Facilitation Skills Tips

A PM at Google asked me how I managed 30+ stakeholders. 'More meetings?' Wrong. Here's the RACI framework that cut my meeting load by 60% while increasing influence. 1/ 𝙍𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙡𝙚 𝙫𝙨 𝘼𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙡𝙚 Most PMs drown because they invite everyone who's "interested." Instead, split your stakeholders into: - R: People doing the work - A: People accountable for success 2/ 𝙏𝙝𝙚 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙩𝙞𝙤𝙣 𝙏𝙧𝙖𝙥 Stop asking for approval from everyone. Create two clear buckets: - C: Must consult before decisions - I: Just keep informed of progress 3/ 𝘿𝙤𝙘𝙪𝙢𝙚𝙣𝙩 > 𝙈𝙚𝙚𝙩𝙞𝙣𝙜 For "Informed" stakeholders, switch to documented updates. They'll actually retain more than in another recurring meeting. 4/ 𝙏𝙝𝙚 𝙈𝙖𝙜𝙞𝙘 𝙋𝙝𝙧𝙖𝙨𝙚 "𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲, 𝗽𝗹𝗲𝗮𝘀𝗲 𝗳𝗼𝗿𝘄𝗮𝗿𝗱 𝘁𝗵𝗶𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗿𝘀𝗼𝗻. 𝗧𝗵𝗮𝗻𝗸 𝘆𝗼𝘂 𝗶𝗻 𝗮𝗱𝘃𝗮𝗻𝗰𝗲." Use this in every email. Watch the right people emerge. 5/ 𝘼𝙥𝙥𝙧𝙤𝙫𝙖𝙡 𝘼𝙧𝙘𝙝𝙞𝙩𝙚𝙘𝙩𝙪𝙧𝙚 Build your approval flows around your R&A stakeholders only. Everyone else gets strategic updates. --- This isn't about excluding people. It's about respecting everyone's time while maintaining momentum. If you found this framework helpful for managing stakeholders: 1. Follow Alex Rechevskiy for more actionable frameworks on product leadership and time management 2. Bookmark and retweet to save these tactics and help other PMs streamline their stakeholder management

It's tough to succeed if you can't communicate. Here's how to do it well (in any situation): 1. Be specific. "You always do this" means absolutely nothing. "You interrupted me three times in the meeting" means something. 2. Describe the behavior, not the person. "You talk over people" is a fact. "You're disrespectful" is a cruel judgment. 3. Name the impact. "When you go off-script on sales calls, we lose deals" is something a person can work on. "You're hurting our team" is something a person feels badly about. 4. Use I, not You. "I felt cut off in that conversation" shows the impact of their behavior. "You never let me finish," shames someone with no lesson learned. Direct communication will always feel uncomfortable at first. You need to do it anyway. The people who master it build better teams, better relationships, and better lives. Bookmark this for the next time you need to have a tough conversation. Interested in learning more useful tips like this? I send one essay every Saturday to help 180K+ readers rethink how they work, earn, and live. Join free here: https://buff.ly/rq3gVo9

Your next 1-on-1 is either building trust or breaking it. Most managers treat them like status updates. Most employees see them as obligations. After years of leading teams through growth and crisis, I've learned the truth: The best 1-on-1s aren't meetings. They're investments in human potential. When done right, these 30 minutes can transform: • Disengaged employees into champions • Surface problems become solutions • Good performers into great leaders Here's how to make every 1-on-1 count: For Managers: 1/ Start human, not tactical "What's on your mind?" beats "What's your update?" every time. Let them drive the agenda first. 2/ Listen like your success depends on it Because it does. Their challenges are your early warning system. Their wins are your team's momentum. 3/ Ask the question that matters "What support do you need?" Then actually provide it. Trust compounds when promises are kept. For Employees: 1/ Come with intention This is your time. Own it. Bring your real challenges, not just safe updates. 2/ Share what's actually blocking you Your manager can't fix what they can't see. But come with potential solutions too. It shows you're thinking, not just venting. 3/ Talk about tomorrow, not just today Where do you want to grow? What skills are you building? Make your development their priority. Great 1-on-1s don't just review work. They build relationships. They surface insights. They prevent fires instead of fighting them. The game-changer most miss: End every 1-on-1 with absolute clarity: 📌 What are the next steps? 📌 Who owns what? 📌 When will we check progress? Vague endings create frustrated teams. Your people don't need another meeting. They need a moment where someone truly sees them, hears them, and helps them win. Give them that, and watch what happens. What's one thing that transformed your 1-on-1s? ♻️ Repost if this changes how you approach 1-on-1s Follow Desiree Gruber for more insights on storytelling, leadership, and brand building.

