Approachability is an advantage. Making coaching easy is an advantage. This tool minimizes the effort to manage expectations, manage perceptions, and share helpful feedback across three communication channels.

The RACI matrix almost got it right but still harbors too much ambiguity. In your team’s formal planning, govern only what is worth documenting outside email, and nothing else. Govern with just Five Verbs: Draft, Review, Revise, Approve, Distribute.

Innovation professionals spend a lot of time in meetings. Rethink the relationship between meetings and “real work.” Have a firm grasp of the numerous ingredients of effective meetings.

Documentation is unpopular to build, but once you have it, it’s valuable to your current and future teams. Documentation is valuable for so long, it qualifies as an Asset Portfolio.

It’s one thing to identify what a user wants to be able to accomplish. It’s another thing to capture what they consider a chore and want to leave their scope of responsibility.

Perceptions of health are important! They can be as easy to share as Red, Yellow, and Green. THEN the conversation starts!

Meetings are great opportunities for team members to build upon each others’ ideas. Meetings are critical for alignment. Know every trait of a good meeting in order to maximize them.

Meetings are expensive, so you’d like the quality to rise. You have too many meetings, so you’d like the quantity to fall. Know every trait of a bad meeting in order to minimize them.

Verb Sprawl is a real problem that slows teams down. In planning your team’s work, instead of governing meetings or emails, govern what is worth documenting outside email. Govern with just Five Verbs: Draft, Review, Revise, Approve, Distribute.

In a fast-moving world, you need a simple framework for weekly reflection. Your colleagues don’t have to finish and share every sentence every week, but everyone must be thoughtful of these every week. Own your praise. Own your critique. Own your silence.

Don’t rely on HR to define and govern feedback. Own it. Conduct it yourself. Be approachable. Groom it in others. Isolate feedback into three communication channels: email etiquette, meeting etiquette, and deliverable contribution. Neutralize personality conflict. Ask and negotiate “What do you want me to do differently?”

A culture of reflection, honesty, and humility leads to healthy organizational improvements. Asking the two questions, “What did we do well?” and “What could we improve?” is lazy. These breed mediocrity and fail to bring out people’s best ideas. There is a pattern in the problems. Micro-mentor yourself monthly using constructive language. Make your success inevitable.