Tie the feedback back to the employees responses to the initial questions when applicable. Focus on specific examples and detail what behavior or skill made something a strong contribution or one that needs further improvement. Clear feedback helps employees understand exactly what they can do to improve and motivates them to take actionable steps. Be sure to recognize work that demonstrated strong command of skills as well as the areas of continued focus.

4. Make It a Continuous Dialogue
Remember that performance reviews shouldn’t be limited to an annual event. There should be no surprises with the feedback presented, it should be a reinforcement of the messaging that has been provided. Regular check-ins throughout the year ensure ongoing development and course corrections. This keeps employees engaged and motivated, promoting a culture of continuous improvement.

5. Close with Confirmation and Commitment
As you close the discussion reiterate the key messages and confirm understanding. Use the opportunity to ask for ways you can provide additional coaching and support.

Toolkit Tuesday: Do you have an end of year checklist?
As leaders, it is important to stay focused and round out the year strong! As teams wrap up their year-end objectives and prepare for well-deserved vacations, here are some suggestions to ensure a smooth, positive, and balanced close to the year.

1. Celebrate Successes and Acknowledge Contributions
Reflect on achievements: Take time to highlight both individual and team accomplishments over the year. Recognize hard work, innovation, and milestones achieved.
Include an element of fun as you celebrate. A virtual team celebration, all- hands meeting, pot-luck, or community support event fosters a sense of community as accomplishments are recognized.

2. Help Teams Prepare for Time Off
Encourage planning: Before teams take time off, encourage them to finalize key projects, delegate responsibilities, and set clear expectations for what needs to be completed before leaving.
Ensure backup coverage: Make sure someone is designated to handle urgent tasks while people are on vacation, so no one feels the pressure to check in or catch up on work during their time off.
Clear out the clutter: Encourage employees to tie up loose ends—clear inboxes, update project statuses, and set their out-of-office replies to minimize stress and prevent post-holiday backlog.

3. Foster a Culture of Rest and Recharging
Promote work-life balance: Remind your team of the importance of rest and rejuvenation. Acknowledge that they’ve earned their time off and that the company supports their need for mental and physical recovery.
Remember those who are keeping things going: Show appreciate for the important work these teams provide. Consider providing snacks, bringing in lunch for those remaining in the office, or perhaps a note of thanks for those on call.

4. Set Healthy Boundaries for Leadership and Teams
Model the behavior: As a leader, set the tone by taking your own break and disconnecting from emails and work. Your actions speak louder than words, and by stepping away, you’re showing your team that it’s okay to fully unplug and rest.
Respect time off: Remind your team that it's important to fully embrace their holiday break. Encourage them to resist the temptation to check in or catch up on work until they return.

5. Prepare for the New Year
Start thinking ahead: While everyone prepares for their holiday break, it’s a good time for leaders to lay the groundwork for next year.
Plan a meeting or casual team touchpoint for the first week back after the holidays. It can be a chance to discuss the year ahead, align on priorities, and set a positive tone for a fresh start.

By focusing on clear communication, supporting work-life balance, and recognizing achievements, leaders can ensure their teams feel appreciated, prepared, and rested as they head into the holidays.

Toolkit Tuesday - The Holiday Season: A Time of Stories and Lessons for Professional Storytelling

As we step into the holiday season, we’re surrounded by stories—whether it’s the heartfelt tale of a Hallmark movie, the magic woven into a classic holiday book, or the drama of a festive theatrical production. Each one carries us through a journey with a clear beginning, middle, and end, drawing us in with relatable characters, compelling twists, and satisfying resolutions.

The art of storytelling doesn’t just belong to the holidays—it’s equally vital in our professional lives. When we write a document, lead a team meeting, or deliver a presentation, storytelling becomes the bridge that connects our message to our audience in an engaging, memorable way.

Much like piecing together the clues in a Hallmark movie to arrive at a heartwarming conclusion, professional storytelling relies on a structure that captivates and clarifies. Data and evidence are the threads that hold the narrative together, making it both credible and compelling.

Three Steps to Build Your Professional Story:

Set the Stage:

Introduce your audience to the purpose of your message. What problem are you addressing? What opportunity lies ahead? Establishing the context ensures your audience understands why the story matters.

Create the Journey:

Use data, examples, or case studies to lead your audience through the narrative. Build suspense or curiosity by showing progression or change.

Deliver the Resolution:

Conclude with actionable insights, key decisions, or inspiring outcomes. Your audience should leave with clarity on what’s next.

Numerous studies emphasize the importance of storytelling in achieving professional success. According the NeuroLeadership Institute (NLI) stories change the way we perceive and recall information from others. They explain that when we see or hear a story, the neurons in our brain fire in the same patterns as the speaker’s, a process known as “neural coupling.” and this is what enables us to remember details with greater accuracy. (https://lnkd.in/g4g7gb7P)

So, as you enjoy the holiday tales this season, reflect on how you can use storytelling to create connection and impact in your career. What story will you tell in your next meeting, presentation, or project?

