Building a Community of Practice

I had a chance to facilitate a workshop for 130 people. Here what makes it a success. 💡 CHOOSE THE RIGHT METHOD With 130 people and it needs to be a workshop not a seminar, we decided to break into 6 group which every group had 1 facilitator. We only have 2.5 hours so we needs to stick on the timing and start end on time in each activity. 💡 ENGAGING SESSION Need to ensure that each participant feels involved although they are part of a big group. It could be done by asking the representative of each group to share their opinion during plenary session or to ensure everyone contributes during small group discussion. 💡 MANAGE THE ENERGY This is a shared responsibility with the co-facilitator. Need to ensure that everyone is engaged in the discussion, have high energy, and eager to participate. When we see the energy down then we could have a quick intermezzo or icebreaking session to bring the energy back. 💡 PERSONALIZATION The small group discussion format is important to ensure that everyone have their voice to be heard which less likely to be done if we only have 1 big group with 130 people as participants. 💡 CHECK THE IMPACT Make them share the insight, key learnings, and also next action plan that they could implement in day to day work to make their work more effective and efficient. The success of a workshop is always combination of having clear objective to come up with the right format, good preparation, well coordinated facilitators, and good execution on the day. As facilitator, it is important to have high energy when we deliver the session since our energy is contagious. If anyone has additional tips for a successful workshop facilitation, feel free to write in the comment section! DM me for any potential collaboration!

One of the clearest signals of whether a transformation is working isn’t in the plan - it’s in the conversations happening in your teams. So pay close attention to the frequency of healthy debate, constructive challenge and openness to new and divergent ideas that takes place. If the frequency is low… …there is the risk of creating the illusion of performance because people readily ‘understand’ each other, agree on everything, collaboration seems to flow smoothly and there is a collective sensation of progress. However, the opportunity cost is teams gets trapped in their own paradigms, opportunities get overlooked, risks ignored - and ultimately their output becomes derivative not innovative, performance diminishes as opposed to improving and compounding. If the frequency is high… …there is a level of psychological safety that allows for team members to be more objective, to speak up with relevant ideas, to constructively challenge each other, and bring their diverse perspectives and experiences to the table - in the knowledge it won’t be held against them. This opens up the opportunity of reframing the paradigm, and connecting different perspectives and ideas. Ingredients for creativity, innovation, resilience and performance. You see homogeneous teams might feel easier, but easy doesn’t translate into Performance. Here are a few ideas to experiment with your teams… 1. Intentionally foster a team environment that replaces scepticism with intellectual curiosity, an open and learning mindset.   2. Consider how you can create a ways of working that allows all ideas and perspectives from everyone in the room to be heard. 3. Encourage dissenting perspectives. Surrounding yourself with people who are willing to disagree with you and challenge your perspectives and each other. 4. Consider whether you may need to invite others to that creative or idea generation meeting to ensure you get a broader perspective. 5. De-stigmatise failure through sharing past mistakes and celebrating lessons learnt. 6. Institutionalise a team culture of healthy candour. Candour is one of the key attributes to improving the quality of output, levelling up creativity and enabling effective collaboration. What would you add? #transformation #culture #psychologicalsafety

Most organizations want more collaboration. Fewer know specifically why and that ambiguity is usually the reason the efforts to build it do not hold. This is the starting point for any serious attempt to increase teamwork across an organization. Clarity about where collaboration is actually needed, how it creates value in that specific context, and what would be lost if it did not improve. Without that clarity, the actions taken tend to be generic culture programmes, team-building exercises, values statements and the results tend to be correspondingly shallow. When you have that clarity, the research points to a set of levers that work. All of them, not one or two. People: teams with higher average levels of agreeableness tend to be more cooperative. Hiring and developing for this matters. Leaders who support change and model learning have the power to drive team culture more effectively than almost any structural intervention. Tasks: framing work as genuinely interdependent so that each person can see how their contribution connects to the whole makes cooperative behaviour more likely and attracts more cooperative people over time. Recognition: at the point where bonuses, promotions, and assignments are decided, the behaviours that are rewarded shape the culture more directly than any stated value. If collaboration is not being actively recognised at those moments, the culture will not sustain it. And one finding from the research on multi-team systems that I find particularly important is coordination among leaders across teams matters more than coordination within individual teams for overall system performance. In other words, get the leadership layer aligned on goals and values and then give the operational teams the autonomy to execute. Trying to coordinate directly at the operational level is actually counterproductive. The collaboration challenge is a leadership challenge. It starts, and is sustained, at the top. #Collaboration #TeamPerformance #LeadershipCulture #OrganisationalBehaviour #RandallPeterson

