Virtual Team Building

If you’re tired of team exercises that feel forced, try the Start / Stop / Continue ritual that actually builds team bonding. Here’s how to do it: Step 1: Pick a topic Choose one specific area you want to improve. You can do this as a team (like marketing strategy, branding, or workflow) or even as a couple or family (like health habits or household routines). When my team did this for our marketing strategy, we asked: “What’s working? What’s not? What should we try next?” Step 2: Sticky it up Give everyone a stack of sticky notes. Each person writes down every task they do related to that topic (one per note). Then, color-code: • Different colors for different people (for transparency) • Or all one color if you want to keep feedback anonymous This part alone often surprises people. We realize how many invisible tasks we’re doing, and how much effort goes unnoticed. Step 3: Place the tasks Draw three columns on the board: 🟢 Start – New ideas or things worth trying 🔴 Stop – Tasks that drain time or add no real value 🟡 Continue – What’s working and worth doubling down on Then, together, sort each sticky. When we did this at Science of People, we learned: • We wanted to start experimenting with Medium and LinkedIn posts • We needed to stop wasting time on low-return platforms (sorry, X) • And we should continue doing more of what was driving real results (YouTube, email newsletters, and blog writing) If you disagree on something (like we did about Medium), place it in between columns as a trial. Set a test period. For example, “Let’s try this for 2 months and then review.” Step 4: Create a safe space This is a critical step. Start / Stop / Continue only works when feedback feels safe. You’re talking about the task, not the person. We even use different colored stickies to separate ideas from ownership. That way, no one feels attacked. When people feel psychologically safe, they share the truth, and that’s when real improvement happens. Step 5: Assign and act Insight without action is just decoration. So before you finish, assign ownership: • Who’s starting the new tasks? • Who’s stopping or phasing out the old ones? And for the “Continue” column, ask: “Can we make this even better?” A bonus: It works outside of work, too I even do this exercise with my husband once a year, for our health and habits. We’ve listed things like: • Start: Morning protein shakes, evening routines • Stop: Buying soda, eating out too often •Continue: Yoga and weekend soccer We walk away feeling more connected and intentional. The takeaway: When you pause to ask, “What should we start, stop, and continue?” you give yourself (and your team) permission to refocus energy where it truly matters.

Regardless of how great your ideas are in your virtual sales pitch, webinar, or team meeting… People are most likely checking their email, browsing social media, or working on other things while you present. How can you prevent that and actually get your audience to pay attention? Here are 4 of the most powerful techniques we use for our own virtual training courses: 1. Win the first five seconds According to research from the University of Toronto, people need only five seconds to gauge your charisma and leadership as a speaker. In virtual environments, this first impression is even more critical. To establish instant rapport: - Keep your posture open and inviting (avoid fidgeting, crossed arms, and closed-off postures) - Use open gestures that welcome the audience into your space - Gesture with your palms showing at a 45-degree angle - Speak with clear articulation and energy from the very first word The quickest way to lose your audience? Starting with tentative body language that signals you’re unsure or unprepared. 2. Design your presentation for virtual viewing When designing slides, assume varied viewing conditions. Design for the smallest likely device and the slowest likely Internet speed. Make your slides accessible by: - Using larger fonts (24-32pt) - Applying higher contrast colors - Limiting each slide to ONE clear idea - Adding more space between lines when using smaller text - Stripping excess content (you can provide additional information in a separate document) 3. Vary your delivery Our research shows the optimal length for linear presentations is just 16-30 minutes, while interactive ones can maintain engagement for 30-45 minutes. People’s attention will go through peaks and valleys during that time, so try these techniques to keep their attention: - Vary your speaking pace (faster to convey urgency, slower to express gravity) - Use intentional pauses to let key points land - Adjust your vocal tone (lower pitch for authority, higher for approachability) - Shift between slides, stories, and data at regular intervals Each change helps reset your audience’s attention and signals importance. 4. Build in structured interaction Don’t make your audience wait until the end of your presentation to interact. According to our research, presentations that incorporate audience engagement through polls, chat responses, or breakout discussions maintain attention longer. For the highest engagement: - Use a variety of interaction types throughout your presentation - Incorporate breakout rooms for small-group discussions - Switch modalities regularly to keep it interesting Remember: In virtual environments, you need to recreate the natural engagement that happens in person. Your virtual presentation success isn’t measured by perfection…it’s measured by action. Master these techniques and your audience won’t just pay attention, they’ll respond. #VirtualPresentations #CorporateTraining #WorkplaceLearning

