Ian Hallett

Here are three ideas to help you with this: Idea 1: Remote Work Transition Example: Adapted leadership by increasing virtual check-ins and using digital tools during the shift to remote work. Result: Ensured continuous communication and support. Idea 2: Project Scope Change Example: Shifted from hands-off to hands-on leadership when project scope expanded. Result: Helped team manage increased workload and complexity. Idea 3: Individual Team Member Needs Example: Offered tailored coaching to a struggling team member. Result: Boosted the team member’s confidence and skills.

Here are three ideas for how you can do this: 1. Specific Examples: Mention a time when you helped a struggling team member and the positive outcome. Highlight how empathy improved team morale and productivity. 2. Active Listening: Discuss your use of active listening to understand team members' concerns. Explain how you act on feedback to improve team dynamics. 3. Personal Engagement: Talk about regular one-on-one meetings to discuss goals and challenges. Share how you recognise and celebrate individual achievements.

Start with a purpose or mission you are passionate about, and that your team help you to co-create. It will give you all a shared feeling that you are in it together, making a difference in something you all believe is worthwhile.

Great advice, thanks for sharing

I always use Objectives and Key Results as a framework for setting goals. It ensures that everything is aligned and measurable, with clear ownership. This is an amazing resource from John Doerr based on his book Measure What Matters: https://www.whatmatters.com

I plan my activities on a monthly, weekly and daily basis. Each month - I define the BIG things I want to get done. Usually 10-15. Each week - I set 1-3 smaller tasks needed to get the BIG progressed. Each day - I put the smaller tasks in my diary so I have specific time slots to do them. It works well, and avoids the overwhelm.