Kindness is an underrated superpower.

It’s often mistaken for weakness or seen as something “extra” rather than essential. But when you show genuine kindness at work and in life - without expecting anything in return, you’re not just making your environment better, you’re actively transforming it and yourself. 
 Kindness fosters trust, collaboration, and positivity. People who feel valued and supported are naturally more engaged and motivated. They’re more likely to help others, share ideas, and contribute to a culture where everyone can thrive. 

And the beauty of it is, kindness doesn’t require you to be in a leadership position - it’s something you can offer no matter your role.
 Here’s how to bring kindness into your workplace in tangible ways: 1. Start with Small Acts: Hold the lift door for a colleague, offer to grab someone a coffee, or help a team member who’s struggling with a task. These small gestures create a positive ripple effect, making the workplace more collaborative and friendly.
 2. Acknowledge Others’ Efforts: Recognise when your colleagues are doing great work, especially when it might go unnoticed. A simple “well done” or “I appreciate your help” can boost morale significantly. When people feel appreciated, they’re more likely to engage with enthusiasm.
 3. Listen Attentively: In meetings or casual conversations, give people your full attention. Don’t just wait for your turn to speak. Active listening shows respect and makes others feel valued. It fosters deeper connections and opens the door to more meaningful collaboration.
 4. Be Patient with Mistakes: When someone makes a mistake, approach it with patience and understanding instead of frustration. We all have off days. Offering support rather than blame builds trust and helps your team learn and grow together.
 5. Offer Help Without Agenda: If you see a colleague overwhelmed or stuck, offer assistance without expecting a favour in return. Whether it’s staying late to help meet a deadline or simply offering advice, selfless support strengthens team bonds.
 6. Create a Safe Space for Feedback: Make it easy for colleagues to voice their opinions and ideas without fear of judgement. Encourage open dialogue and respond to feedback with kindness, even when it’s critical. This creates a culture of continuous improvement and trust.
 7. Celebrate Wins, Big or Small: Whether it’s completing a big project or overcoming a small challenge, celebrate the achievements of your team. Recognition keeps people motivated and connected to their work, reinforcing a positive and encouraging atmosphere.
 8. Be Kind to Yourself: It’s easy to be hard on yourself when things don’t go as planned. But self-compassion is key to maintaining balance. Treat yourself with the same kindness and understanding you offer others, allowing room for growth and rest when needed. ♻️Adam Grant

