Approachability is an advantage. Making coaching easy is an advantage. This tool minimizes the effort to manage expectations, manage perceptions, and share helpful feedback across three communication channels.

Barriers, Risks, Issues, Questions (BRIQ) - until you know exactly what to do with them, get them on paper somewhere - a kind of parking lot!

“K” - Knowledge - is the heart of ADKAR. Before you dig into detail of actual training material, put to paper all the expectations surrounding your training activities. Often, a Training Approach can apply across projects.

Everything you learn on the dance floor is valuable off the dance floor - especially on an innovation team. Hygiene, attentiveness, self-awareness, trust, mechanics, style, mistakes, gentleness, community, diversity, interchangeability, and elasticity. The learning never stops. Leaders, meet your partner where they are!

Don’t rely on HR to define and govern feedback. Own it. Conduct it yourself. Be approachable. Groom it in others. Isolate feedback into three communication channels: email etiquette, meeting etiquette, and deliverable contribution. Neutralize personality conflict. Ask and negotiate “What do you want me to do differently?”

A culture of reflection, honesty, and humility leads to healthy organizational improvements. Asking the two questions, “What did we do well?” and “What could we improve?” is lazy. These breed mediocrity and fail to bring out people’s best ideas. There is a pattern in the problems. Micro-mentor yourself monthly using constructive language. Make your success inevitable.

Details of your Current State that help you determine the most compelling innovations to pursue.

Frameworks for feedback can be simple and helpful! Here is one such framework. For every point of feedback, ask reviewers to share these three ingredients.

Actively and passively collected information to help you determine what to improve about your customer’s experience.