by Lisa | Jul 14, 2022 | Facilitation, Leadership
If you’ve been stuck on how to move forward with your staff retreat, now’s the time to take initiative. Mid-year and end-of-year are two great opportunities to get your team together to share, plan, reflect, and build community.
Here’s what to know about planning a staff retreat.
Don’t let the word “retreat” put you off. Staff retreats are hugely productive – and are critical for steering your organization in the right direction. They’re a way to get your team aligned with your vision and mission, and an opportunity to reconnect away from the keyboard. Newer team members or remote/hybrid workers will also get the opportunity to put faces to names, building camaraderie and organizational buy-in.
Technically, a staff retreat can happen whenever it’s convenient for your calendar. But there are certain times of the year that will return the most value. A year-end date is great for reflecting on the previous year’s efforts and for redirecting team energy into the next year. Meanwhile, a mid-year date can galvanize your team to push forward and give their all for the remainder of the year. Retreats can also double as rewards for finishing a major project, or can help refocus and reorient the organization in the wake of major organizational change. Be mindful to plan your retreat around popular holiday breaks – and avoid overlapping important religious or cultural events.
Organizing a staff retreat involves many moving parts. For best results, make the process collaborative and inclusive. For example:
- Use Doodle Polls or Calendly to choose a date. Shortlist a few dates and invite team input to see what works best for your team. Depending on the size and make-up of your organization, it might make sense to book multiple days. Think mid-year, end-of-year, or even around key events or milestones in your organizational calendar. Polls are also vital for identifying dietary needs and other accommodations.
- Decide on in-person or virtual format. In-person gatherings are ideal, but whether this is a viable option depends on the distribution of your organization. If your team is scattered across the country, offer to fly everyone to a central destination, or piggyback your meeting off an industry conference or event. For smaller budgets, a strategic partner’s conference room or a coworking space can be an affordable way to get people out of the office. (If you opt for a virtual get-together, here’s how to make it a success.)
- Know your goals and plan accordingly. Retreats aren’t one-size-fits-all. Identify what you want to achieve with your retreat, and build out your itinerary to suit. Set objectives, break into groups, invest in facilitation and visual note-taking services, and follow up with post-retreat material that your team can incorporate into their day-to-day.
Ready to make your staff retreat a success? Make it visual for an experience that delivers value for your team – and your organization as a whole. Add Graphic Recording to your staff retreat so that everyone can SEE the big picture. Contact us today!
by Lisa | Jun 21, 2022 | Business, Facilitation, Leadership, Uncategorized
Meetings don’t run themselves. An experienced facilitator can help keep your meeting on track, ensure that all voices are heard, promote discussion and conversation, and streamline transitions between topics and speakers.
At See in Colors, we’re experts at facilitating meetings – and we’re committed to delivering an elevated experience for every participant. Here’s what makes a powerful meeting facilitator.
Meetings are complex and organic, with many moving parts. A great meeting facilitator has proven processes and procedures in place to meet identified outcomes, keep the meeting focused, and adhere to the schedule. Working these things out on the fly is never recommended – a good facilitator will know when and how to step in to maximize productivity, communication, and impact.
Meetings are like symphonies: they ebb and flow in terms of speed, energy, and presentation techniques. An experienced meeting facilitator will be able to match the energy of the presentation and dial things up or down in order to keep the meeting moving along comfortably and naturally. They won’t force a pace or a tone – their goal is to work from the sidelines to guide things along and ensure smooth transitions.
It’s all too common for one or two voices to dominate the floor in a meeting. A good facilitator will be mindful of giving everyone equal opportunity to participate, and will create space for people to do so (especially if the boss is in the room.) They might invite questions, lead a discussion, or monitor the group chat for key talking points. Their presence also provides more opportunity for managers to chime in: having a facilitator overseeing the meeting takes that task off the plate of your senior staff.
A facilitator is a guide, not a keynote speaker. They don’t take center stage, but rather lead from the back of the room. An experienced facilitator will lead with a light touch, giving presenters and participants the spotlight. At See in Colors part of the meeting facilitation our clients often leverage is our graphic recording services. This type of visual meeting notes and minutes allow us to capture questions, action items and aha! moments throughout the event. It’s active listening made visual and holds the attention of the room long term.
Meeting facilitators are a neutral party there to help a meeting succeed – not to put their own stamp on it. Their job is to build trust, create a communal space, and make sure the meeting addresses the points and goals outlined in its schedule. They might diffuse a situation or help a meeting move past a roadblock, but they’re an impartial spectator, not someone there to push an agenda.
At See in Colors we’re expert meeting facilitators. We can help take meeting management off the plate of your team leaders, freeing them up to listen and participate – and ensure an inclusive, productive, streamlined environment that makes meetings something your team will look forward to attending. Talk to us today about our meeting facilitation services.
by Lisa | Feb 5, 2022 | Animation Video, Business, Leadership, Technology, Visual Thinking
Animation video is a powerful way to share information, tell stories, and boost learning. Whether your goal is to explain a product or service, or to make information stick for training and development, video elevates your communication by making it possible to break down complex ideas and processes while driving engagement and focus.
