Bossit

Actioning your feedback Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 It can help if you capture all of the feedback you receive in a journal, including: - The feedback topic; - Who provided it and when; - What example they shared and when that took place; and - What suggestion they have for you. Having a detailed feedback journal can: - Help you decide what feedback to prioritise for development; - Tracking your development by checking in with the feedback provider. Once you’ve decided what feedback you want to prioritise, develop an action plan to address it, potentially asking the feedback provider for their input or review. Your task for today is to spend 5 minutes setting up your feedback journal, adding any relevant feedback you’ve already had. Once you’ve had some of your feedback sessions and filled it out further, take the time to prioritise what you want to address and develop a plan for working at it.

How to ready yourself for feedback Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 You can affect the feedback offered to you by: - How you request it; - How you support preparations; - Your mindset going into the discussion and the associated behaviours you exhibit; - The questions you ask; and - How you wrap-up the session. Request feedback by being specific about what you want from the other person, both in terms of topics and in terms of style. Support preparations through helpful suggestions: - Schedule the session into both of your calendars, mutually agreeing a time and date that doesn’t put them under pressure and affords them time to prepare; - Consider how long you’ll need together and discuss this with them - enough time not to feel rushed but not so long as to feel like a burden; - Suggest a safe space - somewhere they feel comfortable confiding in you without being overheard or where they may have to pause d

How to get the feedback you need Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 If someone isn’t sharing feedback with you as often as you’d like, it could be because: 1. They don’t know how important it is to you; 2. They don’t recognise what to share; or 3. They’re apprehensive about sharing. These can be addressed by: (1) Explicitly requesting the feedback you want from them; not just encouraging it. (2) Help someone formulate more useful feedback for you by: - Telling them the strengths and development areas that you’re most interested in shaping. - Letting them know what tasks or activities you’d most like them to consider. - Asking them to keep a live record of observations with what you did or what you said that they liked or wish you’d done differently. - Sharing an example of feedback you’ve received in the past which was particularly helpful for you. - Sharing a feedback model for delivering feedback which yo

How feedback helps you Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 Effective feedback isn’t a judgement about you as an individual; it’s when someone offers you their perspective on what you say or how you act and how that affects them, potentially making a suggestion for further action. Your task for today is to spend 5 minutes considering what useful feedback you’re already receiving and from whom, as well as who you need more from. Write out the answers as a list of; - People that you receive or want to receive feedback from; - The quality of that feedback; and - How often they share it, as well as anything specific you want to know from them. The list should encompass everyone you have meaningful interactions with.

Facilitating the meeting Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 Well-prepared meetings can still fail when they don’t have a facilitator. There is a difference between leading a topic of discussion and facilitating the meeting as a whole. - A topic leader will be driving the content discussion on that topic; whereas - A facilitator will focus on the overall process and meeting progress. A meeting facilitator will ensure that: - Everyone’s objectives and roles are clear; - Attendees are bought into and adhere to the meeting rules; - Time is effectively managed throughout; - The agenda is adhered to; and - Meeting objectives are met. Effective facilitators add value to the meeting by first aligning on a process with the attendees and then ensuring that process is adhered to. They’re prescriptive on process, not content. Examples of how facilitators intervene during a meeting include: - If an agenda point is over

Aligning on rules for success Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 Establish ground rules for your meetings and align these with your attendees to get them bought in, building on any pre-defined rules your organisation already has. Consider what should the rules be and why? Where possible, make rules based around specific behaviours, for example: - Seek understanding of others’ perspectives by asking genuine questions; - Share your rationale when expressing a view, as well as share all pertinent information and examples when applicable; - Check alignment among participants before moving off of a topic; - When using pre-defined terms, ensure everyone knows what they mean; - Test the veracity of each-others’ assumptions; - Request and encourage dissent when others’ share an opposing perspective; - Jointly agree next steps before ending a meeting. You should compose your own ground rules, seeking input from the

Preparing meeting resources Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 A structured meeting agenda is key to success. It should feature a table with the topics being addressed and headers such as: 1. The meeting topics (in order of priority); 2. Who’ll lead the topic discussion; 3. The time allocated to it; 4. The topic’s goal; and 5. Any relevant pre-read pages (if applicable). When preparing an agenda, there are some considerations you can make: - The topics’ importance and urgency to all attendees. - The overall flow of topics by priority and whether a decision is required on one before discussing another. - The overall volume of content to cover. - Who should lead a topic based on their knowledge, experience and development goals and what coaching they may require. - What the time allocated to a topic will signal to your attendees about its importance or relevance to you. If you want input before setting up the

Setting up meetings for success Want to share feedback about the podcast? It would be much appreciated. 3 min survey here: https://www.surveymonkey.co.uk/r/N72QP67 You can set up a meeting for success by having a clear purpose/goal and the right resources. If the goal can be achieved through other, easier means, such as a call, email or text, do this instead of holding a meeting to save effort. Determine the resources you need by establishing: - A list of attendees with reasons for why they’re attending - what do they offer or get out of the meeting? - A proposed time and place - considering how long it should take, any deadlines and attendee availability. - Any materials you need during the meeting or to send out in advance as a pre-read. Your task for today is to spend 5 minutes picking a meeting you have coming up: - Define its goal; - Prepare an attendee list; - Have a time and place in mind; and - A perspective on what materials you’ll need.

Getting started Bossit’s an early stage start up with the ambition of helping you develop your professional and personal life skills. The long-term plan is to do this using bitesize lessons, over audio, in core leadership skills delivered through a mobile app. It will address topics such as productivity, communication, resilience, coaching, building relationships, team management, problem-solving, etc. It will offer short bursts of insights, tactical tips and tricks, questions to consider and activities to try. We’ll ask you to do something or reflect on something in order to get you to consider the way you approach tasks, people and problems. The lessons are bitesize, taking about 10 minutes each day and leveraging what you’re already working on in your day to day, to help you improve immediately and with minimal overhead on your time and energy. A series of sessions on a given topic will progress incrementally, building off of the previous session, to help you form habits and make it easier to retain