As we enter the season of gift-giving, it's a great time to reflect on the gifts we offer as leaders to our teams—gifts that go beyond tangible presents. Leadership, empathy, and opportunity are three powerful gifts that can leave lasting impacts. Here’s how we can give these gifts thoughtfully:

The Gift of Leadership: Leadership isn't just about making decisions—it's about guiding, inspiring, and empowering others. The gift of leadership is giving your team a clear vision, trust in their abilities, and the support to thrive. A leader who leads by example and holds themselves accountable provides a model for others to follow and strengthens the team's collective spirit.

The Gift of Empathy: Empathy is the ability to understand and share the feelings of others. During times of stress or uncertainty, showing empathy can be one of the most powerful gifts you can give your team. It’s about listening, understanding, and responding with care and kindness. When team members feel heard and understood, it strengthens relationships, fosters trust, and creates a more inclusive and supportive environment.

The Gift of Opportunity: Giving your team members opportunities for growth—whether it's through new projects, learning, or career advancement—is one of the most impactful ways you can show you care. Empowering your people with opportunities helps them develop professionally, fuels motivation, and increases engagement. Providing these opportunities shows that you believe in their potential and are invested in their success.

This holiday season, consider how you can be a source of these gifts in your leadership. It's not the physical presents we give, but the impact of our actions, our words, and the environment we create that will truly resonate long after the season has passed.

As the new year begins, many of us are setting resolutions for personal and professional growth. Yet, research shows that nearly 80% of resolutions fail by February. How can we break this cycle and create lasting change? The answer lies in the power of small, consistent actions—what James Clear calls "Atomic Habits."

At LGW Executive Consultants, we’re passionate about equipping individuals and organizations for success. This Toolkit Tuesday, we’re diving into four key learnings from Clear's book Atomic Habits and showing how you can apply them to crush your resolutions this year.

1. Focus on Systems, Not Goals
Clear emphasizes that while goals set the direction, systems determine progress. For instance, when resolving to "get in shape," build a system where you commit to a 15-minute walk every morning.
Or, instead of aiming to "increase team productivity by 20%," focus on creating a daily routine where the team reviews priorities and clears roadblocks.

2. Start Small—Build 1% Improvements
Clear’s concept of "1% better every day" demonstrates the compounding power of small actions. Small wins create momentum and prevent burnout.
Example: If your resolution is to "read more," start with just one page a day. Over time, you’ll build the habit of reading without feeling overwhelmed.

3. Make Habits Obvious, Attractive, Easy, and Satisfying
Obvious: Set visual cues. Want to remember to drink more water? Place a water bottle on your desk.
Attractive: Pair a new habit with something enjoyable. For instance, make drinking water more appealing by adding fun, healthy flavors.
Easy: Reduce friction by preparing in advance. Set out the flavors next to the sink where you fill your water bottle.
Satisfying: Celebrate small wins. After maintaining your habit for a week, treat yourself to your favorite coffee or snack.

This same approach works for business goals. For example: you have a goal to increase employee recognition.
Obvious: Create a link for employees to submit recognition ideas.
Attractive: Add an incentive, such as entering submitters into a monthly raffle for free coffee or swag.
Easy: Embed the submission link in the weekly calendar invite.
Satisfying: Share recognition submissions during team meetings or include them in the meeting minutes.

4. Embrace Identity-Based Habits
Clear highlights the importance of aligning habits with your identity. Instead of saying, "I want to be more organized," say, "I am someone who values organization." This mindset shift reinforces the behaviors needed to achieve your goals.

As we step into this year, let’s commit to progress over perfection. By implementing atomic habits, we can achieve big results through small, consistent actions. Here’s to a year of accomplishment and growth—one habit at a time!
How are you planning to build better habits this year? Share your thoughts and let’s inspire each other to succeed.

Last week, we explored how Atomic Habits can help make New Year’s resolutions stick. This week, let’s dive into the science of habit loops, based on Charles Duhigg’s philosophy in The Power of Habit.

A habit loop is a psychological pattern that explains how habits form and operate. It consists of three key components:

Cue: The trigger that starts the habit.
Routine: The behavior or action taken.
Reward: The benefit or satisfaction you gain from completing the routine.

Understanding and leveraging habit loops can be incredibly helpful for both personal and professional growth, as they allow us to intentionally design behaviors that drive success. By identifying the cues that prompt our actions and attaching meaningful rewards, we can create sustainable habits that lead to improved productivity, health, and overall well-being

Here are 3 practical tools to help you create effective habit loops:
1. Identify and Anchor Your Cues.
Example: If you want to build a habit of reviewing your daily goals, anchor this routine to an existing habit, like making your morning coffee. The cue is the coffee brewing, prompting you to pull out your planner. This is also called habit stacking, combining the habit of making coffee with your new habit of reviewing daily goals.

