1/29/2024 0 Comments Agenda templates![]() This, in turn, leads to a more engaged meeting attendee.Īfter identifying your own potential meeting questions and gathering attendee input, you need to carefully reflect on each question’s value and strategic importance. Drop questions that do not make the cut (in other words, questions that don’t rise to the level of my first tip above). Remember, if you deem an employee-generated suggestion to not be a good agenda question, get back to them in some fashion on the issue and explain why it won’t be included in the meeting. Second, when employees are encouraged to openly share their thoughts and ideas – and the leader actually listens to those ideas - they’re more likely to feel a greater sense of commitment to the team and the organization. First, because meetings are fundamentally collective experiences, allowing other voices is only appropriate. There are two reasons why this is important. Then, attendees should be asked for input as the agenda is being created. ![]() To identify these, a meeting’s leader should first generate potential questions from their vantage point. What is important is to have the right questions. There is no formula for the ideal number of questions to address in a meeting. Collaborate to identify questions that truly matter. Similarly, agenda questions should be designed to challenge, but not be so outlandish that attendees fail to take them seriously and experience frustration. ![]() Research also shows that difficult, but doable goals, are the most motivating types of goals. Create specific questions like the examples above so that attendees are clear what the challenge or problem is thus better focusing collective meeting efforts. The same should go for your meeting questions. This literature shows that specific goals (e.g., generate at least 5 new client retention strategies) are more effective than general vague goals (e.g., do your best). Although much of this work has focused on individual goals and individual performance, a robust literature now exists showing that a groups’ goals also serve to promote group performance. Why? Goal-setting theory demonstrates that goals energize, focus attention, and promote persistence, all of which lead to better performance. Think about creating agenda questions for meeting attendees like you would go about creating goals for your employees. Design questions that are specific and challenging. To reap the benefits of this questions-based approach, there are four keys to success. This approach also better informs when to actually end a meeting - when the questions have been answered to satisfaction. A question-and-answer approach makes it is easier to determine your invitation list, for one: it’s the people essential to answering the questions. In addition, this method fosters intentionality. You’ll become strategic, thinking critically about the meaning of a topic and what your ultimate outcome is - the true reason to bring the collective together.
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