Team Offsite Coordination

4 steps framework for organizing a net zero event. (Offsetting your carbon footprint should be the last one) When planning sustainable events - most companies think of offsetting first. And other 3 important steps are usually skipped. If you don't want to make the same mistake. Follow this framework: Step 1. 𝐀𝐯𝐨𝐢𝐝𝐚𝐧𝐜𝐞 Make a conscious effort to avoid venues, transport, or other activities that create more emissions than others. Step 2. 𝐑𝐞𝐝𝐮𝐜𝐭𝐢𝐨𝐧 Focus on improving efficiency, reusing materials, and minimizing waste to lower the overall carbon footprint of the event. Step 3. 𝐑𝐞𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭 Substitute high-carbon activities with low-carbon alternatives. Consider virtual or hybrid events to reduce travel-related emissions. Step 4. 𝐎𝐟𝐟𝐬𝐞𝐭𝐭𝐢𝐧𝐠 Invest in carbon offset projects to balance out the emissions that cannot be eliminated, such as renewable energy projects or reforestation initiatives. Following these steps sequentially lowers your event's footprint to begin with. Minimizes waste and saves the natural resources along the way. And reduces offsetting cost too. So when you are organizing your next event. Focus on these biggest emission sources first. And apply the 4-step framework to each one of them. Start with 𝐓𝐫𝐚𝐧𝐬𝐩𝐨𝐫𝐭𝐚𝐭𝐢𝐨𝐧 Responsible for 45% of emissions. Use shared vehicles, public transport, or carpool. Offer virtual attendance options. Then consider the 𝐕𝐞𝐧𝐮𝐞 Contributes to 20% of emissions. Choose venues with renewable energy. Opt for green or LEED-certified buildings. Then think about the 𝐅𝐨𝐨𝐝 sources Makes up 15% of emissions. Source food locally. Offer plant-based options. Avoid food waste. And plan for 𝐖𝐚𝐬𝐭𝐞 Adds 10% to the emissions. Select venues with waste management programs. Use biodegradable utensils and reusable items. And finally, 𝐄𝐧𝐞𝐫𝐠𝐲 That contributes to 10% to the emissions. Use renewable energy sources. Schedule events during daylight hours. So by following this four-step process. And focusing on the bigger emission sources first. You can plan a more sustainable event without any external support. 🌍 And you don't have to be a sustainability pro for it! ---------------------------------------------------------------------------- Now that I've shared the framework and steps, excuses like 'We lack the expertise' or 'It will cost more' just don’t cut it. What’s your excuse now? Comment with the lamest excuse you’ve heard for not organizing sustainable events? #SustainableEvents #NetZero #GreenMeetings

The Power of Immersive Cross-Cultural Experiences 🌍 💻 Working virtually with people from different countries and cultures helps you understand their working styles—for example, the structured approach of Germans or the flexible, relationship-oriented mindset of many South Asians. ✈️ Visiting them provides valuable first-hand impressions—you might notice how meetings in Japan emphasize harmony, while in the U.S., they lean toward directness and quick decision-making. 🏡 But when you live and work on-site for a significant time, you gain deep insights into their work ethics, behaviours, and collaboration styles. For instance: 1️⃣Spending months in India might show you how family values influence workplace dynamics and a "go-the-extra-mile" service culture. 2️⃣Living in Scandinavia could reveal how work-life balance is not just a concept but a way of life integrated into professional systems. 3️⃣Working in the Middle East could teach you the importance of trust-building and respect for hierarchy in business relationships. Immersing yourself in a new culture isn’t just an experience—it’s an education that shapes your perspective, enriches your adaptability, and fosters authentic understanding. Photo: Back in 2013, I met with the honourable minister on behalf of KSB Company Saudi Arabia and signed an agreement of cooperation with the Human Resources Development Fund - HRDF - KSA to sponsor the skills development of young students. #CrossCulturalLearning #GlobalExperience #CulturalImmersion #ProfessionalGrowth #RealWorldExamples

