Event Staff Recruitment

Here’s what I learned from checking in 4,988 attendees in 4 hours. Let me set the scene. We had one mission. No lines. Last year, the lines were so bad that it interrupted traffic, forcing the police to come. Naturally - the organizer needed a new tech provider. That's where we came in. I don’t normally get to go to events we work with. But this one was on a Saturday. ...and I wanted to see our tech in action. The results? Average check-in time of 90 seconds per attendee. That’s 90 seconds from getting in line to printed badge. That was our goal. Accomplished. How? We had a plan. We optimized the kiosk experience for check-in velocity. Then, we set up 40 kiosk stations. We allowed attendees to correct typeos at the kiosk. This prevented an overload at the ‘service desk’ 2 of the stations were the ‘service desk’ This is where I spent my time. - Be prepared for attendees who have the wrong registration type. - Or need to reprint their badge. - Determine your policies in advance. Other interesting learnings: - Half the printers went out twice Why? The power strips were under the check-in tables and one of the check-in people stepped on the power button. - Don’t just train the check-in staff on the tech - teach them how to greet attendees. It’s the first interaction. It sets the tone. This organizer nailed that. - Different roles require different color shirts. E.g. a printer runs out of paper - flag the guy in red. - Decide your ‘onsite registration’ policy in advance. Even though pre-registration was required, this event was run by a mission-led organization that didn’t want to penalize an accident. If you’re keeping reg open, but now allowing reg in the check-in area, have a game plan. The #1 cause of check-in taking more than 90 seconds was because someone didn’t pre-register. I made the call to convert 4 of the 40 stations into onsite check-in. The organizer didn’t ‘give me’ permission - but they did do an excellent job empowering me to make the decision by educating me on the mission of the event. - The biggest learning was the ultimate reminder. On event day, you can’t do everything. Empower your team to make decisions. There isn’t time to ‘find you’ #eventmanagement #eventech #events

Im facilitating a “Building Trust” Workshop for an Executive Team this week. Here’s how I prepare: 📌I am using my proprietary framework, but customizing for the company Leadership development material is either too custom or too generic. This hybrid model provides a foundation that clients can trust with the nuance needed for their specific situation. (And as the company delivering, it allows you to NOT reinvent the wheel + scale) 📌Provide prep work Giving a little bit of work for the team to do prior to the workshop provides more context and gets every participant excited/thinking about the topic at hand. 📌Include activities that keep all learning styles engaged I include exercises that help: - auditory learners - visual learners - kinesthetic learners - strengthen team bonds - make it fun and not like a boring lecture 📌Create lots of space for discussion. The best workshops are those where you can - you guessed it - WORKSHOP through real examples. 📌Have deliverables and practical next steps Too many L&D providers give open ended/one-way content. Instead, we want every team member to come away with one practical thing they can do tomorrow. 📌 Ask, “What was your biggest takeaway” Not only is this good market research for our company, it’s helpful for participants to reflect on WHY XYZ thing was their biggest takeaway. Which one of these is most interesting? —- P. S. In addition to our outplacement, we provide customizable, actionable leadership development training for teams of all sizes. 😉

