Over the past two years, I've had the privilege of organizing eight team offsites, for my team and C-level leadership teams I've supported. An offsite is a great way to bring the team together for team bonding, development, planning or brainstorming. Some teams may choose to hold an offsite quarterly, semi-annually or annually. It all depends on the purpose and your team/business needs.
People have often asked me what makes a team offsite effective. Here are ten ingredients I have noticed makes a difference:
Those are my thoughts. What are your favorite ingredients for an effective team offsite?
We are winding down the year, and the new year typically ushers in new opportunities, including opportunities at work. If you are thinking about starting a new gig, you may have heard of the 90 day plan.
In just the past couple years, I have had the opportunity to build three teams from ground up. They have ranged from new teams to acquired and merged teams. I have practiced and shared what I would call the 180 day plan and seen it come to life time and time again. The 180 day plan allows you to establish yourself and your team in your organization in three main steps.
Here is how it works:
Over the past few months, I have given and received more feedback than usual, and I like this new normal. I think it is because of my coaching certification program coupled with increased stakeholders at work. That got me thinking about the unspoken rules I try to follow when giving or receiving feedback.
As a quick refresher, here are some of the spoken rules when giving feedback:
When I give feedback, I try to remember these unspoken rules:
Speaking of feedback, here is a request to you (post in comments below): What topics would you like to read more of from me?
Some people say I think like an engineer because I like frameworks. Maybe I became an engineer because I like frameworks, who knows. Anyway, here is a framework I designed for myself several years ago to help me navigate my own career. It's my 3Ls of career development: Learn, Lead, Leap.
Learn: This is the early stage in a new role where I am simply a sponge. Typically thrown in the deep end, I am learning and absorbing what there is to know about the new role, where I can add value and what I can add to my skills toolkit.
Lead: In this stage, I take on leadership roles. I am either leading people directly or indirectly, I'm seen and recognized as a thought leader or I am leading complex high impact projects.
Leap: At this point, I'm ready to move on to the next thing. Face it, movement is a natural law, and in this stage, I identify what is next for me to leap into where I can start off the cycle again, and become a learner.
How long do you stay in each stage you ask? It depends! It's up to you and what's true for you. The point is, if you listen deeply to yourself, you'll know where you are and when it's time to move into the next stage. Listen to that voice and take action!
This blog represents my experiences and convictions as at when I wrote them. As I grow, my perspectives may expand. Take and share only what resonates with you, and leave the rest. Happy reading!