Advita Patel’s Post

Making meetings more purposeful I imagine many people looking at this have been in meetings where they feel that their time is being wasted, it saps morale and leads to some people being disengaged before they even enter the meeting. Below are some tips for running a successful meeting. This list is not exhaustive, but I hope it offers some guidelines to support colleagues in keeping meetings purposeful.    Share the agenda early – Assume people will read the agenda before entering the meeting and that they have thought about the points being raised. If they receive the agenda two days before the meeting, they have plenty of time to get information together to have a robust conversation. Keep the agenda relevant – The agenda should reflect the strategic goals of the business but also needs to have room for some operational aspects which need high-level engagement. If the organization has agreed on strategic goals for the year, these should be referenced in the meeting. Start on time and finish on time – People will arrive late if they feel the meeting will not start without them, this can cause issues with those who were on time. If you are having a meeting that is planned to last an hour, then keep it at an hour. Keep the agenda tight – Divide the time you have by the number of points on the agenda i.e., 6 points in one hour, 10 minutes per point. Give a two-minute warning before the end of each topic and finish with a vote if the purpose is to find the opinion of the room. If this vote is not going to lead to direct action, it is important to point out that the purpose of the vote is to get the temperature of the room rather than the vote being a definitive outcome. Is it a comment or a contribution? Another aspect of keeping the agenda tight is to try to ensure all contributions are actionable. When time is tight every comment made must add to the discussion in an actionable or thought-provoking way. Anecdotes about previous places of employment are often not especially helpful nor actionable as the new place of employment is likely to have many different aspects such as culture, focus on outcomes etc.  Keep it fact/data focused and avoid generalizations – I have heard ‘everyone knows’ in meetings many times. I am uncertain what everyone knows because I have not spoken to everyone, but I am certain I am being made to feel less intelligent than everyone by not knowing. When a colleague uses the term ‘everyone knows’, or a similar generalization, it is important to challenge them and get facts to substantiate any claim or proposal made. Ensure actions of the meeting are recorded and shared – Make sure someone is responsible for taking minutes in the meeting and recording actions, including who is responsible and by when the action will be taken. These minutes should be shared as soon after the meeting as possible to allow people time to complete the actions.   I hope this is useful. Paul   

An old Dilbert comic strip popped up while I was scrolling through my phone the other day. Dilbert is hands down, my favourite for capturing the absurdity of corporate life. The joke goes like this: Boss: "Let's have a little premeeting to prepare for the meeting tomorrow." Dilbert: "Whoa! Do you think it's safe to jump right into the premeeting without planning?" Boss: "Okay! Let's get this preliminary premeeting meeting going." After reading that strip, I couldn't help but laugh, remembering a hilarious discussion my friends and I had about meetings during our recent dinner catch-up. One friend shared how her boss called for a meeting to discuss the agenda for a meeting scheduled for the next day. That set off our discussion about the craziness of office meetings. Another friend chimed in that in their office, they have post-meetings to discuss the outcomes of the main meeting. Classic, right? We all agreed that many people show up to meetings totally unprepared, with no clue about the topic or its urgency. But they always know who else is attending because, it's all about the power game—who gets called for which meeting. We laughed over the typical characters present in every meeting: The Initiator -the only one who cares and comes prepared. The Devil's Advocate, who loves to find gaps and argue. The Repeater, who just rephrases what others say. The Taskmaster -the one taking notes and making life difficult with follow-ups on the to-do list. And then there's always: The Ghost, who is physically present but mentally checked out. How can we forget the virtual meetings? The pandemic made them a new source of engagement and sometimes entertainment. Why do meetings have such a bad reputation? Collective intelligence should in theory, produce excellent outcomes. So, what goes wrong in meetings? Here's my take—if attendance becomes a power game and people are included just because they need to be seen, then yes, meetings are a colossal waste of time. But if you focus on a clear agenda, invite only those who are necessary, who of course come prepared, then you can have valuable discussions and productive outcomes. On a lighter note, for meetings we attend, can we ponder: Which character do I relate to the most? Or is there a new character you'd like to add to the list?

CEO Thom Dennis shares his top tips on how to avoid excessive meetings in Executive Support Magazine — the essential training resource for the world’s administrative professionals. https://lnkd.in/erfmX7up #futureofwork #meetings #productivity #executivesupportmagazine

Forget about boring corporate meetings that make you question the meaning of life. Let's talk about a different kind of meeting—one that doesn't involve spreadsheets or PowerPoint presentations but is filled with laughter, camaraderie, and maybe a few questionable jokes. Ah, the office: a place where friendships are forged in the fires of deadlines and coffee runs, in our case the ABC juice. But what happens when those colleagues-turned-comrades (Jyoti Bisht) venture outside the confines of cubicle walls and into the wild terrain of social gatherings? Let me tell you, dear LinkedIn connections, it's a journey filled with laughter, inside jokes, and the occasional embarrassing work story. You're sitting across from your buddy and reminiscing about the good old days when "Saturday training" meant trying to decipher the trivial messages on who is the next Jesus? 😂 But it's not just about reliving past office shenanigans; it's about celebrating the newfound freedom of life beyond the 9-to-5 grind. No more soul-crushing meetings or passive-aggressive email chains—just good company and even better conversation. So, dear LinkedIn connections, the next time you find yourself reminiscing about the good old days with a former colleague-turned-friend, remember to cherish those moments of laughter. Here's to office friendships, past, present, and future—may they always be filled with laughter and the occasional embarrassing work story.