𝐓𝐞𝐚𝐦 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 is a crucial aspect of a 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐭𝐞𝐚𝐦. Effective team management is essential for guiding a team of employees, especially in achieving organizational objectives and maintaining quality. "𝑻𝒉𝒆 5 𝑫𝒚𝒔𝒇𝒖𝒏𝒄𝒕𝒊𝒐𝒏𝒔 𝒐𝒇 𝒂 𝑻𝒆𝒂𝒎" by 𝐏𝐚𝐭𝐫𝐢𝐜𝐤 𝐋𝐞𝐧𝐜𝐢𝐨𝐧𝐢 explores common issues that hinder team success and provides strategies to overcome them. The book presents a 5-level model that explains the potential problems a team might face and how these issues impact one another. 𝑻𝒉𝒆 𝒂𝒃𝒔𝒆𝒏𝒄𝒆 𝒐𝒇 𝒕𝒓𝒖𝒔𝒕 𝒊𝒔 𝒕𝒉𝒆 𝒇𝒐𝒖𝒏𝒅𝒂𝒕𝒊𝒐𝒏 𝒐𝒇 𝒕𝒉𝒆 𝒑𝒚𝒓𝒂𝒎𝒊𝒅 𝒐𝒇 𝒅𝒚𝒔𝒇𝒖𝒏𝒄𝒕𝒊𝒐𝒏𝒔, 𝒘𝒉𝒊𝒍𝒆 𝒊𝒏𝒂𝒕𝒕𝒆𝒏𝒕𝒊𝒐𝒏 𝒕𝒐 𝒓𝒆𝒔𝒖𝒍𝒕𝒔 𝒊𝒔 𝒕𝒉𝒆 𝒖𝒍𝒕𝒊𝒎𝒂𝒕𝒆 𝒄𝒂𝒖𝒔𝒆.  To build a high-performing team, there must be a culture of trust, healthy conflict, commitment, accountability, and attention to results. Leaders need to understand how to turn these dysfunctions into functions systematically: 𝟏. 𝐁𝐮𝐢𝐥𝐝 𝐓𝐫𝐮𝐬𝐭 Create an environment where team members feel safe to be vulnerable. Encourage open communication and sharing of thoughts, feelings, and concerns without fear of judgment. As a leader, demonstrate transparency and vulnerability yourself to set the example. 𝟐. 𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐇𝐞𝐚𝐥𝐭𝐡𝐲 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 Foster an atmosphere where team members feel comfortable engaging in constructive debates. Set clear guidelines for conflict resolution and create a culture that values differing viewpoints. Remember that healthy conflict leads to better decision-making and innovation. 𝟑. 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 Ensure clarity in priorities, expectations, and goals. Explain the reasoning behind major decisions and be consistent in messaging. Develop shared goals to align the team and facilitate enthusiasm around projects. Encourage learning from mistakes rather than shaming people for them. 𝟒. 𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 Create a culture where team members feel comfortable speaking up when they see something that isn't right. Set clear expectations, provide regular feedback, and take corrective action when necessary. Consider using a team charter to outline each individual's role clearly. 𝟓. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐑𝐞𝐬𝐮𝐥𝐭𝐬 Keep the team's collective goals top of mind. Set clear objectives and track progress regularly. Celebrate milestones and successes to reinforce the importance of team results. Consider using employee incentives that reward team performance, not just individual achievements. By addressing these dysfunctions, you can create a team environment conducive to trust, healthy conflict, commitment, accountability, and results-oriented behavior. Remember that overcoming these dysfunctions is an ongoing process that requires consistent effort and leadership. #TeamManagement  #Leadership #Teamwork #PeopleFirst  #Communication  #EmployeeEngagement  #LeadershipDevelopment  #ManagementTips  #booksummary

Managing a team of around 40 talented individuals is both challenging and rewarding. Over time, I’ve found a few practices that truly enhance teamwork and productivity at Mediagarh: 🚀 Clear Roles and Responsibilities: We ensure everyone knows their role and what’s expected. This clarity helps prevent confusion and empowers team members to excel. 🚀Team Building Activities: Building a cohesive team requires intentional effort. We incorporate regular team-building activities, like Saturday sessions and fun trips, to foster trust and camaraderie. 🚀Regular Meetings: Mondays are dedicated to team meetings with managers. These meetings are about more than just progress; they’re a chance to connect, collaborate, and ensure every voice is heard. 🚀Active Listening: Listening to team members and addressing their concerns is crucial. It helps maintain a positive work environment and manage disputes effectively. 🚀Constructive Feedback: We embrace an open culture of feedback. Encouraging constructive criticism supports individual growth and drives our collective success. These strategies have been key in building a motivated and resilient team. They’ve helped us overcome challenges and achieve our goals. As we continue to grow, these principles remain central to our approach. How do you manage your teams? What practices work for you, and what improvements would you like to see? Share your thoughts and experiences—I’d love to learn from you!