I used to believe that being assertive meant being aggressive. The reality is that you can both assert yourself and be kind. 5 proven tips to be more assertive (without being aggressive): 1/ Express your needs and wants clearly Why: Being direct and honest about your needs helps others understand your perspective and enables them to respond appropriately. It demonstrates self-respect and confidence in your own opinions and feelings. How: "I appreciate your input on this project, but I strongly believe we should take a different approach. Focusing on user experience will lead to better conversion. Can we discuss how we can incorporate both of our ideas?" 2/ Use "I" statements to communicate your perspective Why: "I" statements help you take ownership of your thoughts and feelings without placing blame or making accusations. They create a non-confrontational atmosphere that encourages open dialogue and mutual understanding. How: "I appreciate the effort you've put into this presentation, but I have some concerns about the accuracy of the data. I suggest we review the sources together and make any necessary updates to strengthen our case." 3/ Practice active listening and seek to understand others Why: Active listening demonstrates that you value others' perspectives and are willing to engage in a two-way conversation. It helps build trust and rapport, making it easier to find mutually beneficial outcomes. How: "I hear your concerns about the proposed changes to our team structure. Can you tell me more about how these changes will impact your work? I want to ensure that we address any potential issues." 4/ Offer solutions Why: Offering solutions rather than simply stating problems demonstrates your willingness to work collaboratively and find mutually beneficial outcomes. How: "I understand that you want to launch the new feature as soon as possible, but I have concerns about the current timeline. What if we break the launch into two phases? We can release the core functionality in the first phase and then add the additional enhancements in the second phase. This way, we can meet the initial deadline while ensuring the quality of the final product." 5/ Learn to say "No" when necessary Why: Saying "no" to unreasonable requests or demands demonstrates self-respect and helps you maintain control over your time and resources. It also helps prevent burnout and enables you to focus on your priorities. How: "I appreciate you considering me for this new project, but unfortunately, I don't have the capacity to take on additional work at the moment. I'm committed to delivering high-quality results on my current projects, and taking on more would compromise this. Can we revisit this opportunity in a few weeks when my workload is more manageable?" What’s one thing that helped you become more assertive? PS: Assertiveness is a form of self-care that also nurtures healthy, respectful relationships with others. Image Credit: Jenny Nurick

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!

After 15 years of managing teams, here's the framework I use to turn awkward 1:1s into sessions my team actually looks forward to: 1) Start on a high “What was your biggest win this month?” This isn't just feel-good fluff. When team members know I'll ask this question, they spend the entire month working toward wins we can celebrate together. If someone can’t name a win, that’s data. Now I know where to support. 2) Move to challenges “What’s been your biggest challenge lately?” or “What’s keeping you up at night?” Let them bring up the tough stuff first. You shift from a “me vs. you” vibe to a “we’ll solve it together” mindset. 3) Open the door “Tell me about you. How’s everything going?” This invites what doesn’t fit neatly on a status report: schedule needs, personal context, unspoken worries. Bonus questions I keep in my back pocket: • "How do you feel the team is doing?" • "Which team members do you wish you had more connection with?" • "What are your goals for this month?" • "How can I support you in growing toward those goals?" I conclude the call with a meta-question most managers skip: “What do you wish I asked you more often?” I learn whether they want more help on productivity, learning, career path, or just time to think together. These questions aren't scripts. They're starting points for real conversations. What's your go-to question for connecting with your team?

💔 “The Brilliant Woman Who Was Interrupted 7 Times in 5 Minutes” During a leadership workshop, one of my clients shared something that stayed with me. Her voice broke a little as she said: 👉 “I counted… seven times in five minutes. They cut me off. By the end, I just gave up speaking.” I watched her eyes as she spoke. They weren’t just narrating an incident—they were telling the story of exhaustion. She described the scene in detail: The sharp tone of the first interruption. The laughter after the second. The shuffling of papers as if her words didn’t matter. By the fourth, her shoulders slumped. By the seventh, silence swallowed her brilliance. That moment pierced me. Because she didn’t just lose her voice in that meeting—she lost an opportunity to influence. And the room lost the chance to hear an idea that could have shaped strategy. 🚧 The Obstacle Gender bias doesn’t always announce itself. It creeps in quietly. In how often a woman is cut off. In how her ideas are overlooked until someone else repeats them. In how she’s told—implicitly or explicitly—to “be patient, wait your turn.” And here’s the truth: brilliance shouldn’t need permission to exist. 💡 How I Helped as a Communication Skills Trainer We worked on three things: ✔️ #AssertiveCommunication – rehearsing responses to interruptions that were firm but professional. ✔️ Power phrases – short, sharp lines that create space and command attention. ✔️ #ExecutivePresence – voice control, body language, and the subtle shifts that make people pause and listen. ✨ The Transformation At her next boardroom meeting, she walked in differently. She wasn’t waiting for permission. She wasn’t hoping not to be interrupted. She was ready. She didn’t just speak. She owned the table. And the most powerful part? The very people who had once interrupted her… leaned in, took notes, and listened. 🌍 The Learning As leaders, we must recognize that #GenderBias in communication is not imaginary. It’s real. It’s silent. And it shapes careers every single day. That’s why assertiveness training isn’t optional for women leaders. It’s #Leadership. It’s #Survival. It’s #Power. ⸻ 🔑 For Leaders Reading This: Have you ever witnessed brilliance being silenced in your boardroom? The bigger question is—what did you do about it?

𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: 𝐌𝐞𝐞𝐭 𝐓𝐡𝐞𝐦 𝐖𝐡𝐞𝐫𝐞 𝐓𝐡𝐞𝐲 𝐀𝐫𝐞 Enterprise Architecture abhors a vacuum—it thrives on stakeholder engagement. Often, architects jump into collaboration without first assessing one critical factor: • 𝐖𝐡𝐚𝐭 𝐝𝐨 𝐬𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫𝐬 𝐤𝐧𝐨𝐰, 𝐚𝐧𝐝 𝐛𝐞𝐥𝐢𝐞𝐯𝐞, 𝐚𝐛𝐨𝐮𝐭 𝐄𝐀? Before strategy, frameworks, or roadmaps, 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞𝐢𝐫 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬, 𝐩𝐞𝐫𝐜𝐞𝐩𝐭𝐢𝐨𝐧𝐬 and 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬. This will shape how you approach, gain buy-in, and drive outcomes. Here are 𝐭𝐡𝐫𝐞𝐞 𝐞𝐬𝐬𝐞𝐧𝐭𝐢𝐚𝐥 𝐦𝐨𝐯𝐞𝐬 for aligning EA with stakeholders: 𝟏 | 𝐆𝐚𝐮𝐠𝐞 𝐄𝐀 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐁𝐞𝐟𝐨𝐫𝐞 𝐄𝐧𝐠𝐚𝐠𝐢𝐧𝐠 EA means different things to people, how can you align? Approach: * 𝐀𝐬𝐬𝐞𝐬𝐬 𝐞𝐱𝐢𝐬𝐭𝐢𝐧𝐠 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞. What do leaders think EA does? What experiences shape their view? * 𝐏𝐨𝐬𝐢𝐭𝐢𝐨𝐧 𝐄𝐀 𝐢𝐧 𝐭𝐡𝐞𝐢𝐫 𝐥𝐚𝐧𝐠𝐮𝐚𝐠𝐞. If a product saw EA as 'overhead,’ shift the conversation to ‘rapid decision-making.’ * 𝐓𝐚𝐢𝐥𝐨𝐫 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐛𝐲 𝐚𝐮𝐝𝐢𝐞𝐧𝐜𝐞. Finance, operations, and IT leaders have different concerns. Meet them on their terms. 👉 𝐎𝐮𝐭𝐜𝐨𝐦𝐞: When you shape EA’s role based on their reality, it becomes relevant, not theoretical. 𝟐 | 𝐀𝐥𝐢𝐠𝐧 𝐄𝐀 𝐭𝐨 𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐞𝐬 EA isn’t all architecture, it’s solving business problems. Approach: * 𝐒𝐭𝐚𝐫𝐭 𝐰𝐢𝐭𝐡 𝐊𝐏𝐈𝐬. Growth? Efficiency? Risk? Align EA contributions to what leadership interests. * 𝐂𝐨𝐧𝐧𝐞𝐜𝐭 𝐭𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐭𝐨 𝐢𝐦𝐩𝐚𝐜𝐭. Show architecture driving go-to-market, savings, or agility—over compliance. * 𝐀𝐧𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐞/𝐫𝐞𝐦𝐨𝐯𝐞 𝐫𝐨𝐚𝐝𝐛𝐥𝐨𝐜𝐤𝐬. If EA was a bottleneck, demonstrate accelerated decision-making instead. 👉 𝐎𝐮𝐭𝐜𝐨𝐦𝐞: EA is a strategic enabler, not afterthought. 𝟑 | 𝐁𝐮𝐢𝐥𝐝 𝐄𝐀 𝐢𝐧𝐭𝐨 𝐭𝐡𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 EA works best in collaboration, not isolation. Approach: * 𝐄𝐦𝐛𝐞𝐝 𝐚𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐬 𝐢𝐧𝐭𝐨 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐨𝐧𝐬. Decision-making improves when EA is a proactive presence. * 𝐒𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 ‘𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐢𝐧𝐠 𝐄𝐀’ 𝐭𝐨 ‘𝐜𝐨-𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬.’ Stakeholders engage when architecture is a tool for their success. * 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭, 𝐧𝐨𝐭 𝐨𝐧𝐞-𝐨𝐟𝐟. EA isn’t a pitch—it’s a dialog evolving with business. 👉 𝐎𝐮𝐭𝐜𝐨𝐦𝐞: EA shaping decisions early rather than reacting later. 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲 𝐒𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐬𝐭𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠. Before pushing frameworks or models, assess 𝐰𝐡𝐚𝐭 𝐄𝐀 𝐦𝐞𝐚𝐧𝐬 𝐭𝐨𝐝𝐚𝐲—and how to reshape that narrative to unlock its full potential. How do align EA stakeholders? Let’s discuss.👇 --- ➕ 𝐅𝐨𝐥𝐥𝐨𝐰 Kevin Donovan 🔔    👍 Like | ♻️ Repost | 💬 Comment    🚀 𝐉𝐨𝐢𝐧 𝐀𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐬’ 𝐇𝐮𝐛 👉 https://lnkd.in/dgmQqfu2