But video can also be expensive and time-consuming – with a steep learning curve. Before you embark upon your first video project, here’s what you should know.
Ever cringe your way through a bad movie? The fault probably isn’t with the acting or the special effects. No amount of flashy camerawork or fancy editing can make a great script shine. Perfect your script before you start animation and you’ll save yourself a world of pain (and money). Know who your target audience is, what you’re trying to communicate, and what your call to action (CTA) is. Your CTA creates conversions, so make sure it’s tight, clear and actionable. And don’t forget to keep your script on point: about 90 seconds (220 spoken words) is the sweet spot.
Storyboarding is a way to visually outline the information you’ll be presenting. Use it to create a timeline, identify key scenes and speakers, decide what detail needs to be added to each scene, and figure out your transitions. This is a huge but necessary step – so don’t skip it! Storyboarding will help you hone in on your budget, actors, style, and timeframe. At See In Colors we often consult with clients at this stage to make sure that they’re making powerful use of their visual medium – and that their story is being clearly and effectively communicated.
Music, sound effects, and voiceover delivery are the key things to think about when it comes to your video’s audio. Music sets the tone for your video and fosters certain emotions and experiences in your audience, from the uplifting to the serious to the motivational. Stock music can be affordably sourced through royalty-free databases, but costs add up quickly if you want to license a well-known song. Another thing to think about is who will do your voiceover – someone in-house or a professional? Your choice will influence the mood, style and reception of your video. If you decide to opt for a professional, See In Colors can point you to a great portfolio of proven voiceover artists to convey the tone you desire.
Today, many corporate videos lean heavily on animation. Motion graphics (animated illustrated footage), closed captions or dynamic sketch notes are all powerful options depending on what you’re trying to communicate. Motion graphics are visual aids that are great for breaking down facts and data – such as when explaining stats, processes or procedures. In contrast, whiteboard animation can help get a point across while also telling a story. See In Colors can help you decide which is right for your video, and walk you through stylistic options that will resonate with your branding.
The more work you put in up front, the less reworking you’ll have to do later. If you’re new to video projects, talk to the team at See In Colors to make sure you’re checking every box on the video project to-do list. Making the right strategic decisions early on will reduce time and resources spent editing, rewriting, and redesigning your video.
Ready to press play on a video project? Talk to See In Colors to ensure your project moves forward seamlessly – and with the impact it deserves.
by Lisa | Jan 20, 2022 | Business, Leadership, Uncategorized
The past two years have involved significant organizational change and reshuffling. From navigating remote and hybrid environments to embarking upon new programs and initiatives in response to market shifts, leaders have had to help their organizations quickly and efficiently adapt. With 2022 ahead of us, here are the leadership trends we expect to see.
Temporary remote working has given way to long-term hybrid working arrangements. Building an inclusive culture that gives the same consideration and weight to off-site workers as to in-office ones is vital. To retain a robust culture of engagement, focus on keeping communication channels open and remote workers actively involved.
The past two years have carried a huge emotional weight for staff at all levels, and team members have expectations around an organization’s responsibilities regarding their wellbeing. Investing in organizational wellness through increased benefits, flexibility around leave and work hours, and health-forward programs will improve organizational outcomes – and reduce burnout and attrition.
Increases in automation and career precarity have created fear around the future of work. Allay team members’ concerns by investing in development initiatives including upskilling, job rotations, expanded responsibilities, coaching, and mentoring. These will not only increase organizational capacity, but will foster team buy-in and engagement.
Actionable, outcome-based Diversity, Equity and Inclusion initiatives are critical in today’s workplace. Work to ensure that responsibilities are equally shared, that growth is present, and that traditionally underrepresented groups are given opportunities to speak up and take the floor – and are supported at all levels of their career.
Burnout is one of the biggest challenges currently facing organizations. The erosion of work-life boundaries in a remote or hybrid environment coupled with staffing changes and the demands of caregiving have placed extra demands on team members. Embracing flexible work hours and working arrangements, including fully remote or hybrid options, will help reduce burnout and foster an improved working environment.
The ability to acknowledge and adjust to change is more vital than ever. Leaders will need to quickly react to market shifts, rapidly synthesize data and course correct accordingly. This requires keeping communication channels open and soliciting input and feedback from a variety of sources – as well as being bold when it comes to decision-making.
While having an agile mindset is vital for navigating the inevitable changes the coming year will bring, so too is being able to maintain organizational consistency. Too much change can create friction and instability, so finding ways to sit tight and keep moving forward will be critical in 2022.