CEO Thom Dennis shares his top tips on how to avoid excessive meetings in Executive Support Magazine — the essential training resource for the world’s administrative professionals. https://lnkd.in/erfmX7up #futureofwork #meetings #productivity #executivesupportmagazine

TEN PAIN POINTS RELATED TO OFFICE POLITICS Day 1: Lack of Transparency) #OfficePolitics #TransparencyMatters . . . So, picture this: you're part of this super enthusiastic team, working on a project that feels like it could change the world (or at least the office) . Everyone's giving 100%, and things are humming along nicely. Then, out of nowhere, you hear that some big decision has been made. Maybe the project direction is changing, or there's a new boss, or there's an unexpected bonus being handed out (but not to you ). Naturally, you want to know more. So, you start asking around. But instead of clear answers, you get responses that are about as clear as mud . It's like trying to get a straight answer from a toddler who just discovered the word "why" ♀️. You're like, "Why did we switch project directions?" and the response is, "Oh, you know... reasons" Or, "How come Sarita got promoted?" and they say, "Well, she's just... special" ✨ (insert sarcastic eye roll emoji here). At this point, you're wondering if there's a secret society operating in the office, complete with secret handshakes and password-protected coffee machines ☕️ (with a funny face emoji) . Ha ha... It's infuriating because it feels like decisions are being made in a clandestine meeting that you're not cool enough to attend . You start to wonder if it's all about who's best friends with whom rather than actual work performance . Suddenly, your motivation takes a nosedive. "Why should I work my butt off," you think, "if decisions are made based on who has lunch with the boss?" The kicker is that this lack of transparency isn't just annoying—it's toxic ☠️. It's like a slow poison that erodes trust. You start doubting the fairness of everything and everyone . And trust me, it's hard to collaborate effectively with people when you're always side-eyeing them, wondering if they're in on the secret . Now, imagine if things were different. What if the higher-ups actually communicated why decisions were made? Even if the outcome wasn't what you hoped for, at least you'd understand the reasoning ➡️. It's a lot easier to accept a decision when you know it's based on facts and logic rather than a game of office politics vs. . Transparency is like sunshine in the office—it's warm, it's clear, and it makes everyone feel better ☀️. When you're kept in the loop, you feel trusted and valued . It's a simple way to cut through the political fog and build a workplace that doesn't feel like you're navigating a minefield of secrets and favouritism ♀️. So, let's ditch the secret society vibe and bring on transparency! Because really, who has time for cloak-and-dagger drama when there's work to be done? ️ ♀️ Let's get things done! #HealthyWorkplace #CommunicationIsKey #lifecoaching #mightymanifestaions #saritat

🚪Why we banned the closed door meeting. Years ago I worked in a business that constantly had closed door meetings. There was no transparency about the performance of the business and redundancies were frequent. Every time the boardroom door closed, you could feel the atmosphere in the main office change. ‘Here we go again’. ‘Who’s next?’ ⛔️ The reality was that most of those meetings were pretty standard affairs and half the time was probably spent chatting about the weather or weekend plans - but if you were on the outside you didn’t know that. It made you feel as though you weren’t important enough to know what was going on. ☹️ When we started Scotty’s we decided we didn’t want anyone to feel like that. We wanted to be as transparent as possible and to share everything we could, with everyone. We said that as a default we’d start meetings with the door open. The only time we’d close the door was if we were talking about something sensitive, which 99% of the time is only going to be a personal or HR subject, or a sensitive beneficiary case we might be working on. Sometimes we get a bit excited so we might also push the door to if we’re disturbing those outside 😂. If the door closes, those outside respect that the content must be of a sensitive nature. That’s what we call an open door policy.