A Team Health Check is a very powerful tool. From Google, Microsoft and Amazon to Spotify, Salesforce and Facebook- so many successful companies use Health Checks with their teams. They do this because they recognize the importance of understanding and improving team dynamics as a key factor in achieving high performance and employee satisfaction. A good Team Health Check covers various topics and asks questions that help the team and the leader understand how the team feels. When I use this tool, I liaise with HR and/or Management to tailor the questions to what is important for the team at the time. Each individual team member provides their visual rating (green, orange or red) for each statement. I strongly suggest that teams carry out this activity face-to-face rather than give their ratings anonymously. A large part of the value in this activity is the openness and honesty it stimulates among the group and anonymous ratings are more difficult to discuss and address. Ideally, this tool is used a few times per year to understand strengths and opportunities for improvement within the team and track progress. Teams sometimes think they should have all "greens" but it's really important to avoid seeking perfection and strive for understanding and continuous improvement. Continuous improvement doesn't happen without action- and so this activity really must be combined with a clear action plan at the end. Sometimes, those actions are mindset and habit-related and that's ok too. Be mindful of confidentiality when using this tool. If it is to be shared with other teams/people, that must be made very clear at the start. Ideally, it would belong to the team and no-one else- that way people feel safe enough to be open and honest. This may change as teams mature. Have you used Health Checks? Would you be willing to try it out? Leave your comments below 🙏 #teamdevelopment #teamengagement #highperformingteams #leadership

"We saved money with outsourcing, but we're losing our customers." That's what the CTO of a major Nordic bank told us when their software development partner in India couldn't grasp what their customers actually needed. Sound familiar? This $2B bank had outsourced development for cost savings. But the gap between Nordic customer expectations and delivery was widening. Product enhancements weren't hitting the mark. Quality was slipping. So they made a bold move: brought 65-70% of their outsourced team in-house, creating their own Global Capability Centre in India. But here's the thing—hiring the same people doesn't automatically fix the culture problem. That's where we came in. Here's how we transformed their struggle into success: 📍 We started with alignment, not assumptions. Vision and strategy workshops with GCC leadership created a shared understanding of what "Nordic quality" actually meant. 📍 We equipped managers to bridge cultures. Multiple capability workshops helped Indian managers understand Danish operational styles—and vice versa. 📍 We addressed team-specific challenges. Targeted interventions for vertical teams solved unique behavioral and alignment issues that were holding back performance. 📍 We invested in cross-cultural understanding. Workshops highlighted cultural sensitivities and differences, turning potential friction points into collaboration strengths. 📍 We coached high-potential leaders individually. 1-on-1 coaching helped emerging leaders navigate the evolving environment and exceed expectations. The result after 2 years? → A fully integrated GCC aligned with parent company culture → Peak performance levels that met Nordic quality standards → Cost savings maintained while customer satisfaction improved The lesson? When you bring outsourced teams in-house, don't just change the org chart. Change the culture. Facing a similar GCC transformation challenge? Let's connect. #GlobalCapabilityCenter #CulturalIntegration #BusinessTransformation #LeadershipDevelopment #GCC

🌍 The Real Reason Your Team Isn’t Connecting Might Surprise You 🛑 You’ve built a diverse team. Communication seems clear. Everyone speaks the same language. So why do projects stall? Why does feedback get misread? Why do brilliant employees feel misunderstood? Because what you’re facing isn’t a language barrier—it’s a cultural one. 🤔 Here’s what that looks like in real life: ✳ A team member from a collectivist culture avoids challenging a group decision, even when they disagree. ✳ A manager from a direct feedback culture gets labeled “harsh.” ✳ An employee doesn’t speak up in meetings—not because they don’t have ideas, but because interrupting feels disrespectful in their culture. These aren't missteps—they’re misalignments. And they can quietly erode trust, engagement, and performance. 💡 So how do we fix it? Here are 5 ways to reduce misalignments and build stronger, more inclusive teams: 🧭 1. Train for Cultural Competence—Not Just Diversity Don’t stop at DEI 101. Offer immersive training that helps employees navigate different communication styles, values, and worldviews. 🗣 2. Clarify Team Norms Make the invisible visible. Talk about what “respectful communication” means across cultures. Set expectations before conflicts arise. 🛎 3. Slow Down Decision-Making Fast-paced environments often leave diverse perspectives unheard. Build in time to reflect, revisit, and invite global input. 🌍 4. Encourage Curiosity Over Judgment When something feels off, ask: Could this be cultural? This small shift creates room for empathy and deeper connection. 📊 5. Audit Systems for Cultural Bias Review how you evaluate performance, give feedback, and promote leadership. Are your systems inclusive, or unintentionally favoring one style? 🎯 Cultural differences shouldn’t divide your team—they should drive your innovation. If you’re ready to create a workplace where every team member can thrive, I’d love to help. 📅 Book a complimentary call and let’s talk about what cultural competence could look like in your organization. The link is on my profile. Because when we understand each other, we work better together. 💬 #CulturalCompetence #GlobalTeams #InclusiveLeadership #CrossCulturalCommunication #DEIStrategy