2. Design Simple, Repeatable Routines
Example: By reviewing your daily goals after morning coffee you are building a routine that is easy to follow and sets you up for daily success. You can gradually expand the time as the routine solidifies from reviewing your daily goals to building your 'to do' list.
Tip: Keep the routine achievable, especially when forming a new habit.

3. Reward Yourself Immediately
Example: After completing your daily goal review mark a big check on your calendar, or celebrate with another form of recognition. The immediate reward helps solidify the behavior. You can also leverage digital habit trackers to gamify rewards for additional motivation (Google Play has a free habit loop tracker).

As you are creating your habit loops remember that it is important to experiment and find out what works best for you. Test different cue-routine-reward combinations to find out what works best for you. If reviewing daily calls after morning coffee does not work as mornings can be hectic, maybe combine the habit of reviewing daily goals with an existing evening routine when things are settling down, and there is a greater opportunity to be successful.

Building sustainable habits begins with understanding the loop: cue, routine, reward. With these tools, you can create powerful habit loops that stick, turning resolutions into routines.

What habits are you working on this year? Share in the comments—I’d love to hear how you’re using habit loops in your daily life!

It happens to all of us: you start the year strong, armed with resolutions and a plan to build life-changing habits. Somewhere along the way, life intervenes, and you lose momentum. Maybe you missed a workout, skipped journaling, or fell back into an old routine. Facing a setback is a natural part of the habit-building journey. What matters most is how you respond. Here are some tips to help you recover, regain momentum, and keep moving forward.

1. Acknowledge the Setback Without Judgment
Setbacks are part of the process and don’t define your success. Research shows that self-compassion leads to better outcomes than harsh self-criticism.

2. Revisit Your "Why"
Reconnecting with the deeper purpose behind your goal is key to reigniting your motivation. Why did you set this resolution in the first place? What benefits will this habit bring to your life?
Example: You set a goal to meditate to reduce your daily stress and increase happiness. Remembering this is great motivation to restart.

3. Get Creative When Life Interrupts Your Routine
Sometimes external factors, like a snowstorm, can disrupt your ability to stick to your plan. For example, if your goal is to go to the gym twice a week but a snowstorm makes it impossible to get there, you don’t have to give up on your fitness goal. Instead, focus on the motivation behind the goal—staying active and healthy—and find creative alternatives.
Example: If you can’t get to the gym, do a home workout instead.

4. Apply the "Two-Minute Rule"
When restarting a habit feels overwhelming, reduce the barrier to entry by starting small. The "Two-Minute Rule," popularized by James Clear in Atomic Habits, suggests scaling your habit down to something you can complete in two minutes or less.
Example: If your goal is to run for 30 minutes, start by putting on your running shoes and walking around the block. Build from there.

5. Track Small Wins
Tracking progress, no matter how small, can boost your sense of achievement and rebuild momentum. Consistency is more important than intensity when you’re recovering from a lapse.

6. Celebrate Progress, Not Perfection
Focus on how far you’ve come, even if progress feels slow. Celebrating small wins builds confidence and reinforces your commitment.
Example: “This week, I meditated for 5 minutes three times. That’s progress!”

Closing Thought: Keep Moving Forward
Setbacks are not the end of your journey—they’re opportunities to learn and grow. By acknowledging what happened, reconnecting with your purpose, and using the tips above, you can recover your momentum and stay on track toward achieving your goals. Remember, success is about progress, not perfection. The most important habit is the one where you keep going.

As we continue our New Year’s resolution series, let’s take a moment to reflect. In the first three articles, we explored the building blocks for turning resolutions into reality:
Creating Atomic Habits: Inspired by James Clear, we learned the importance of starting small. By breaking resolutions into micro-habits, we make progress feel manageable and build momentum over time.
Building Habit Loops: Charles Duhigg’s The Power of Habit showed us how to create effective habit loops—a cycle of cue, routine, and reward—to make habits stick.
Recovering When You Fall Off the Habit Wagon: We all face setbacks. Last week, we covered strategies for bouncing back when life disrupts our routines, emphasizing self-compassion, revisiting your "why," and the "never miss twice" rule.
This week, we’re building on that foundation by linking habits to professional goals and introducing the concept of habit stacking as a powerful strategy to sustain and amplify success.

Aligning Habits with Professional Goals
A resolution without relevance to your broader goals can feel disconnected and uninspiring. Aligning habits with professional objectives provides clarity, purpose, and motivation.
Example: If your goal is to become a better public speaker, you might develop a habit of recording a two-minute video each day to practice. By linking this habit to your professional aspirations or representing your organization externally, you’ll feel more invested in maintaining it.

