Leapfrog Innovations Newsletter:  Fresh Ideas At Work
Winter 2005   Friday, February 5, 2016 VOLUME 3 ISSUE 1  
Happy Valentines Day!
Leapfrog + Advantage Performance Group = “Homerun!” for BD
Leapfrog Seeks Two Extraordinary Individuals
Doing Our Part to Stomp Out "Yeah But Syndrome™"
Spotlight On: Mark-it Place™
Recent Clients & Partners
Federated Builds Leadership Bench
Mighty Motivating or Miserable?
Client Quote

“The Novotran™ simulation was highly engaging and thought provoking. The hi-po’s got an opportunity to ‘catch themselves being themselves’ in leadership roles and team situations. Afterwards, with the help of one-on-one coaching, they were able to apply what they’d learned from the simulation to enhance their leadership skills.”

- Debbie Friedman
Operating Vice President, Federated Leadership Institute
Federated Department Stores, Inc.

Try This At Home
Mighty Motivating or Miserable?
Improve Your Team Meetings

Hey, leaders. Want a quick way to get feedback on team meetings and involve everyone in improving your meeting process? Try this simple meeting postmortem.
Fall 2005
November 18, 2005
Vol. 3 Issue 2
Fall 2004
November 19, 2004
Vol. 2 Issue 3
Summer 2004
August 4, 2004
Vol. 2 Issue 2
Spring 2004
April 13, 2004
Vol. 2 Issue 1
Winter 2003
November 25, 2003
Vol. 1 Issue 3
Summer 2003, www.teamdevelopment.com
July 13, 2003
Vol. 1 Issue 2
Spring 2003, www.teamdevelopment.com
March 17, 2003
Vol. 1 Issue 1
Mighty Motivating or Miserable?
Improve Your Team Meetings

Make your team meetings more effective. After each team meeting, ask all participants to anonymously rate their satisfaction with the meeting on a scale from 1 to 7, where 7 is “Mighty Motivating” and 1 is “Miserable”.

1. Have each person write their number on a card and pass the cards to one person to be collected.

2. Ask a volunteer to write a list of numbers (rating scale) on a flip chart, starting with 7 and the words “Mighty Motivating” at the top and counting down to 1 and the words “Miserable”.

3. Record and tally the ratings by writing hash marks by each number on the scale.

4. Then, as team leader, open up the discussion by asking: “Would anyone who rated the meeting a 2 or a 3 be willing to share why this was an unsatisfactory meeting?”

You may be surprised by what you hear…

• Perhaps an agenda item was skipped that was very important to one person, even though others may not have thought so. How much better to find this out immediately and address it than risk one person disengaging or undermining things over time!

• Or, if you get feedback that the meeting was boring and contained nothing of interest, use it as an opportunity to actively involve everyone in setting future meeting agendas. Make everyone on your team accountable for good meeting process.

Once is not enough! Institutionalize these postmortems so that they become a regular part of your team meetings. Put rankings of the previous meeting right into the minutes of the next meeting, along with recommendations for what should be done differently. Over time your meetings — and effectiveness as a leader — will be mighty motivating.

Adapted from “Popular Postmortem” exercise on page 400 in The Fifth Discipline Field Book: Strategies and Tools to Build a Learning Organization (Authors: Peter M. Senge, Art Kleiner, Charlotte Roberts, Richard B. Ross and Bryan J. Smith; Copyright 1994.)


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