Here’s how you can manage a remote team like a pro. Remote teams can be 25% more productive with proper management and tools. Mayank and I have managed hundreds of developers remotely. Here are key strategies that we at Supersourcing have discovered to boost productivity and foster a thriving remote culture: - Define clear communication channels. This will help avoid misunderstandings and keep your team aligned. -Set up virtual team-building activities to foster connections and camaraderie, even from afar. -Implement Regular check-ins. Very important to ensure everyone stays on track and feels supported. -Use the right collaboration tools and streamline workflows to boost efficiency. -Establish clear goals and metrics to measure progress and success. -Promote a culture of trust and autonomy by encouraging team members to take ownership and deliver results. -Invest in continuous learning and development to support skill growth and stay updated with industry trends. Creating a successful remote team goes beyond just hiring the right talent. It's about creating an environment where your team can excel, no matter where they are. Effective communication, team-building, regular check-ins, and the right tools can transform remote work from a challenge into a strength. What’s your top challenge in managing remote teams? Share your experiences and let’s discuss how we can overcome them together.

“Congrats, you’re a leader now – go lead! Oh, and we’ll just assume you know how to communicate effectively.” ‘tis a tale as old as time. I was that person too. The problem is that team leader communication is so critical to engagement, understanding strategy, and aligning your team behind purpose. So here’s 10 ways leaders can improve their communication right away. 1.      Ask your team what they want – find out what they want to know more about, their preferred methods of communication, how often they want to meet, etc. And keep asking them – preferences will change over time. 2.      Get feedback, constantly – don’t wait for an engagement survey. Ask what’s working, what’s not, and what ideas people have to improve comms in your team. 3.      Say more, with less – don’t get caught in the trap of long-winded emails and team calls. People are time-poor and busy. Keep it short. And don’t assume that ‘poor communication’ is solved with more communication! 4.      Record and review – facilitating online meetings? Record them, and watch them back, and self-reflect. 5.      Co-create content – you don’t have to come up with it all yourself. Get your team involved, share the weekly newsletter around or get them all to contribute to a teams chat. It creates a sense of ownership. 6.      Set a rhythm – people like things that are predictable. So after you’ve found out what people want, set a rhythm with your comms and stick to it. 7.      Find out the answers – it’s okay to say you don’t know something, and commit to finding out and reporting back. As a leader, especially during change, it’s your job to find out why things are happening, and what that means for your team. 8.      Be authentic – people can see through the ‘leader mask’ we sometimes put on. Authenticity builds trust. So use the words you’d normally use, and talk to others like human beings. 9.      Get equitable – this is getting harder in hybrid worlds, but equitable access to communication is key for your team members, especially during change. Make sure everyone has an opportunity to hear directly from you, and to talk to you 1:1. 10.  Listen to understand, not to respond – sometimes we jump into solution mode when our team members come to us with worries. Let them talk, and ask curious questions to understand the real problem, and what they need from you. Sometimes, they just need to be heard, they don’t need you to do anything. What would you add to the list?

When your people show up online, so does your brand. A few months ago, I partnered with a brilliant team. They were doing incredible work - delivering outcomes, building relationships, leading projects. But from the outside looking in, you’d never know it. 🔍 Their leaders weren’t visible. 🔍 Profiles were inconsistent or outdated. 🔍 There was no coordinated LinkedIn presence. It wasn’t that they didn’t want to show up they just didn’t have the support, structure, or confidence to do it consistently. 💡 So what did we do? We didn’t just run a LinkedIn training workshop and hope for the best. We built a clear, staged approach that empowered the team to build visibility in a way that was aligned, practical, and achievable. 🧱 Foundations First - We reviewed every profile from execs to mid-level leaders to align with company values and clearly reflect each person’s value. 🎯 Personal Brand Messaging - We created messaging frameworks. This didn't mean turning people into influencers, telling them to create videos or post daily. It was to give them the language to talk about what they do with confidence. 🗣️ Confidence to Contribute - We focused on how to contribute on LinkedIn: engaging with others, sharing updates, and amplifying company content all tailored to their roles. 🤝 Connection with Purpose - We supported the team in growing the right network helping them build meaningful relationships with clients, peers, and industry leaders. Leadership visibility set the tone for everyone else. 📊 Strategic Visibility - We reviewed their activity and refined based on what worked and seeing if they were having the right engagement with the right people - not just likes. 🌱 Embedding & Momentum - We wrapped up with 1:1 coaching and a team debrief. Questions were answered, blockers addressed, and LinkedIn became part of their workflow. And now? ✔️ The leadership team is consistently visible ✔️ The team understands how LinkedIn supports business goals ✔️ And the business is seeing real-world outcomes - visibility, stronger relationships, and commercial outcomes that we can map back to LinkedIn. 🧠 The Takeaway? Employee visibility is a competitive advantage. It builds trust. Attracts talent. Opens doors. It’s about what your people say, share, and show online. 🤔If you’re thinking: “Our leaders want to be more active, but don’t know where to start.” “Our competitors are online and we’re being left behind.” “We have incredible knowledge, but no one knows about it.” “We’re investing in culture and brand, but that story isn’t cutting through externally.” That’s exactly the time to pause and consider what’s possible. Because when visibility is supported with structure (not pressure) you create the conditions for people to genuinely show up. This team is only just getting started and I can't wait to see where they go from here! #linkedin #HR #digitialfirst