The Power of Habit Stacking
Habit stacking is a method where you attach a new habit to an existing one, leveraging routines you already perform automatically. This concept, also popularized by James Clear, helps you seamlessly integrate new habits into your day.
How Habit Stacking Works:
Find an existing habit you perform regularly.
Attach the new habit to this routine.
Example: If you want to build the habit of daily reflection, stack it onto your morning coffee ritual: "After I pour my coffee, I will spend two minutes journaling about my priorities for the day."
Steps to Create a Habit Stack:
Identify a habit you already perform consistently.
Choose a new habit that aligns with your goals.
Create a clear, actionable statement: "After [current habit], I will [new habit]."
Track your progress to build consistency.

Putting It All Together
Let’s combine everything we’ve learned over the past four weeks:
Start small with atomic habits.
Build effective habit loops to solidify routines.
Recover quickly when setbacks occur.
Align your habits with professional goals.
Use habit stacking to integrate new behaviors seamlessly.

Closing Thought: Progress Through Purposeful Habits
Habits aren’t just about personal growth; they’re tools for achieving professional excellence. Remember, every small action builds toward a larger outcome. Keep stacking, keep progressing, and watch your resolutions transform into achievements.

January is all about setting resolutions and building plans to achieve them. We have spent the last few weeks focused on tools for those who started the year with defined goals/resolutions and walked through how to build habits for success, but what if you’re not sure what you want to accomplish this year? That’s where the magic of a Vision Board comes in. A Vision Board is a visual representation of your goals, dreams, and aspirations. It helps you clarify what matters most, frame your desired outcomes, and keep your focus on what you want to achieve. How Does a Vision Board Help?Clarifies Your Goals: Collecting images, quotes, and symbols forces you to articulate what you want in your personal or professional life.Provides Motivation: Having a tangible visual reminder of your goals keeps you inspired and on track. Aligns Your Energy: By consistently revisiting your vision, you align your mindset and actions with what you want to achieve. How to Create a Vision Board1. Gather materials: magazines, printed images, scissors, glue, and a board (physical or digital).2. Focus on key areas: career, personal growth, relationships, health, or hobbies.3. Think big: Include images or words that inspire and resonate with your goals.4. Keep it visible: Place it somewhere you’ll see it often to keep your vision top of mind.5. Resources to Get Started. Websites like Pinterest for visual inspiration. Tools like Canva or Trello for creating and organizing your digital vision board. Don’t worry if you’re unsure what lies ahead in 2025. A Vision Board can help you explore what excites you, clarify your goals, and set a plan in motion. Below is the link to the Vision Board I created when I launched my business. It still serves as inspiration and direction today. What’s on your Vision Board this year? Let me know, include a comment below. Need Help getting started sent me a message!https://lnkd.in/gQiTmjw9

Laurie WaligurskiLaurie Waligurski • You

Happy February! As we flip the calendar to a new month, it’s the perfect time to dive into a new theme for Toolkit Tuesday. In January, we explored tools to help you achieve your New Year’s goals and resolutions—making aspirations tangible and actionable. This month, we’re turning our focus to one of the most critical areas of professional success: Change Management.
Change is the only constant in our dynamic workplaces, and yet, navigating it effectively remains a challenge for many leaders and organizations. To help you lead transformative efforts with confidence, February’s Toolkit Tuesday series will spotlight proven tools that enable successful change management. And what better way to start than with a tried-and-true framework? This week, we’re kicking things off with Kotter’s 8-Step Change Model.

Dr. John Kotter’s 8-Step Change Model is a widely recognized approach to driving successful transformations. Rooted in decades of research, it outlines clear steps to guide individuals and organizations through change. Let’s break it down:

Create a Sense of Urgency: Highlight why change is necessary now. Use data, customer feedback, or market trends to show the risks of staying the same and the opportunities of acting fast.

Build a Guiding Coalition: Identify a group of change champions who have the influence and skills to lead the effort.

Form a Strategic Vision and Initiatives: Clarify what the future looks like and create actionable initiatives to get there.

Enlist a Volunteer Army: Inspire widespread engagement. Help others feel connected to the vision and eager to contribute.

Enable Action by Removing Barriers: Identify and address obstacles—whether they’re structural, process-driven, or cultural.

Generate Short-Term Wins: Create and celebrate quick victories that build momentum and reinforce confidence in the change.

Sustain Acceleration: Use the success of early wins to push for ongoing improvements, avoiding complacency.

Institute Change: Embed the changes into organizational culture, so they stick for the long term.