You can deliver big, efficient PD in only a small amount of time. Here's the strategy... Assign prework. No, it’s not a revolutionary idea. Yes, it can revolutionize your meetings. When done well, prework can incorporate all seven principles of adult learning theory: 1. Adults must feel safe to learn. Thoughtful prework builds trust in the facilitator and provides clear expectations for how participants will be expected to engage. Increased clarity = increased comfort. 2. Adults come to learning experiences with histories. Prework that activates participants’ past experiences and knowledge sets them up to be sense-makers. 3. Adults need to know why we have to learn something. Prework provides the perfect method to communicate purpose without taking time from your session. 4. Adults want agency in learning. Differentiation in session can be tricky at times, but is much easier to do in prework. 5. Adults need practice to internalize learning. Front-loading knowledge-building in prework = more time for application in session. 6. Adults have a problem-centered approach to learning. Prework is a great opportunity to allow participants the time and space to consider application to their unique context. 7. Adults want to learn. Providing prework puts learning in participants’ hands. When thoughtfully designed and communicated, it activates participants’ curiosity and their core human need for competence. A warning: Prework can also be a waste of time. No strategy or tool is inherently transformational. It comes down to how you implement. A case study: I teach a virtual 1-day coaching workshop. Our live learning time is just 4 hours. We have big learning goals and consistently meet them (97% of participants say it met or exceeded expectations). The 4 hours we spend together are very purposefully designed. Yes, I am a skilled and experienced facilitator. But the prework is just as important to the success of the session as those 2 factors. To synthesize their prework learning, participants complete a 3,2,1 reflection where they capture the following:   3 new things you’ve learned 2 ideas you are still thinking about 1 concept or strategy you have already tried or will prioritize trying Toward the beginning of our time together, participants break into small groups and share their reflections. By the end of this short activity, multiple core human needs are met, and participants are actively enrolled in their learning. This allows us to jump into skill-building so participants emerge from our time together able to do something meaningfully different than when they arrived. Worried that people won’t complete their prework? Remember: adults want to learn. Competence is a core human need. Do your part well and trust that they will do theirs. How do you use prework? Is there something new you might want to try?

Over-communication is the key to Exceptional Team Collaboration In a world where projects are becoming more complex and teams more dispersed, effective communication isn't just a nice-to-have—it's a necessity. Over-communication ensures that everyone—whether part of the internal team or external stakeholders—is on the same page. This practice doesn’t just align people with the goals at hand, but also fosters a culture of transparency, trust, and shared accountability. Why Over-communication Matters: - Goal Alignment: When everyone knows exactly what’s expected, there’s no room for confusion or missed deadlines. Teams can synchronize their efforts towards a shared objective. - Reduced Misunderstandings: Miscommunication often leads to costly errors and frustrations. By over-communicating, you minimize the chance of things falling through the cracks. - Stronger Relationships: Whether within the team or with clients, regular and clear communication builds trust and strengthens relationships. People feel heard, valued, and included in the process. - Fostering Cohesion: Consistent communication bridges gaps between different team members, departments, and even time zones. It nurtures a cohesive work environment where collaboration can thrive. - Boosting Productivity: When everyone knows what’s going on and what’s expected of them, the team can focus on executing tasks with precision and efficiency. Less time is spent on correcting misunderstandings or redoing work. How to Implement Over-communication: - Set Clear Expectations: Make it a habit to over-explain rather than under-explain—especially when it comes to tasks, goals, and deliverables. - Frequent Check-ins: Regularly check in with your team and clients to provide updates, gather feedback, and ensure that everyone is on track. - Use Multiple Channels: Leverage various communication tools (email, messaging apps, video calls) to ensure your message reaches everyone, regardless of their preferred mode of communication.   In the end, effective teamwork isn’t just about getting things done; it’s about getting things done together. Over-communication can be the glue that holds a team together, ensuring that every voice is heard, every task is clear, and every goal is shared. So, when in doubt—communicate. Then communicate some more. 💬 #Leadership #Teamwork #Collaboration 