Onboarding Is Your First Retention Strategy (And Why the 4C Framework Decides Who Stays or Leaves) Did you know? Nearly 80% of employees decide within the first 90 days whether they’ll stay long-term. But most healthcare organizations still treat onboarding like a paperwork checklist: → Endless forms → Little clarity → Zero connection And that’s exactly why so many new hires leave before they ever find their footing. The truth? Onboarding isn’t administration. It’s a transformation. It’s where first impressions meet future loyalty. It’s your first — and often best — chance to turn new hires into long-term team members. So, how do you get it right? Use the proven 4C Framework — designed to turn onboarding into a retention engine. 1. Compliance - Make paperwork seamless, digital, and stress-free so new hires don’t start frustrated. - Automate credentials, licenses, and CE tracking so they focus on people, not portals. - Eliminate manual onboarding chaos — with CerTracker Manager, every credential is verified and stored before day one. 🩷 Start their journey with clarity, not confusion. 2. Clarification - Clearly define roles, responsibilities, and expectations. - Connect their tasks to the organization’s mission and patient outcomes. - Provide a clear roadmap — from day one — so nurses see how their work drives impact. 🩷 Clarity creates confidence. Confidence creates commitment. 3. Culture - Move beyond PowerPoints — show your culture through stories, mentoring, and shared rituals. - Pair new hires with culture carriers — leaders and peers who live your values. - Use every touchpoint to reinforce belonging and purpose. 🩷 Culture isn’t what you say — it’s what they feel. 4. Connection - Foster early relationships with teammates, mentors, and leaders. - Schedule intentional check-ins and shadowing opportunities. - Create space for collaboration and real conversation — not just orientation. 🩷 Connection is the bridge between onboarding and belonging. Because here’s the thing: Strong onboarding doesn’t just welcome new nurses — it anchors loyalty, accelerates performance, and reduces turnover. If you’re not investing in onboarding, you’re investing in churn. And in today’s workforce climate, you can’t afford to lose great people before they’ve even begun. CerTracker Manager helps healthcare organizations transform onboarding from paperwork to partnership — giving leaders the tools to: 🔹Automate credential verification 🔹Track onboarding progress 🔹Build structured, meaningful first 90 days 🔹Measure engagement and retention Because when onboarding works, everything else does too. Want to learn how CerTracker can help your leaders turn onboarding into retention? 👉 Book a Demo: https://lnkd.in/gZjC4W_N | See CerTracker Manager in Action: https://lnkd.in/gXiEwHVx

❓ How Can I Improve My Team’s Communication Skills? One of my clients - Matthew, a senior director was facing significant challenges with his team’s communication. There were frequent misunderstandings, missed deadlines, and a general lack of cohesion. Realizing the urgent need for improvement, he sought professional coaching from us. Here’s how our journey unfolded and the remarkable changes we achieved. Initial Challenges: 🚩Frequent misunderstandings among team members 🚩Missed deadlines due to poor communication 🚩Lack of team cohesion and collaboration Steps Taken: 1. Foster an Open Environment ⭕ Encouraging Openness: We emphasized the importance of creating a safe space for open communication. Matthew started holding regular team meetings where everyone felt comfortable sharing their ideas and feedback without fear of judgment. 2. Use the Right Tools 🛠️ Communication Platforms: Matthew introduced his team to effective communication tools like Slack and Microsoft Teams - which facilitated instant messaging, file sharing, and organized conversations, which streamlined workflows. 3. Provide Training 📚 Communication Workshops: this is where we came in fully by focusing on developing essential communication skills, such as active listening, clear articulation, and providing constructive feedback. 4. Lead by Example 🧘♂️ Modeling Behavior: By emphasizing the importance of leading by example, Matthew started demonstrating strong communication skills in his interactions with the team. By being clear, respectful, and attentive, he set a standard for others to follow. 5. Regular Feedback 🔄 Constructive Feedback: Implementing a system for regular, constructive feedback helped team members understand their communication strengths and areas for improvement. This ongoing process fostered a culture of continuous improvement. 🍀Tips for Team Member Development: 👂Active Listening: Encourage team members to practice active listening, focusing fully on the speaker, understanding their message, responding thoughtfully, and remembering what was said. 🔈Clear Articulation: Help team members develop the ability to express their thoughts and ideas clearly and concisely, avoiding ambiguity and confusion. ❤Empathy: Foster empathy within the team so members can better understand and relate to each other's perspectives and emotions. 🎀Conflict Resolution: Train team members in conflict resolution techniques to handle disagreements professionally and constructively. 🧷Non-Verbal Communication: Educate the team about the importance of body language, facial expressions, and other non-verbal cues in effective communication. Want to enhance your team's communication skills? 🌟 📞 https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #leadershipcoaching #teamcoach #teams #communicationskills #softskills #TeamCommunication #SoftSkills #ProfessionalTraining