Why Kotter’s Model Works
What makes Kotter’s framework so effective is its emphasis on both the rational and emotional sides of change. By starting with urgency and mobilizing people at all levels of the organization, leaders can turn resistance into advocacy. The model also emphasizes sustaining momentum—a critical yet often overlooked element in many change efforts.
What’s Next?
This February, each Toolkit Tuesday will dive deeper into change management tools that complement Kotter’s model. Whether you’re navigating a merger, implementing new technology, or leading cultural transformation, you’ll find practical insights and templates to help you succeed.
What transformations are you working on in 2025? Drop your thoughts in the comments and let’s collaborate to make them a success. Stay tuned for next week’s tool!

Last week we talked Kotter's model for change and the essential components of a change model. This week we are going to focus in on one of the most critical components of Change, communications. Change is inevitable in any organization, but its success hinges on how well it is communicated. Leaders who communicate change effectively build trust, reduce resistance, and increase adoption.

This week’s Toolkit Tuesday explores best practices for communicating change, including key messaging, frequency, and types of communication, with real-world examples.

The Core Principles of Communicating Change
Clarity – Be clear about what is changing, why, and how it impacts employees.

Consistency – Deliver messages consistently across all channels to avoid confusion.

Transparency – Address concerns honestly and provide opportunities for dialogue.

Engagement – Involve employees early and provide avenues for feedback.
Empathy – Recognize that change can be difficult and acknowledge employees’ emotions.

Types of Change Communications
Different messages require different approaches. Here are three key types of communication used in change management:

1. Leadership Announcements
Purpose: Set the tone and explain the strategic rationale for change.
Format: Town halls, leadership emails, video messages
Frequency: At the launch of a major change, with periodic check-ins
Example: A CEO sends a video message explaining a company reorganization, highlighting benefits and next steps.

2. Tactical Updates
Purpose: Provide detailed information on what is changing, when, and how.
Format: Email newsletters, intranet updates, FAQs, team meetings
Frequency: Weekly or biweekly as implementation progresses
Example: HR sends emails outlining changes to a benefits program, including timelines and FAQs. Line Leaders reinforce messaging with follow up notes to teams with specific focus on the change to their organizations.

3. Two-Way Communications
Purpose: Allow employees to voice concerns, ask questions, and provide feedback.
Format: Q&A sessions, surveys, discussion forums, office hours
Frequency: Throughout the change process
Example: The team hosts biweekly “Ask Me Anything” sessions.

Best Practices for Change Messaging
Use a structured framework - Different stakeholder groups need tailored messaging based on their roles and concerns.

Tell a story – Use storytelling to illustrate the “why” behind the change.

Reinforce and repeat – Studies show people need to hear a message multiple times to absorb it.

Final Thoughts
Effective change communication is more than just sending an email—it’s an ongoing process that requires strategic planning, active listening, and adaptability. Leaders who prioritize clear, transparent, and empathetic communication set their teams up for success.

Change is inevitable, but resistance to change is just as predictable.

No matter how well-planned an initiative is, organizations will encounter resistance. The key to successful transformation isn’t just pushing through resistance—it’s planning for it.

In the first two weeks of this series, we explored Kotter’s 8-Step Change Management Process and the importance of Communicating Change Effectively. This week, we’re tackling how to proactively manage resistance with a structured approach. When leaders anticipate resistance and implement strategies to address it, they increase their chances of success and reduce disruption.

Why Resistance Happens
Resistance is a natural response to uncertainty. William Bridges, in his Transitions Model, highlights that people don’t resist change itself—they resist the transition. Common reasons for resistance include:
* Fear of job loss or skill obsolescence
* Lack of trust in leadership
* Comfort with the status quo
* Poor communication or unclear expectations
* Perceived increase in workload

Understanding these root causes helps leaders develop a proactive strategy. Here’s a three-step approach to managing resistance before it derails progress.

1. Identify Potential Sources of Resistance
Before launching a change initiative, assess where resistance might emerge. Stakeholder analysis is a powerful tool to map out who will be impacted, their level of influence, and their likely reaction.

Engage early: Hold listening sessions to surface concerns.

Segment stakeholders: Different groups will resist for different reasons.

Leverage change champions: Engage early adopters to help spread the message.

2. Address Concerns with Transparency and Involvement
Kurt Lewin’s Force Field Analysis suggests that increasing the forces driving change while reducing resistance leads to smoother adoption.

Acknowledge fears openly: Instead of dismissing concerns, validate them.
Involve employees in shaping the change: People are more likely to support what they help create.

Create two-way communication: Feedback loops (e.g., town halls, surveys, Q&A sessions) keep employees engaged.

3. Equip Leaders to Support and Sustain Change
Frontline and middle managers are the most critical players in reducing resistance. John P. Kotter and Leonard A. Schlesinger, in their Harvard Business Review article “Choosing Strategies for Change,” outline tactics such as education, participation, and negotiation to address pushback.
Train managers to be change agents: Equip them with the skills to coach and support their teams.