Your WFH Setup: From Survival Mode to Productivity Powerhouse 🚀 Remember those early WFH days? Kitchen tables, questionable chairs, maybe even an ironing board desk? (No judgement!) While we've adapted, truly thriving remotely requires investing in your setup. In COVID I learned quickly that your environment massively impacts your work and well-being. Here’s my breakdown of WFH essentials. Trust me, your body and brain (and colleagues!) will thank you: Ergonomic Chair: Your dining chair was built for meals, not marathons. Proper office chairs are designed for 8-10+ hours, offering crucial lumbar support and armrests. Investing here isn't a luxury; it's preventing future chiropractor bills! 😅 Standing Desk: Sitting all day? Standing all day? Both get tiring. An adjustable desk lets you switch it up! Alternating boosts circulation, energy levels, and focus, plus studies link it to reduced back pain. Keep moving! 🚶♀️↔️🧘♂️ Good Light: Dim lighting = eye strain, headaches, and drowsiness. Good lighting (a mix of indirect ambient + direct task light) is scientifically proven to enhance concentration and reduce fatigue. I got a proper office lamp. Brighten up your productivity! ✨💡 Multiple Screens: One screen is like trying to code with tunnel vision. Multiple monitors are proven productivity boosters. Research often cites gains of 20% or more by slashing window-switching time and keeping info visible. See more, do more! 🖥️🖥️ Laptop Stand: Hunching over your laptop = guaranteed neck ache. A simple stand elevates your screen to eye level (ergonomics 101!), promoting better posture and saving your neck and shoulders. Straighten up! 💪 Keyboard & Mouse: Laptop keyboards/trackpads are fine for quick emails, not coding deep dives. External peripherals allow for natural wrist/hand positioning, reducing strain (bye-bye RSI risk!) and boosting typing speed/comfort. Click happy! 🖱️⌨️ External Webcam: Ditch the grainy, awkward laptop cam angle! An external webcam offers superior quality and lets YOU control the frame. Look sharp, feel confident in meetings. 🎬 Good Mic/Headset: This one might be more for your colleagues, but PLEASE! 🙏 A decent mic or headset drastically improves audio clarity and cuts background noise. It transforms virtual meetings for everyone else. Be the audio hero your team needs! 🎤🎧 Google Logo (not for everyone 😄): Starting remotely during peak COVID felt surreal. So I needed a physical reminder that I'd actually switched jobs beyond just closing one laptop and opening another. Sometimes you need that little anchor! Might make sense for you to use a different logo ;) Investing in your WFH setup is investing in your health, focus, and overall effectiveness. What's the one WFH upgrade that made the biggest difference for you? Share below! 👇 #WFH #HomeOffice #RemoteWork #Ergonomics #Productivity #Tech #Google #SoftwareEngineering #WorkFromHomeSetup #HealthyHabits