What kills collaboration faster than conflict? Silence. How AI can fix it.     We've all been there: a meeting ends, everyone nods, no one asks questions... and yet, the project still goes sideways. The truth? Silence doesn’t mean clarity. Silence in teams can feel like alignment, but it's often confusion in disguise. It usually means someone didn’t feel safe or empowered to ask for it.   Even the best teams hit roadblocks:   Misunderstandings from assumptions Hesitation to ask questions Miscommunication that leads to rework   These challenges aren't new, but the way we tackle them can be.   This is where AI can quietly transform how your team collaborates. By acting as a neutral, judgment-free assistant, AI makes it easier for people to understand questions, clarify tasks, and stay aligned without fear of “looking dumb.”    Here's how:   ✅ Clarify complexity – AI can quickly summarize dense threads, documents, or meeting notes. ✅ Encourage curiosity – With the right prompts, AI makes it safe and easy to ask “obvious” questions. ✅ Keep teams in sync – AI can reinforce shared goals and priorities without sounding repetitive. It’s like adding a smart, impartial facilitator to every meeting, every teams thread, every project doc.   💡 Try this prompt to get started: "You are a helpful team assistant. Whenever I ask a question, respond with a reasonable amount of detail to help the team work together effectively." Simple but powerful to make missing information to all team members visible.     Ready to bring this into your team culture? Start with these steps:   1. Pick one team ritual (e.g., weekly meeting, retros, or docs) and layer in AI support. Let AI summarize, generate follow-up questions, or identify unclear points. 2. Encourage “clarifying questions” as a norm, not a nuisance. Use AI to increase curiosity and good inquiry. 3. Train with prompts. Craft a few go-to prompts your team can use in AI tools like Co-Pilot or whatever tool you use.   Collaboration doesn’t break down because people don’t care. It breaks down when people don’t feel clear and get frustrated.

As Chief of Staff, I designed many onboarding plans. Not for my team. For my CEO’s. Some were veterans stepping into a new role. Others were brand new to the organisation, sometimes even to the sector. Yet the fundamentals stayed the same. They were shaped by many brilliant leaders before me, and I still use them till today. Here’s what worked (I hope you'll try it too!): 1️⃣ Jump right in Have them shadow key people. Let them see the work on the ground. No document replaces lived experience. And the team benefits from a fresh pair of eyes. 2️⃣ Set the context Don’t leave this to HR. Create clarity on what matters, and coach them as they learn on the job. 3️⃣ Outline 30-60-90 outcomes The first three months can feel overwhelming. Give them priorities, not a to-do list. Let them figure out how. 4️⃣ Create reflection spaces Hold a weekly check-in. Ask what they’re learning, what’s unclear, and how they’re shaping their priorities. 5️⃣ Give early visibility At 90 days, ask them to present learnings and plans for the next 6 months to leadership. Let them share what support they need. Time and again, this has worked. For different personalities. At different career stages. PS: Which one would you include in your next plan? #Leadership #Onboarding #ChiefOfStaff #StrategyExecution #OrganizationalCulture

Post 7 of 9: Team Over Individual #TheValueOfSacrificingForTheGreaterGood In sports, individual talent is often celebrated, but it’s the collective effort of the team that ultimately leads to victory. The most successful teams are those where players are willing to put aside personal glory for the greater good, understanding that their role, no matter how small, contributes to the overall success. This concept is just as vital in the workplace, particularly in environments where dysfunction threatens to undermine collaboration and progress. The Importance of Collective Effort in Dysfunctional Workplaces In a dysfunctional workplace, individuals may be tempted to prioritize their own success over that of the team, especially if the environment fosters competition and conflict. However, this approach can further exacerbate dysfunction, leading to silos, mistrust, and a lack of cohesion. True progress is made when everyone is aligned towards a common goal and willing to sacrifice individual recognition for the benefit of the team. Lessons from Team-Oriented Athletes Here’s how you can encourage a team-first mentality in your leadership approach: 1. Promote Shared Goals: In sports, the ultimate goal is clear—winning as a team. In the workplace, ensure that everyone understands the broader objectives and how their role contributes to these goals. Emphasize that success is measured by collective achievements, not individual milestones. 2. Celebrate Team Successes: Recognize and reward team accomplishments rather than just individual performances. This reinforces the idea that collaboration and teamwork are valued and that the whole is greater than the sum of its parts. 3. Encourage Collaboration: Foster an environment where team members are encouraged to work together, share knowledge, and support one another. Break down silos and discourage behavior that prioritizes individual success at the expense of the team. 4. Lead by Example: As a leader, demonstrate the importance of putting the team first. Show that you value collective success over personal recognition and that you’re willing to make sacrifices for the good of the team. Your actions will set the tone for the rest of the group. 5. Support Selflessness: Encourage and acknowledge acts of selflessness within the team. When team members see that their sacrifices are recognized and appreciated, they’re more likely to continue putting the team’s needs above their own. #My2Cents: In a dysfunctional workplace, fostering a team-first culture is key to overcoming challenges and achieving success. By promoting shared goals, celebrating collective achievements, encouraging collaboration, leading by example, and supporting selflessness, you can create an environment where the team’s success is prioritized over individual glory, leading to stronger, more cohesive outcomes. #Leadership #WorkplaceCulture #Teamwork #Collaboration #CollectiveSuccess #Selflessness