💐 Banquets Operation tips: 1. Pre-Event Planning: Understand Client Requirements: Have a detailed consultation with the client to understand their vision, guest count, menu, and theme. Create a Detailed Timeline: Include all stages from setup to breakdown. Customized Layouts: Use 3D tools or software to provide visual layouts for seating, buffet, and entertainment setups. Vendor Coordination: Confirm delivery schedules with florists, decorators, and other vendors. 2. Team Preparedness Comprehensive Training: Train staff on luxury etiquette, table service, and guest interaction. Roles Assignment: Assign specific duties to team members (e.g., servers, greeters, cleanup crew). Dress Code: Ensure staff uniforms align with the banquet's theme or luxury standards. 3. Ambiance & Setup Lighting: Use dimmable chandeliers, spotlights, and candles to enhance the ambiance. Table Settings: Employ high-quality tableware, linens, and centerpieces. Music & Entertainment: Ensure high-quality sound systems and arrange live music if needed. Fragrance: Use subtle, premium fragrances to enhance the atmosphere. 4. Guest Experience Warm Welcome: Have greeters at the entrance offering a smile and sometimes beverages or wet towels. Personalized Service: Train staff to address guests by name if possible. Attention to Detail: Ensure no empty plates, refilled drinks, and spotless surroundings. Interactive Elements: Incorporate live stations (e.g., carving stations, dessert-making stations). 5. Menu & Catering Exquisite Menu: Offer a variety of gourmet dishes, including international cuisines. Food Presentation: Ensure dishes are plated attractively. Dietary Preferences: Cater to allergies, preferences, and dietary restrictions. Wine Pairing: Offer a curated wine selection. 6. Service Excellence Anticipate Needs: Proactively offer assistance, refills, or other services. Crisis Management: Have a manager on standby to handle guest concerns or emergencies. Discreet Service: Maintain a balance between attentiveness and guest privacy. 7. Post-Event Management Guest Feedback: Collect feedback to identify improvement areas. Efficient Cleanup: Ensure the venue is restored to its original condition promptly. Vendor Payments: Reconcile payments and evaluate vendor performance for future events. Key Takeaways Luxury banquets require a blend of meticulous planning, high-quality execution, and exceptional guest experience. Communication, attention to detail, and flexibility are critical for success. Thank you

Pre-workshop prep and adventures for your participants — If you can do this and it makes sense and is aligned with your desired outcomes, take the opportunity. Why have pre-workshop adventures? 💪 ↳ Get people excited about what's coming. ↳ Collect thoughts and insights you can use as a facilitator, participant interests, information about the topic, or knowledge they can contribute.  ↳ Show that you are actually a human so they can relate to you ahead of time, use a video, and show your face. What could you do? 🤔 ↳ Well, it depends on your workshop and goals, but here are some quick ideas for you! ⚡️ Team Building Workshop Idea — Have everyone complete a manual of me exercise to bring to a session as a starting point for a team field guide. ⚡️ Brand Strategy Workshop Idea — Ask participants to contribute some starter information (survey form, Miro activity, a VideoAsk, etc). It gives people time to breathe and not always think in public and makes your workshop smoother and more streamlined when you aren't starting with a blank page. An example might be to bring the name of a character/person you believe represents your brand. ⚡️ Brainstorming Workshop Idea — You might have people explore some ideas beforehand, giving prompts or the challenge. This depends on the topic and the type of participants. ⚡️ Creativity Workshop Idea — Send a question that helps people tap into wonder, their inner child. An example might be thinking about something that brought you joy as a child. You can have them send ahead of time or just bring to the workshop. Some tips for you as a facilitator. 💡 ↳ Think about the format. Do you want people to send in responses ahead of time? Do you want them to bring it to the workshop? Determine what's best for your flow and preparation — there's no right or wrong here.  ↳ Depending on the type of activity, provide your own answer or an example; however, beware of leading answers... determine when and where this example approach is appropriate.  ↳ Don't forget to align with your desired outcomes; make it intentional — if it doesn't have a purpose, don't do it.  🔥 What type of Pre-Workshop Adventures have you facilitated or responded to?! Share with me! --- Found this useful? 💜 Repost for your network. 