Managing resistance isn’t about eliminating disagreement—it’s about understanding, addressing, and guiding employees through the transition. Change succeeds when people feel heard, supported, and involved.

As we wrap up our Toolkit Tuesday series on change management, we focus on two often-overlooked but critical elements of successful change: celebrating small wins and creating a learning culture where failures are embraced as opportunities for growth.
In previous weeks, we explored:
✅ Kotter’s 8-Step Change Model – providing a structured approach to change.
✅ Communicating Change Effectively – ensuring alignment and engagement.
✅ Managing Resistance to Change – overcoming barriers with empathy and strategy.
This week, we turn to sustaining momentum and fostering resilience.

The Power of Small Wins in Driving Change
Change can be overwhelming, especially in large-scale transformations. Celebrating small victories along the way provides:
🔹 Motivation: Progress fuels energy and commitment.
🔹 Validation: Reinforces that the change effort is working.
🔹 Reinforcement: Encourages continued participation and engagement.
Example: When implementing Agile methodologies at a Fortune 500 company, a leadership team introduced a “Wins of the Week” segment in town halls.

How to Celebrate Small Wins Effectively
1️⃣ Make It Visible – Recognize contributions in meetings, newsletters, or internal platforms.
2️⃣ Make It Meaningful – Align recognition with core values and goals.
3️⃣ Make It Collective – Encourage teams to share their own wins.
🔗 Further Reading: https://lnkd.in/ekzTnkq

Turning Failures Into Learning Opportunities
Failure is inevitable in any transformation. The key is how organizations respond to it. In a healthy change environment, failure is not punished—it is studied and leveraged for growth.

🚀 Example: A financial services firm implementing a new digital onboarding process faced unexpected customer friction. Instead of sweeping the misstep under the rug, they conducted a post-mortem, identified the root cause, and openly shared insights across teams. As a result, the revised approach led to a 30% improvement in customer adoption.

Creating a Learning Culture
🔄 Normalize Reflection: Encourage teams to ask: What worked? What didn’t? What can we improve?
📚 Share Learnings: Establish forums where teams can discuss lessons learned openly.
🙌 Model from Leadership: Leaders should share their own failures to foster psychological safety.
🔗 Further Reading: https://lnkd.in/gBR52WSc

💡 Change isn’t just about execution—it’s about momentum. Organizations that embed celebration and learning into their culture see greater sustainable success.
As you lead change in your organization, ask yourself:
How can we use failure as a stepping stone for success?

https://lnkd.in/ekzTnkq

Last month, we explored Change Management—how to structure change, communicate it effectively, and manage resistance. But even the best change plan will fail without strong stakeholder relationships.

This month, we shift focus to Building Relationships & Stakeholder Management, starting creating a compelling change narrative.
A well-crafted change narrative transforms dry facts into a story that drives alignment, trust, and action.

1. Establish the "Burning Platform" – Why Change?
Stakeholders must see the need for change. Without urgency, inertia wins.
🔹 Example: A financial services company transitioning to Agile faced resistance from leaders comfortable with legacy processes. Instead of saying, “Agile improves efficiency,” they reframed the problem:
❌ Customers are waiting 6+ months for critical updates.
✅ Our competitors deliver changes in weeks—how do we stay competitive?
How to Apply:
✅ Use data + emotion—combine facts with real-world pain points.
✅ Highlight the risk of inaction (cost, inefficiency, lost market share).

2. Paint a Clear, Relatable Vision – What Does Success Look Like?
Stakeholders need a tangible, inspiring vision—something they can see, feel, and believe in.
🔹 Example: A technology leader introducing SAFe Agile might say:
❌ “We’re restructuring teams and introducing new frameworks.”
✅ “In six months, teams will deliver customer features 50% faster, reducing rework and increasing innovation.”
How to Apply:
✅ Use concrete, simple language—avoid jargon.
✅ Illustrate success from the stakeholder’s perspective.

3. Address the “Critical Moves” – What’s Changing for Them?
A vision without a roadmap is overwhelming.
🔹 Example: A company rolling out a new CRM system framed the shift as:
❌ “We’re upgrading our systems and automating workflows.”
✅ “Sales teams will spend 40% less time on manual entry—so you can focus on customers, not spreadsheets.”
How to Apply:
✅ Outline 3-5 key changes in plain, relatable terms.
✅ Tailor messages to different stakeholder groups—focus on what’s in it for them.

4. Create Emotional Connection – Make Change Personal
People don’t just think through change—they feel it. Stories, metaphors, and relatable examples make your change narrative stick.
🔹 Example: A hospital implementing AI-based diagnostics told doctors:
❌ “This AI model has 95% accuracy.”
✅ “This AI system helps you catch hidden conditions—so you can save lives even sooner.”
How to Apply:
✅ Use storytelling—real-life examples of people impacted by change.
✅ Appeal to identity—frame change as aligning with stakeholder values.