Busy CEOs Deserve a Focused Mind - Free Up Your Time with Bond PA Services If you feel like the weight of daily tasks is holding you back from strategically leading your company, you're not alone. Many CEOs get bogged down in administrative details, hindering their ability to focus on the big picture. At Bond PA Services, we understand the unique challenges CEOs face. That's why we offer a comprehensive suite of PA services designed to empower you to delegate with confidence and reclaim your valuable time. Laura Bond is a highly skilled and experienced PA, who is more than just an assistant; she is a strategic partners who can: ✔ Manage your schedule and appointments: Free yourself from the burden of scheduling meetings, calls, and travel arrangements. ✔ Handle administrative tasks: Delegate email management, report preparation, and other time-consuming administrative duties. ✔ Coordinate projects and deadlines: Ensure projects stay on track and meet deadlines by having a dedicated PA oversee communication and logistics. ✔ Research and compile information: Get the data and insights you need to make informed decisions without spending hours gathering information yourself. By partnering with Bond PA Services, you'll gain the peace of mind that comes from knowing your day-to-day operations are running smoothly. This allows you to: 💡 Focus on strategic initiatives: Devote your energy to developing and implementing long-term plans that drive growth. 💡 Strengthen relationships: Invest more time in building and nurturing relationships with service users/clients and key partners. 💡 Become a more effective leader: Enhance your ability to inspire and motivate your team with a clearer and more focused presence. Don't let administrative tasks become a barrier to your success. Invest in yourself and your organisation's future with Bond PA Services. Contact Laura today for a free consultation and see how we can help you achieve your full potential. https://lnkd.in/eF6sERXP #ceoproductivity #delegate #virtuallassistant #leadership #businessgrowth

MONDAY OFFICE POLITICS KNOW SNAKES IN YOUR LIFE Imagine you’re driving on a lonely highway at a safe speed, and suddenly the road disappears. This is akin to how subordinates betray their leaders—they are the snakes in your life, ready to strike at your career or life when least expected. The concept of betrayal is as old as humanity itself, and it is discussed in the works of Sun Tzu, Emmanuel Kant, Plato, and many others who explored leadership and relevant human behaviors. Despite this extensive study, no universally accepted definition of betrayal exists. Betrayers typically act out of a desire to gain something, no matter how trivial, often at the expense of others. For this week’s episode of Monday Office Politics, let’s narrow the concept of betrayal in office settings. Consider the infamous betrayal of Judas Iscariot, one of Jesus Christ’s most trusted disciples, who betrayed him to the Romans. Similarly, American military general Benedict Arnold betrayed George Washington by conspiring to surrender West Point to the British. Both names are now synonymous with betrayal. In both military and civilian contexts, betrayal is common. These betrayals often happen when subordinates violate core values like loyalty, respect, and honor to gain a temporary sense of power over their leaders or peers. Just as Judas betrayed Jesus for 30 pieces of silver, the temporary rewards subordinates gain through betrayal are often far outweighed by the long-term consequences. Today, a junior officer might betray his commanding officer for as little as 10 million naira or engage in unethical behavior for short-term gratification. As a leader, it’s impossible to completely insulate yourself from betrayal. Human nature dictates that some subordinates will betray your trust. However, the mark of great leadership is the ability to trust wisely and manage betrayal effectively. Here are some ways to identify subordinates with tendencies toward betrayal: Sudden Changes in Behavior: If a colleague who was once open and communicative becomes secretive or distant, it’s a red flag. This shift in behavior might indicate that they are hiding something. Pay close attention to how they interact with you and others, as these changes can signal underlying issues. Inconsistent Stories: If a team member provides conflicting accounts of their actions or the status of a project, it might signal deceit. Such inconsistencies suggest that they might be covering up mistakes or engaging in activities that are not aligned with the team’s goals. Unexplained Absences: Frequent and unexplained absences from work or important meetings can indicate disloyalty or engagement in activities that aren’t aligned with company goals. This behavior suggests they might be planning to leave or sabotage the team at a critical moment. Their absence during important times can leave the team vulnerable and unprepared.

Are you dreading any of the meetings in your calendar this week? According to research by mmhmm you are not alone. Here’s what they found in their survey of 1000 full-time employees: 45% of respondents said their meetings are too long. 47% said that more than half the meetings they attend could be cancelled. 25% said more than half of their meetings are useless. 42% said the highlight of a work meeting is if it’s canceled, (and yet 43% don’t feel empowered to suggest canceling meetings). 39% admitted they’ve booked new meetings to try to get out of existing meetings. The problem is that most meetings are not inclusive, there is no equality or genuine curiosity. In a nutshell, most meetings are not designed to create and connect fresh thinking - and the very time we most need it. Often, in the context of poorly designed, poorly facilitated meetings, people fall into predictable roles. And this is a big problem. Because these are NOT the roles we need to be playing to sense, learn and respond our way through the super-tricky, never-been-solved-before challenges we are navigating in organisations today. WANT TO SPRING-CLEAN YOUR MEETINGS? If you need a hand to give your meetings a radical make-over to ignite truely fresh, creative thinking - please reach out. I love co-creating gatherings that ignite human brilliance. Here’s some of the client feedback I have recently received : “What was most valuable? Having 5 mins to think (uninterrupted). Don’t feel I’ve had that in 2-years!” “I really enjoyed the challenge of listening without comment for 5 minutes and when the roles were reversed, how open and honest with myself my thinking became.” “The thinking time within a small group of three was most valuable - everyone was vulnerable and contributed a great deal.” “I enjoyed the breakout rooms and giving my colleagues space to think and express themselves.” IMAGE CREDIT: mmhmm #leadership #innovation #thinkingdifferently #meetings #newwaysofworking