Don’t go into a meeting without a goal, or else you’ll find yourself stumbling around a few points for a while, without really achieving anything. Make a list of things you wish to cover, and what you hope to get out of the meeting.
Make sure your audience has understood everything that’s been said, so you can be positive they’ll go away knowing what to do next. Check they know their role; nobody should be in the meeting if they don’t have a role to play.
It’s important not to get bogged down with differing opinions, as this can distract from the main point and stop the meeting from continuing in a timely fashion. If there are any major issues, make a note to circle back to them after the meeting with only the people it concerns. This avoids wasting anyone else’s time.
Don’t just stand there and tell everyone what you think. Let them chip in, and validate their opinions if you agree with them. That way, nobody leaves feeling unheard or ignored. Ask questions, such as; ‘What are your thoughts?’ ‘How can we improve this?’ ‘Any ideas?’ And don’t just go with the first answer, make sure to ask multiple people the same question.
If a meeting is going for a while, but you haven’t covered everything, check to make sure people aren’t getting distracted, and even give everyone a quick break, or continue the meeting another day. The longer people spend discussing a matter, the less they pay attention as time goes on. Shorter, more frequent meetings are more effective, so limit meetings to a few key points.
You had a goal, so make sure you achieved it by quickly summarising what you learnt, and what is going to happen next. Then follow up the meeting to make sure everyone has done what was agreed.
Do you work with someone who, every day, goes above and beyond in their job role?
Have they implemented changes to the business that improve productivity, delighted customers, or improved profitability?
Have they solved a big business problem or lots of little problems to make a big difference?
Have they achieved all this in the face of professional or even personal adversity?
If so we want to hear from you. We want to recognise them as individuals, reward them for their hard work, and continue to keep them feeling proud and motivated in their job with you. In turn, your organisation will be recognised for supporting and developing exceptional talent, something that you should be proud of.
The process is simple; to give your colleague the chance to win our Top 30 Under 30 award, all you need to do is explain to us why they deserve to win.
If they are successfully shortlisted, an invitation to our prestigious awards evening will arrive for your acceptance. Should you choose to attend, your company may be the proud winner of a Top 30 Under 30s award and the success story of your team recognised before a room of your colleagues, competitors and clients.