Are you an Old‑School Event Marketer or a New‑School Event Marketer? Old‑School: - “Bigger booth, bigger budget” = strategy - Swag splurges & steak‑house dinners with zero ROI math - Measures success by registrations instead of pipeline - Treats the conference as a one‑day stunt, then closes the spreadsheet - No persona segmentation, same agenda for prospects, customers, & partners - Relies on badge scans, fishbowls, and luck for lead capture - Ignores virtual or hybrid formats (“We’re an in‑person company!”) - Engagement stops when the lights go off, no post‑event nurture track - Decisions made on gut feel, not unit economics or understanding the P&L New‑School: - Begins with ICP clarity and a revenue‑backwards event brief - Maps the entire attendee journey: pre‑event teasers → in‑event moments → post‑event campaigns - Uses AI for smart matchmaking, personalized agendas, on‑site coaching, and post‑show enrichment - Integrates every touch into CRM & RevOps dashboards: CAC, payback, influenced ARR, CLTV - Collaborates with Sales & CS to find expansion opps with customers, not just hand-offs - Blends formats: micro‑webinars, community roundtables, regional pop‑ups, to lower CAC and widen reach - Scores success on quality meetings, pipeline velocity, and expansion revenue - Runs Calendar & Capacity tests to right‑size staffing before adding headcount - Partners with the CFO, budget tied to strategic KPIs, not vanity metrics - Knows why the event hit (or missed) the number and evolves assumptions quarter‑to‑quarter Event marketers can’t win on their own. The best know how to involve each team throughout the process. It’s not just execution. It’s communication, evaluation, and impact. In conclusion, new-school event marketers are strategy partners. Not task rabbits. New-School event marketers pick modern event tech. Check out Accelevents --> https://hubs.la/Q03fjrP30

HOW I MADE THE MOST OF MY SPEAKING GIGS WHERE I COULDN'T PROMOTE MY BUSINESS I’ve been to many events where I was asked not to promote or sell on stage. These are typically the gigs where I’m being paid well to speak. It’s so important to respect the organiser to build rapport and secure future opportunities. How can you still make the most of this opportunity to build awareness and create key connections for future business opportunities? Here are five ways you can do this: ONE ↳Get to the event early: Network with the audience during breaks and lunch. Find out about them, build rapport, and exchange business cards. Personal connections can lead to future business opportunities. TWO ↳Branded slides: Use your branding on your slides. In some situations, I’ve used the event organisers’ branded slides, but if you can use your own, it’s great to add your social networks at the bottom. Mention your details during the Q&A session. THREE ↳FREE gift: Add a QR code or use a tool like Talkbook.co on your first few slides. Say, “Don’t worry about taking lots of notes; you can access my slides via this QR code and a few valuable resources that you will find useful.” This helps you build your list and follow up. FOUR ↳Wear your brand: Whether it’s a branded t-shirt, bag, or in my case, a branded pencil case with my flipchart pens, showcasing your brand subtly can leave a lasting impression. FIVE ↳Seeding: Use the technique of seeding, where you subtly mention your business, service, or product in conversation. An example of seeding, “When we do our content planning sessions in my Growth Academy Members area, this is one of the key questions they ask….” This indirect promotion often leads to people approaching you after your talk for more information. And guess what? It works! These small but actionable steps help you showcase your brand without promoting it in a way that might upset the organisers. Now, whenever I’m on stage without the ability to promote directly, I use these strategies to maximise the opportunity. To anyone facing similar restrictions: Use these techniques to make the most of your speaking engagements. Build connections, create awareness, and pave the way for future opportunities. Which one would you go with? To your successes, Zoe ____________ If you like this post, you will love my newsletter 💜 Join my newsletter for a FREE weekly growth strategy for speakers and thought leaders - see the first comment below to join 👇

Conferences are expensive, boring, and typically have low ROI....but company-led EVENTS on the other hand can be powerful signals. Here's the exact playbook we used at Onward to organize profitable events where prospects can have a great time AND move closer to buying: ➝ 1. Align on your goal. I used to make the mistake of expecting a close within 30 days of an event and would be continually disappointed based on that expectation. Now I consider events another "touch point" in the customer journey/funnel. Our goal is simply to usher the customer to the next stage of the funnel. So if all your leads are top of the funnel, don't expect to close at the event. It's about a) learning what moves the needle for them and b) educating them on our ROI. This will result in moving them to the next sales stage. Your mindset and intentions here are important because otherwise, your pitch will misfire and either come off too brash or too aggressive. ➝ 2. Set the agenda to be what the client would want—not what you want. One of our go-to tactics is mixing education and entertainment. We would create an interactive, immersive learning session w/ a world-class expert with a focus on equipping attendees with tangible takeaways in addition to networking. ➝ 3. Find great partners. In order to share the budget, we typically find like-minded companies that we want to partner with and share customer leads. We participated in Retention.com's marquee summer event in Malibu called Retox and it was one of the more lavish events we've been a part of with over 200+ brands attending. It takes a lot to move the needle for customers to get excited and sometimes you have to go all out! ➝ 4. Yet the simplest format is often the most effective—an intimate, private dinner. You'd be surprised at how much common ground you can find with a potential customer over a 2-hour dinner. Typically there are no pitches, just real connections. The sales pitches will come later—but upfront it's about getting to know one another and seeing how it would be to work together. Sales is about developing relationships and meaningful relationships are built when people can let their guard down and simply connect as human beings. And that's exactly what we aim for. So if you're tired of the same old networking scene and you're craving experiences that truly move the needle, I'd love to connect. What are some unique events you've thrown? I'm always looking for new ideas.