𝗧𝗵𝗲 𝗞𝗲𝘆 𝘁𝗼 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗧𝗲𝗮𝗺 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 When was the last time you really got to know someone on your team? Not just their job title or their role, but their skills, their passions, and what makes them tick? If you’re like most of us, it’s easy to get caught up in the day-to-day tasks and forget that the people we work with are more than just colleagues; they’re individuals with unique strengths that can add incredible value to the team. Whenever I’m asked to lead a training or workshop on team collaboration, I make it my mission to ensure it’s not just another lecture. Let’s face it: no one wants to sit through a one-sided session where they’re just being talked at. Instead, I focus on making it interactive, engaging, and, most importantly, meaningful. I use tools like Slido to encourage real-time participation and embed videos that tell powerful stories. One of my favorite videos to share is this clip from 𝗧𝗲𝗱 𝗟𝗮𝘀𝘀𝗼 where he talks about the importance of 𝗯𝗲𝗶𝗻𝗴 𝗰𝘂𝗿𝗶𝗼𝘂𝘀, 𝗻𝗼𝘁 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁𝗮𝗹. It’s a simple yet profound message that resonates deeply with teams. Here’s why curiosity matters: when you approach your team members with curiosity instead of judgment, you open the door to understanding. You start asking questions that activate empathy and help you see the value each person brings to the table. For example, have you ever asked a colleague about their hidden talents or skills? These conversations not only build stronger connections but also help align individual strengths with team objectives. As a leader, I know you want to win. But here’s the thing: winning isn’t just about hitting targets or meeting deadlines. It’s about building a team that knows how to collaborate effectively, a team that trusts each other, and a team that feels valued. When your team members feel seen and heard, they’re more likely to bring their best selves to work. And that’s when the magic happens. So, how can you start fostering this kind of collaboration in your team? Here are a few actionable steps: 1. 𝗔𝘀𝗸 𝗯𝗲𝘁𝘁𝗲𝗿 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀. Don’t just focus on tasks; ask your team about their ideas, challenges, and goals. 2. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆. Build a culture where it’s safe to ask questions and explore new ideas. 3. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀. Recognize and highlight the unique skills each team member brings. Remember, effective collaboration isn’t just a benefit for the team—it’s a win for you as a leader and for the organization as a whole. When you’re looking for ways to inspire and activate your team to embrace effective collaboration, send me a DM. Together, we can create a culture of collaboration that drives success. Be curious, not judgmental. Let’s start the conversation today. #effectivecollaboration #psychologicalsafety #leadership #inclusion #culturalintelligence

The first 90 days decide IF early talent stay OR start looking elsewhere... If you want them to hit the ground running and stay... Your onboarding can’t just be death by powerpoint It needs 3 critical ingredients: ✅ Fun Gamified, immersive learning sparks engagement + builds confidence. 📌 Tip: Ditch passive presentations. Instead, set interactive “missions” in Week 1, like “Shadow a team member and present 3 things you learned.” ✅ Empathy Onboarding isn’t about policies. It’s about helping young talent navigate a world that’s completely different to when many of us started. Today’s grads + apprentices are starting work shaped by: - Years of disrupted education during the pandemic - Constant social media comparison and pressure - Soaring cost of living stresses 📌 Tip: Equip managers with conversation starters and training on what it’s like to be a young professional in 2025 and how to build trust and understanding from Day 1. ✅ Real world impact The best onboarding doesn’t just "inform" early talent it equips them to succeed in real-world situations, fast. Most young people have spent years studying theory. What they haven't learned are practical work skills like: - How to run a meeting without rambling - How to ask for feedback without feeling awkward - How to manage their time in a hybrid/remote environment 📌 Tip: Instead of overwhelming them create bite-sized skill sessions or gamified challenges focused on key skills/behaviours. When onboarding includes these three things, magic happens: - Managers engage early (and stay engaged) - Grads/apprentices feel confident from Day 1 - Retention and satisfaction scores rise When using this approach I saw: - 66% boost in line manager confidence at M&S - 100% increase in apprentice work readiness at Accenture You don't just "onboard" early talent. You shape their loyalty and their future. Want a FREE resource with details of how to implement all of these tips (plus three bonus line manager resources perfect for onboarding)?! Comment ONBOARDING and I'll send you the link!