In last week’s Toolkit, we explored the importance of crafting a compelling change narrative to drive stakeholder engagement, inspired by the work of Dan and Chip Heath. A well-constructed narrative creates clarity and alignment around the change journey, but a strong story alone isn’t always enough. To deepen understanding and increase impact, you can pair that narrative with visual storytelling.

Why Visual Storytelling Matters in Stakeholder Engagement

Simplifies Complexity
Stakeholder engagement often involves complex processes, strategies, and data. A well-crafted visual — whether it's a process flow, a chart, or a storyboard — distills complexity into a format that's easier to understand and digest.

Enhances Retention
Visuals help stakeholders retain key information. When they can see the path from the current state to the future state, it becomes more tangible and memorable.

Creates Emotional Connection
Data appeals to logic, but stories — especially those with visuals — appeal to emotion. Connecting with stakeholders on an emotional level increases buy-in and helps them see the value of change.

Facilitates Alignment
When stakeholders see a shared vision represented visually, it becomes easier to align on goals and next steps. A clear visual framework prevents misinterpretation and creates a common language.

Best Visual Storytelling Techniques

🔹 Data Visualization – Use charts, infographics, and dashboards to simplify data and highlight key insights.

🔹 Process Flows – Create clear, easy-to-follow flowcharts to map out processes and decision points.

🔹 Before and After Scenarios – Show the difference between the current state and the desired future state to emphasize the benefits of change.

🔹 Metaphorical Imagery – Use metaphors (like a mountain for challenges or a bridge for solutions) to make abstract concepts more relatable.

🔹 Storyboards – Develop storyboards that visually walk stakeholders through a narrative arc, helping them see the full journey.

5 Tips for Effective Visual Storytelling
✅ Keep It Simple – Avoid clutter and focus on the key message. Use consistent fonts, colors, and styles to maintain clarity.
✅ Use High-Impact Imagery – Choose visuals that are relevant, relatable, and evoke emotion.
✅ Make It Interactive – Engage stakeholders with clickable prototypes, live dashboards, or guided visual journeys.
✅ Tie Visuals to the Narrative – Ensure your visuals align with and reinforce the story you're telling.
✅ Know Your Audience – Adapt your visual style and level of detail based on the stakeholder group’s familiarity and preferences.

Bringing It All Together
Pairing a compelling narrative with strong visual storytelling increases the likelihood that stakeholders will understand, remember, and engage with your message.

Throughout this month we have been focused on how to drive and maintain stakeholder engagement Last week, we explored how visual storytelling enhances stakeholder engagement by making complex ideas more accessible and memorable. This week, we’re focusing on a powerful next step: creating shared stories to build deeper connections across teams and partners.

What Is a Shared Story?
A shared story is a collective narrative that reflects the experiences, goals, and challenges of a group. Unlike individual stories, shared stories are co-created and mutually understood, forming a unifying thread that brings stakeholders and teams together.

A shared story captures:
1. A common starting point – where the group began.
2. A shared vision – the goals or outcomes the group is working toward.
3. Challenges and successes – obstacles the group has faced and how they’ve adapted or succeeded.
4. A collective future – where the group is heading and how they will get there together.

How Shared Stories Drive Teaming
There are multiple ways that shared stories drive connectivity and strengthen relationships. Including;
✅Creating a Sense of Belonging: When stakeholders see themselves as part of a shared story, they feel more connected to the team and the mission.
✅Building Trust: Transparency and authenticity in the story foster trust and credibility among team members and stakeholders.
✅Unifying Diverse Perspectives: A shared story helps align different viewpoints and creates a common language, reducing misunderstandings.
✅Clarifying Purpose and Direction: Stakeholders are more likely to commit when they understand how their work contributes to the bigger picture.
✅Inspiring Collective Action: A compelling shared story motivates stakeholders to work together toward a common outcome.

Examples of Shared Stories
➡️Transformation Journey: A technology team navigating an Agile transformation might share a story about the shift from siloed development to cross-functional collaboration, highlighting early wins and lessons learned across Product through Operations.

➡️Crisis Recovery: A business unit recovering from a major setback creates a shared story about how the team pulled together, adapted, and emerged stronger. The focus is less on the what of the event, and more on the shared learning.

➡️Innovation Success: A product team reflects on how engaging stakeholder feedback shaped the development of a new feature, showing how collaboration led to a better customer outcome.

By creating and reinforcing shared stories, you can align stakeholders, strengthen team cohesion, and build momentum toward common goals. Next week, we’ll explore how to sustain stakeholder engagement to drive long term rapport and benefit.