As a first in family student, stepping into university life (many, many years ago) felt daunting. I didn’t know the ‘rules’ or the language, and I carried around a quiet fear that I didn’t quite belong. Over time, I found that sense of belonging, largely through my experience living on campus in student accommodation. It was there that I built friendships, found mentors, and slowly came to understand that belonging isn’t something you either have or don’t have, it’s something that can be nurtured. That's why this recent research on student belonging resonated with me. It moves beyond the usual talking points and gets to the heart of what really helps students feel they belong, especially those from underrepresented backgrounds. A few actions that stood out as both meaningful and at times overlooked: 1️⃣ Connecting students to purpose and identity Academic success isn’t just about essays and exams. When we value lived experience and non-traditional learning, students feel seen. We can do this by asking students to reflect on real-world challenges in assessments or connecting learning to their own contexts.   2️⃣ Prioritising relationship-building in the curriculum and throughout Not just during orientation, but throughout the semester via peer mentoring, collaborative problem solving in class, and structured opportunities for students to connect meaningfully with one another. 3️⃣ Making uncertainty visible Students often think they’re the only ones struggling - tutors and academics can and should talk openly about academic challenges, and leaders can acknowledge that confidence and learning those unwritten 'rules' builds over time. Staff who share their own learning journeys can have a huge impact and kindness, respect and genuine interest can go a long way.   4️⃣ Designing for diverse student needs and barriers Not all students want, or are able, to join clubs or attend social events due to work, caring responsibilities, or other factors. Offering flexible, low-barrier opportunities to connect (like online forums or drop-in chats), designing learning experiences with multiple ways to engage, and considering time-poor or commuter students in planning should be non-negotiables. As this article highlights, belonging doesn’t come from a single program, initiative or activity – and it isn’t one size-fits-all. It comes from hundreds of small cues that tell a student: You matter. You’re capable. You are welcome here. Because of this, all staff, can play a key role in facilitating micro-moments of connection. 🔗 Read the full article: https://lnkd.in/ghTeHkxg