Multitasking Meltdown? Here's How I Turned Chaos into Productivity! 🕒🏃♂️ Feeling like there's never enough time in the day? You're juggling tasks, but instead of juggling, it feels like you're playing an endless game of catch-up. I've been there – it's like every task is a pop-up ad in the game of your workday. Let's talk real solutions. I'm not here to preach; I'm here to share straightforward strategies that have worked for me and countless others. ⚖️ Prioritize Tasks: It's like a game of Tetris – some blocks are more crucial than others. Know which tasks will clear the line and which can wait. What are the ONE or TWO things that will move the needle TODAY? 🎯 Set Clear Goals: Start your day with a mission. Define what winning looks like for the day, so you're not just shooting arrows in the dark. 🔲 Time Blocking: Picture this: your day neatly organized into chunks, each dedicated to a specific task. It's like having a VIP section for your tasks – no interruptions allowed. 📂 Task Batching: Imagine handling all your emails at once, then moving on to calls. It's like clearing levels on your favorite game, one category at a time. ⏲️ Use a Timer: The Pomodoro Technique is your new best friend. Work for 25 minutes, break for 5. It's like interval training, but for your productivity. 🚫 Minimize Distractions: Turn off those notifications. Close those extra tabs. It's like putting up a "Do Not Disturb" sign for your focus. 🛌 Regular Breaks: Ever noticed how stepping away from a problem often leads to a breakthrough? That's your brain thanking you for the breather. If possible, structure complete breaks for a day or two to reclaim mindspace! 🔄 Reflect and Adjust: At the end of the day, take a moment to look back. Build a reflective practice. Like watching a game replay, you'll see what moves worked and what didn't. 🛠️ Use Tools and Apps: There's a tool for everything. I go to AppSumo to find good deals that have an encapsulated process. The tools educate me on processes, and if they don't work, they have a 60-day refund policy. 🤝 Delegate When Possible: Pass the ball to your teammates when you can. But only delegate tasks to the right level of people. If it's not optimized, you need a thinker to optimize the task being delegated. If it's already optimized, then an executor is required, not a thinker. 🔍 Seek Feedback: Sometimes a fresh pair of eyes can spot what you missed. Ask around; it's like getting a free cheat code for better performance. By using these tactics, you'll be able to navigate your daily tasks like a pro gamer handles a controller – with precision, purpose, and a winning strategy. What's YOUR top time management tactic? Share below – let's learn from each other! #ProductivityHacks #TimeManagement #WorkSmarterNotHarder #leadershipdevelopment Pic: Yay, I earned the LinkedIn Top Business Coach Voice. I invite anyone who wants to chat about building heart-centric leadership!

The hardest lesson I learned while running two online platforms and juggling teams in Accra and Lagos? “I don’t have time” is leadership’s costliest lie. I used to tell myself that regular check-ins could wait until “things calmed down.” They never did. Projects piled up, assumptions multiplied, and motivation wobbled, until I finally built an approach that helped me see (and serve) each person, not just the to-do list. ⫸ 80 % of employees who receive meaningful feedback each week are fully engaged, regardless of where they work. Only 16 % say their last manager conversation hit that mark. ⫸ Engagement isn’t an ad-hoc pep talk. It’s a rhythm. The leaders who select and honor that rhythm drive higher productivity and lower turnover. What I built (and turned into a toolkit) Employee Engagement Toolkit → https://vist.ly/3n5xvjy A plug-and-play Google Sheet Database (fully editable or transferable into your own tools) with: ⇒ One-on-one tracker – prompts, action items, space for follow-up dates. ⇒ Strengths & motivators tracker – so assumptions don’t run the show. ⇒ Recognition & feedback log – because praise that lands is specific and timely. ⇒ Pulse-check dashboard – quick color-coded view of energy, workload, and blockers. ⇒ Conversation starters & coaching cues – to turn “How’s it going?” into dialogue that matters. Think of it as a starter kit you customize to fit your context, nothing complicated or expensive, just a repeatable framework that keeps people (and their work) visible. If you’ve ever caught yourself thinking, “I’m sure they’ll want X, Y, Z,” without actually confirming it, this toolkit is for you. I built it for a client who wanted to move from reactive firefighting to intentional engagement, and I added it to the Leadership Shop because I wish I had it years ago. Question for you: What’s one small habit you use to keep engagement from slipping through the cracks? - - - - - - - - 👋🏿 Hi, I’m Akua! ⭐ Leadership, Culture & Transformation Advisor and creator of the Leadership Shop. 🗓️ This week, join me as I share a bit more of the behind-the-scenes of my business. Don’t miss my Ask Me Anything LinkedIn Live on Friday, June 6th. See you there!