This is the fourth article in our series on Stakeholder Engagement. Stakeholder engagement isn’t just about the initial buy-in—it’s about maintaining relationships and keeping stakeholders engaged over the long haul. A strong framework for stakeholder management includes consistent follow-through, structured feedback loops, and proactive relationship-building.
Here are three key strategies to drive sustained stakeholder engagement:

1. The Art of Follow-Through: Closing the Loop
Tip: Stakeholders stay engaged when they see tangible results and know their input matters. Follow-through isn’t just about completing tasks—it’s about communicating progress effectively.
✅ Example: If a stakeholder provides feedback during a major transformation initiative, acknowledge it, act on it where feasible, and close the loop by sharing what changed as a result. A simple "You said, we did" summary format works well.

2. Feedback Loops: From One-Time Input to Continuous Dialogue
Tip: Engagement is a two-way street. Instead of gathering feedback sporadically, build structured feedback loops into your process.
✅ Example: In Agile teams, regular retrospectives ensure ongoing input and adaptation. In leadership teams, quarterly stakeholder roundtables can provide similar benefits—giving stakeholders a platform to voice concerns, share ideas, and stay connected.

3. Relationship Capital: Moving Beyond Transactions
Tip: The best relationships are built on trust, not just project updates. Invest in stakeholder relationship capital by engaging beyond formal meetings—whether through informal check-ins, knowledge-sharing, or supporting their initiatives.
✅ Example: If a key stakeholder is leading an initiative outside your direct project, acknowledge and support it—whether by sharing their work on LinkedIn or making strategic connections. Over time, these small gestures strengthen trust and reciprocity.

Putting It All Together: A Simple Stakeholder Engagement Framework
To sustain engagement, use this structured approach:
1️⃣ Engage: Align on stakeholder needs and expectations.
2️⃣ Communicate: Provide regular updates with clear actions.
3️⃣ Listen: Create structured feedback loops for continuous input.
4️⃣ Follow-Through: Act on feedback and close the loop.
5️⃣ Maintain & Invest: Build long-term trust beyond immediate project needs.
By treating stakeholder engagement as a long-term investment rather than a one-time event, organizations can drive deeper relationships, sustain momentum, and create lasting impact.

Agile methodologies have long been associated with software development, but their core principles—flexibility, collaboration, and iterative progress—are just as valuable in non-technical environments. From marketing and HR to finance and operations, teams across an organization can leverage Agile to enhance productivity, improve responsiveness, and drive innovation.

Why Agile for Non-Tech Teams?
Traditional project management approaches often involve rigid plans and long timelines, making it difficult to adapt to changing priorities. Agile, on the other hand, embraces change, ensuring that work remains aligned with evolving business needs. Non-tech teams that adopt Agile can expect:

➡️Increased Efficiency: Agile fosters a structured yet flexible workflow, reducing bottlenecks and wasted effort.
➡️Better Collaboration: Agile emphasizes cross-functional teamwork and continuous communication.
➡️Faster Decision-Making: Frequent feedback loops enable quicker course corrections and informed decisions.
➡️Enhanced Customer Focus: Agile encourages teams to prioritize work that delivers the most value to stakeholders.

Applying Agile Beyond IT
While Agile originated in software development, its principles are easily adaptable to various business functions. Here’s how non-tech teams can apply Agile effectively:
1. Agile for HR & Talent Teams
HR teams manage recruitment, onboarding, learning & development, and employee engagement. Agile enables them to:
Break large initiatives (e.g., company-wide training programs) into smaller, manageable tasks.
Use Kanban boards to visualize hiring pipelines or employee feedback initiatives.

2. Agile for Finance & Operations
Finance teams handle budgets, reporting, and financial planning, all of which benefit from Agile’s iterative approach:
Use Agile frameworks like Scrum to break down financial forecasts into incremental updates.
Conduct sprint reviews to reassess budgets based on evolving business goals.
Apply Agile risk management to adapt to regulatory changes more effectively.
Improve cross-departmental alignment through frequent stand-ups.

How to Get Started with Agile in Non-Tech Teams
✅Start Small: Begin with a single Agile practice, such as daily stand-ups before scaling up.
✅Adapt Agile Frameworks: Modify Scrum or Kanban methodologies to fit the team’s unique needs.
✅Encourage a Mindset Shift: Focus on collaboration, transparency, and continuous improvement.
✅Use Agile Tools: Leverage tools like Trello, Asana, or Jira to manage workflows efficiently.
✅Train and Educate: Provide Agile training and coaching to ensure team members understand and embrace the methodology.

Conclusion
Agile is not just for IT teams—its principles of adaptability, efficiency, and collaboration make it a valuable approach for any department. Organizations that embrace Agile beyond IT position themselves for greater resilience and long-term success.