Need to get your organization in sync and ready to move forward into 2022? We’re here and ready to help you plan and execute your upcoming meeting. To learn more about our meeting consulting and facilitation services please contact us today.
by Lisa | Jan 18, 2022 | Business, Leadership
New year, new goals! But before you head to the whiteboard to outline your anticipated wins and plan ahead with the team, take a moment to consider the context they’re being made in. During these past two years, stress, burnout, market changes, and the need to adjust to endless change have been common themes for workers, leaders, and program managers alike. When setting goals for 2022, be mindful of this context so that you can walk the line between aspirational and achievable – and take your organization to the next level while staying true to your mission.
You’re an expert in your field, something that has brought plenty of opportunities your way in terms of connections, leads, and market intel. When setting your 2022 organizational goals, start with the low-hanging fruit – the things right in front of you – and go from there. Just because it’s easy doesn’t mean it’s worthless. In fact, it probably only seems easy because you and your team have put in all the groundwork needed to make it this far.
You and your team are in this for a reason. You’re committed to your organizational mission. Put pen to paper and jot down the mission-relevant things that first come to mind, and that you’re most excited by. What victories have meant the most to you and your team? What opportunities collectively excite you? When you’re prioritizing the things that matter most to your shared mission, you’ll be that much more likely to succeed.
Burning ambition is an admirable trait. But it’s critical that you back up those big-picture dreams with a concrete, achievable path for getting there. Goals are things that you can identify, measure, and achieve as a team or organization – not through luck alone. Define exactly what success looks like, when it needs to be achieved by, and what resources, personnel, or expertise you’ll need to get there – then follow your game plan to a T.
We all love the dopamine buzz we get when we complete a task. Position your organization for success by creating goals that can be divided up into a series of smaller, incremental tasks. And think beyond the standard work metrics to include things like professional development, training, time off, team bonding, and new tech. For example, a goal to not work past 5:00pm each night is one that your whole organization will want to keep – and on the plus side, it’ll encourage your team to use their time wisely during the day.
You’re part of a team, so loop in that team on your goal-setting. Invite your team or organization as a whole to identify the things they want – or don’t want – to see in 2022, and to put forward their own individual and group goals so you can see where you’re aligned. You can gather this information during a team meeting or asynchronously through file upload or chat services, or put together surveys and quizzes to see where people stand. Getting everyone on the same page and highlighting shared goals and plans will reduce friction and encourage organizational buy-in.
Before you get your team or organization together to discuss your 2022 goals, talk to See In Colors. Our graphic recording and sketchnote services provide a powerful visual aid that ensures everyone’s voice is being heard – and that your whole team has a comprehensive snapshot of your 2022 goal-setting discussion.
Here’s to a high-impact 2022!
by Lisa | Dec 23, 2021 | Business, Leadership, Productivity
December is a time of low productivity for most companies, so it makes sense that business owners want to hit the ground running in January. If your employees are struggling to shake off those post-holiday blues, here’s what to do.
- Set and Lean into New Year’s Resolutions
Goal setting is a great way to motivate people and keep them on task, especially if those goals are team-based. When you reconvene in the New Year, set aside time to define group and individual goals for the year – and see what employees need from you to ensure they’re achievable. This might mean providing tech training sessions, offering group outings, or empowering your team to make critical decisions.
- Check in With Team Members About Career Goals
New Year’s resolutions are often career-based, which means that your team might be thinking about the next steps in their career. Keep them focused on climbing the ladder at your organization (and not another one!) by meeting with them one-on-one to learn about their career goals, discuss organizational mobility, and creating a plan for progressing their career.
- Celebrate the Past Year’s Achievements.
That final pre-holiday December Friday is typically a day of frantic emailing and list-checking – with little time to reflect on the achievements or milestones of the year that’s just passed. Once you’re back in the office, carve out some time to go over the many individual and team successes from the past year, and celebrate alongside your team. Highlighting the positive impact of their work will help them start the new year on the right foot.
- Gamify Your First Week Back.
If your team is struggling to get back into the flow of work, gamify the experience. Identify desired outcomes and valuable markers of productivity, then create a way to highlight and celebrate them when team members meet them. Use a framework like a sport or a gameshow to encourage people to bring their best to the table – but just make sure that your game design is designed to uplift, not punish.
- Model that New Year’s Enthusiasm.
As an organizational leader, you’re a steward for your company’s culture. If you want your team to feel energized and upbeat after the holiday break, make sure you model the behavior you want to see. Greet everyone, ask about their time away, and encourage them to make the New Year their best one yet. If you’re feeling positive, they will be as well.
- Loop in Remote Team Workers.
Remote and hybrid workers in particular can struggle to feel that back-to-work motivation. You can make sure these team members are included in your “welcome back” efforts by pinging them on chat programs, having them collaborate on goal-setting tasks, throwing a virtual party, and making sure they’re included in all 2022 planning and updates. Workers who feel included and appreciated are far more likely to put in the effort.
If you’re incorporating virtual or remote solutions into your back-to-work efforts, talk to See in Colors. Our collaborative graphic recording and sketchnote services can help transform your annual meeting or town hall into a high-impact presentation that inspires staff to dig deep in 2022. For more information, get in touch today.
