This week's Sunday Teams365 video brings to life a handful of year-end reflection questions. As we move into the end of November, it's a great time to carve out 15 minutes to take stock of the past year, making note of what's worked, what you've accomplished, and what you've learned.
Stay tuned for an upcoming future focused planning video for 2018!
I'll be hosting a couple of year-end virtual planning retreats in the coming weeks - if you are looking to carve out some time for planning, I hope you will join me!

I am starting to receive a number of emails and phone calls from teams who are looking to organize their year end functions. It's only about 70 days until the end of the year. What are you as a team hoping to complete before 2017 winds down? How will you be preparing for your best year yet in 2018?

I wanted to bring forward a post that I wrote late last year which was posted on LinkedIn Pulse. It's entitled "4 Best Practices for Year-End Team Retreats" and is geared to anyone who is starting to think about what your year-end retreat can look like. I hope that you find this useful as our FlashbackFriday this week. Here's what I wrote in that LinkedIn post:
"It’s that time of year for parties, year-end team retreats and other events. Are you maximizing the amount of time and impact of these team events?

Having supported year-end programming for teams and organizations for many years I thought it would be useful to share four focus areas you may want to consider as you start preparing, planning and perhaps facilitating your year-end processes.

Number One — What’s the purpose? If you had to distill down the top two or three takeaways from the retreat process or that off site, what is it? The purpose of our year-end function can impact the structure and activities undertaken in the program.

Is the purpose of your year-end event:

• to build connection?
• to share important information?
• do some goal planning?
• to build understanding across the silos, that may exist within your organization?

I’d encourage you to think about the top two or three purposes of the upcoming program and link to consideration #2.
Number Two — What is the connection to the business? Think about what is the connection to the business. It’s still very common in today’s world for people to just go through the motions of a traditional annual year end party and /or event. 
Are you really maximizing that investment of bringing people together?
Could you build into that luncheon a half-day session before or after, to do some work with your staff teams to support their development, to help them look at their skills and strengths and styles and also to share with them, you know, and help them connect to the link with your business.
What opportunities do you have already formalized for bringing people together at year-end? What changes or additions do you want to make?

Number Three — Do you want to do it all alone? Many organizations today have a committee and amongst that committee membership, there may be some members who would be very comfortable in facilitating your year-end team or organizational process.
So, think about who might be best equipped to do the work? Is it you, members of that committee or maybe you are interested in bringing in an external facilitator?
One of the things we do, is either we come in and facilitate or develop activities which you can facilitate yourself.
Think about how you might be able to leverage the resources you have and or bring in some special guest speakers or external resources to contribute to the environment that you want to create.
Number Four — How are you going to take this forward?One of the biggest challenges that we see in learning and development today is this continued lack of transferability to the work place.
This was what drew me to focus more on the area of Coaching which places an ongoing emphasis on accountability and transferability to the workplace.
One the things I like to encourage organizations that I partner with to always thinking about is – How will you sustain the conversation? How will you take this forward into your work?
Hopefully any year-end retreat process or year-end meeting will have an action step and a very formalized action planning stage. Remember to build in time in the new year to revisit your commitments and accountabilities.

Here’s a quick recap:
Number One - Think about the purpose. What are the top three or four reasons or things that you want people to take away?
Number Two - What’s the link of the year-end program to the business? Is it just to have fun or something else?
Number Three - As your approaching your year-end processes, is this something you want to do or do you want to bring in a facilitator? A third option perhaps is to have something designed for you, so you can facilitate it yourself.

And finally, Number Four. What are the takeaways? How will people sustain the conversation? When will you check in on your actions and commitments?
I hope that you’re finding these ideas valuable, practical, and of course, implementable."

Have a great weekend,
Jennifer

As we move into the last month of the year it is a popular time for parties, and other team engagements. Are you making the most of the time you have together? Check out my Linked In Article from this week on Four Best Practices for Year-End Retreats.  You can read it here on LinkedIn.

What tweaks or changes can you make to maximize the time you have together as a team this year end?

Best wishes,
Jennifer

​Jennifer Britton, MES, PCC, CPT
Potentials Realized - Leadership and Team Development, Coaching, Retreats
Author of Effective Group Coaching (Wiley, 2010) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013)
Email us to find out how we can support you and your team in getting your best results through coaching, training or a retreat program
(416)996-TEAM (8326)

Today's Six Leadership Questions a day includes six questions you may want to incorporate into your team retreat. Whether you are taking it offsite or carving some time as a team to plan and be in dialogue, here are six (plus) questions you may want to incorporate into your retreat discussions

1. As we look back at this year, what supported us in our successes? What can we do to carry this into next year?
2. What do we as a team has as a vision for 2016?
3. What will be our top 3 goals for the new year?
4. What do we need to be successful?
5. What are we each committed to (as it relates to the team/results/regular dialogue and/or focus on ourselves etc)?
6. Who can support us in achieving our results?
7. What do we want to let go of? What do we want to do more of?

Enjoy !

Best wishes,
Jennifer
Jennifer Britton
Potentials Realized - Leadership | Teamwork | Coaching Skills Training for Leaders
Supporting Team Leaders One Conversation at a Time(TM)
(416)996-8326

It's that time of year again as many teams start planning for their annual year end retreat. Today's post covers four key areas you will want to consider as you go about planning for your team or organizational retreat:
1. Make sure you have a focus on the top three things you want to get out of, or have the team experience during the retreat. This should be the anchor of what gets selected throughout the course of the day.

2. Consider a focus on both results and relationships. Many times retreats are heavy on the team bonding experience. That's great and what we know is that high performing teams have both strong professional bonds, AND they have a clear line of sight on the business results they want to achieve. A year end retreat can have a focus on both goals, action planning and relationship development.

3. Take if offsite - A lot of teams find it hard to justify a day out of the office AND it is critical to have everyone there 100% throughout the day. Even though it is well intentioned, it is easy for team members to get pulled out much easier when they are at the office for urgent issues. Time away (even a few blocks away) can create more of a buffer and "focus" for everyone.

4. Be crystal clear on follow- up action steps, who is responsible, and when you are going to check back in. It's all too common for action plans to get developed at a retreat and no loop back is created. It's critical to know what the next steps are, and who is going to be responsible. Take time to schedule in (and calendar in)your next series of follow up meetings. Retreats should not just be a "one and done". They should be part of your regular planning and communication process.

Retreats are a terrific investment for a team. Well designed they can help the team shore up their foundation for success.

Please download a complimentary retreat planning checklist here, or contact us to see how we can support you in either designing or running your next team organizational retreat.

With best wishes,
Jennifer

Jennifer Britton
Potentials Realized - Leadership | Teamwork | Coaching Skills Training for Leaders
Supporting Team Leaders One Conversation at a Time(TM)
(416)996-8326