Why Engagement Tanks in December—and 3 Ways to Turn It Around I’ve seen it too often: Teams can lose focus in December, and leaders can miss the warning signs. The Challenge: December brings distractions—holiday planning, heavy workloads, and year-end fatigue. But the impact isn’t limited to lost productivity. When disengagement sets in, it creates ripple effects: - Missed deadlines - Disconnection from leadership and purpose - Lost momentum on strategic priorities - Declining trust in leadership - Teams starting the new year misaligned or demotivated These issues can spill into Q1 and starting the new year on the back foot is a risk no leader can afford. The Opportunity: Instead of fighting December’s unique rhythm, work with it. A co-created engagement plan can transform the season into a time of shared focus, energy, and connection. When leaders align short-term goals with a sense of purpose, teams stay invested and end the year strong. 3 Ways to Boost Engagement This December 1.  Collaborative December Goals: Bring functional teams together to prioritise year-end goals. Avoid overload by focusing on what truly matters and ensuring alignment across the group. 2.  Build Connection Through Creativity: Host “challenges” where the team brainstorms creative solutions to end-of-year bottlenecks. This fosters shared ownership and sparks innovative thinking. For example: “How can we improve hybrid onboarding processes next year?” These challenges foster collaboration, build excitement, and allow diverse perspectives to shape practical solutions. Bonus: Document these insights for leadership alignment in January. 3.  Recognise Purpose, Not Just Performance: Recognition in December isn’t just about celebrating results. Acknowledge efforts tied to the organisation’s broader mission—like mentorship, cultural contributions, or driving inclusion. Peer-led recognition initiatives let teams highlight the unsung heroes among them. This approach inspires a sense of belonging and reinforces purpose at a critical time. The Bottom Line: December isn’t just a time to finish strong—it’s a time to set the stage for the next year. With intentional engagement strategies, you can leave your team energised and aligned, ready to tackle 2025. The Question Is: How do you keep engagement alive during December while building energy for the year ahead? What strategies have worked for you? Share your insights in the comments!

Most companies: “Hey team, can you please like this post on our LinkedIn?” *Crickets.* One post. Maybe. Then it dies. Because there’s no system. No incentive. No strategy. Just hope. Meanwhile… We’ve built a machine at Storylane and get 50%+ of our pipeline from LinkedIn. Let me walk you through what actually works (not the garbage “employee advocacy” advice floating around). 1/ Leadership posts first. Every week. No excuses. CEO. Head of Marketing (me), Product, Customer Success, Sales. We don’t ask others to do what we won’t do ourselves. 2/ Identify your internal influencers. Find the team members with reach—for example, our founding SDR, Brand Lead, and Product Lead have 2x the followers and crush it on LinkedIn. Make them the face. Everyone else follows. 3/ Make recognition part of the ritual. Every two-week all-hands starts the same way: “Thank you for the LinkedIn support, everybody.” And ends with the chant: “Engage, engage, engage, engage.” This isn’t some one-time internal campaign. It’s baked into how we operate. We’re all-in on LinkedIn. 4/ No nagging. Just positive reinforcement. We don’t guilt-trip people with “You’re not posting enough.” We go the opposite way: “Thanks so much for supporting us on LinkedIn.” Even if someone hasn’t posted in a while—it doesn’t matter. That vibe pulls people in. Soon, they start posting too. 5/ Create content worth sharing. Most companies have nothing cool to post. We’re big believers in pattern interrupt marketing. It’s simple: identify the pattern everyone follows, then break it. For example—we built Demo Dundies: Office-themed demo battles. (https://lnkd.in/e7tpDFWP) People post it because it’s fun as hell. That’s it. 6/ Gamify the whole thing. We have an internal "linkedin-club" Slack channel with 25 people. We give them Shield and track performance on a leaderboard. Only people who opt in. No forcing. 7/ Support your team in building their LinkedIn presence. One dedicated team member creates posts (converts call recordings into posts), reviews drafts, shares examples, gives feedback, and helps the team get active. If someone wants help, we help. You can’t just tell people “go post.” 8/ Focus on the right departments. We don’t push employee advocacy to everyone. Just Sales, Marketing, CS—people who talk to prospects and customers. Not Devs. Unless you’re selling Dev tools. Stop pretending everyone should post. 9/ Coordinate the big moments. New product? Launch? Podcast? Everyone posts. Not “if you feel like it.” We swarm the feed. So how do I know if it works? We ask each prospect: “How’d you hear about us?” 5–6 out of 10 say: LinkedIn. And we’ve received a version of this compliment every week for the last 1.5 years: “Every time I open LinkedIn, I see Storylane.” That’s what it looks like when you win the feed.