Scott Harrison

If meetings aren't inclusive, then "Danger" because not everyone's voice is heard. Meetings should be a level playing field. Everyone should have an equal opportunity to speak, this will change the dynamic of a meeting. We miss much valuable input when only the loudest voices are heard. It's simple. Just set a clear agenda with allocated times, keeping things on track and preventing any one person from dominating the conversation. Always follow up after meetings with a summary and action items. We must give people another chance to contribute if they think of something after the fact. Our aim to create a space where everyone feels valued and heard; that's the best way to build a strong, collaborative team.

Beware the curse of knowledge; it's easy to forget that what's obvious to us might not be clear to others; that's why it's vitally important to provide context for feedback When people understand how their actions affect the bigger picture, it motivates them to make changes. Connecting individual behaviour to larger goals can help people see the value of their work and the importance of improvement. Ask for their perspective on the feedback. Sometimes, we're unaware of barriers or challenges, and understanding their point of view can lead to more effective solutions. We aim to help people understand why their improvements matter.

Supporting your managers success is the smart way to manage up. If you align your work with their goals, you'll be helping them and positioning yourself as a valuable team player. This will create a win-win situation. If you make your manager's job easier, they'll be more likely to support your ideas and decisions, too. If you focusing on removing their pain points it shows you're thinking beyond your own role and considering the bigger picture. Get in the habit of anticipating your manager's needs before they ask. It'll set you apart and show your commitment to the team's success.

Visual mapping tools like Gantt charts are super helpful for managing project dependencies. They help us see the big picture and spot potential issues before they become problems. I love how these tools make it easy to track timelines and see how different tasks relate. It's much clearer than keeping everything straight in your head or on a spreadsheet. When everyone can see how their work fits into the larger project, it creates a sense of shared responsibility. Visual maps make it easier to communicate project status to stakeholders. We can quickly show progress and explain any delays or changes.

We must be empathetic when giving feedback. It's not about what we say, but how we say it and how it makes the other person feel. I always put myself in the empathy chair; understanding their perspective and acknowledging their feelings. It makes a difference in how our feedback is received. Create a trusting environment where people feel valued and understood. If someone knows you have their best interests at heart, they're more likely to be open to constructive criticism. One additional tip is to balance your feedback with positive observations. Highlighting strengths alongside areas for improvement can help maintain confidence and motivation.

Setting clear, achievable goals for leadership development is vital, and an executive coach can help keep you accountable. Working with a coach to align your personal and organizational objectives has a significant positive impact. It ensures that your growth directly contributes to your company's success. One additional insight is that regular check-ins and adjustments are key. Your goals may evolve as you progress, and a good coach will help you adapt your plan accordingly.