📐 The Architecture of Collab Workshop Design 👉 Meeting-by-Meeting Here’s the set of “Prep Meetings” me & my colleagues use for designing & planning our workshops. Context: ▸ My typical workshop prep time is ~ 5 weeks. ▸ I work typically with 1 or 2 co-facilitators. ▸ More of my colleagues are ready to consult. BEFORE, I would: 👉 Schedule the workshop (5 weeks in the future), and then 👉 Would schedule the prep meetings from week to week on an “as needed” basis, meaning: “Oh, it’s time to start working on the agenda. Hey team, let’s meet on this!” Not optimal, because: ▸ Calendars get busy ▸ My attention can slip, and I can forget ▸ Scheduling “every now and then” is a distraction So I came up with this fix: 💡 Schedule ALL prep meetings in advance. Like I would schedule a training curriculum. Here are the meetings: 🔵 Weekly Meetings 🔵 ▸ Progress check-in with the client/workshop requestor (30 min) ▸ Progress check-in with co-facilitators (30 min) 🔵 One-Off Meetings 🔵 ▸ Workshop prep kick-off with co-facilitators, requestor (30 min) ▸ Individual interviews with participants (1 with each participant, 30 min) ▸ Creative moment (all co-facilitators throw ideas on what to do in the workshop: 30 min) ▸ 1st Draft of Agenda (with co-facilitators; 30 min) ▸ 2nd Draft of Agenda (with co-facilitators; 30 min) ▸ Agenda Peer Review (with 1-2 colleagues who are NOT my co-facilitators; 30 min) ▸ Final agenda walk-through (60 minutes) That’s it! Now I schedule all those meetings immediately after we schedule the workshop. It saves me a lot of focus, and creates a nice & steady cadence for our team prep work. — Want to know more? Let me know in the comments! I might give this topic space in a future post 😏

This took me 5+ years to figure out... The power of compounding in leadership. Successful leaders build: • trust • collaboration • psychological safety • momentum Here's my story: When I first became a manager, I had no idea what I was doing. I had only a few skills to effectively lead the team. And I soon realized that I needed more. So I read books and articles. I asked questions. I took courses to expand my skills and knowledge. And I learned that it's not any one action or idea. Instead, successful leaders understand how to compound their results. → 1% better every day = 37x better in a year Each action builds on other actions. Here are 10 areas on which to focus: 1️⃣ Hold 1:1s 1:1s provide opportunities to set goals, motivate, and give feedback together. ↳ Don't cancel or reschedule. ↳ Do ask questions and listen. 2️⃣ Communicate Teams thrive when there is clear, frequent communication. ↳ Don't hide information. ↳ Do repeat info through several mediums. 3️⃣ Delegate Responsibility Employees are more engaged when given the trust and responsibility to complete tasks. ↳ Don't abdicate responsibility. ↳ Do consider task-relevant maturity. 4️⃣ Set Goals The team should clearly understand what they are working towards, and how they contribute. ↳ Don't dictate goals unilaterally. ↳ Do allow for personal and stretch goals. 5️⃣ Share Knowledge Teams work more efficiently and effectively when accessing collective knowledge. ↳ Don't try to do everything yourself. ↳ Do have the team share best practices. 6️⃣ Ask Questions Questions signal that the team's opinions and insights are valued, promoting collaboration. ↳ Don't ask questions but ignore answers. ↳ Do pose open questions for more insights. 7️⃣ Give Feedback Feedback motivates employees and reinforces the right actions aligned with goals. ↳ Don't use the feedback sandwich. ↳ Do give sincere praise and celebrate wins. 8️⃣ Create Vision and Values Clear vision and values align your team around shared goals and guide actions. ↳ Don't set and forget your MVVs. ↳ Do involve the team when developing. 9️⃣ Promote Continuous Learning Investing in continuous learning leads to high engagement and retention. ↳ Don't be afraid to coach and mentor. ↳ Do view failures as learning opportunities. 🔟 Foster Resilience Resilience helps teams effectively manage challenges, as well as recover from setbacks. ↳ Don't ignore the impact of stress. ↳ Do set an example by taking time off. Although we expect instant results these days, you need patience to build a high-performing team. When you do these actions consistently over time, you let compounding work its magic! PS. Which of these do you find most challenging? ***** 👋 I'm Chris Cotter. 🔔 Follow for more on leadership. ✳️ I help managers level up for success / happiness. DM me!