You’ve probably heard or thought it yourself: “𝗧𝗵𝗲𝘀𝗲 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 𝗮𝗿𝗲 𝗶𝗺𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲. 𝗧𝗵𝗲𝘆 𝗱𝗼𝗻’𝘁 𝘄𝗼𝗿𝗸 𝗵𝗲𝗿𝗲. 𝗪𝗲 𝗰𝗮𝗻’𝘁 𝗯𝗲 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲!” 🚫 And I get it. Many global sustainability standards come from regions like Europe or the Global North, where resources and systems differ from the rest. But here’s the thing: sustainability isn’t about following a strict rulebook. It’s about finding what works for 𝗬𝗢𝗨𝗥 business and destination. 🤔 How? For example: 💧 If recycling water isn’t an option, harvesting rainwater or reusing greywater can work wonders. 🍽️ No access to composting? Partner with local farmers to turn scraps into fertiliser or animal feed. 🚗 Limited or unsafe public transport? Promote carpooling or introduce bike rentals to your guests. 💡 No access to solar panels? Reduce energy use through efficiency and small changes like optimised lighting. 🗑️ Without recycling infrastructure, encourage refillable bottles or biodegradable packaging instead. Progress comes from adapting practices to your reality and celebrating every win. 🙌 What sustainability practice doesn’t work for your destination? And what creative solution have you found instead? Let me know in the comments! Need help brainstorming? Reach out! I’d love to help. 🤩 #GlobalStandards #SustainableTourism #Innovation #TourOperators #Accommodations Smits SusTour Consultancy ♻️ Found this post helpful? Repost it to inspire your network! 

This is the most underrated problem I've seen when trying to build or expand partnership GTM: Leadership is initially fully behind a new partnership, excited about its potential, but that enthusiasm never makes its way down to the sales teams who are expected to execute. Without alignment, even the best partnership can stall before it has a chance to succeed. Why does this happen? Sales teams are often focused on their core products, and if a partnership doesn’t clearly benefit them or fit into their day-to-day operations, it becomes an afterthought. To turn things around, you need to make sure your partnership incentives, compensation, and training are in lockstep with the teams that will be selling your product. Here’s how to align incentives and drive results: 1. Ensure your incentives are compelling enough for frontline teams. It’s not enough to excite leadership—sales teams need a clear, tangible reason to sell your product. - Introduce a financial incentive or bonus structure that’s competitive with what reps earn on their core products. This could be a one-time bonus for the first sale, or an ongoing commission that rewards consistent effort. -Tie the incentive to their existing sales goals. If your product helps them hit their targets more easily, they’ll naturally prioritize it. 2. Structure partner compensation to motivate co-selling. If your partner compensation doesn’t align with their core goals, they won’t push your product. - Design a compensation plan that aligns with both the partner’s and your business objectives. For instance, if your partner’s core offering is hardware, incentivize bundling your software as part of the sale to create a win-win situation. - Offer performance-based incentives that reward partners for hitting key milestones—whether that’s a certain number of units sold, a specific revenue target, or even customer engagement metrics. Keep it simple and measurable. 3. Provide consistent training and engagement so your product isn’t just another checkbox. Sales teams won’t advocate for your product if they don’t fully understand its value or how to sell it. - Develop ongoing, bite-sized training sessions that fit into their schedules. Instead of overwhelming them with lengthy sessions, focus on 15-minute, high-impact trainings that teach them how to identify the right opportunities. -Pair training with real-time support. Join sales calls, offer one-pagers, and provide direct assistance during key customer engagements. When they feel supported, they’re more likely to feel confident pushing your product. This kind of alignment can make the difference between a stalled partnership and a thriving one. When sales teams are motivated, equipped, and incentivized to sell your product, the partnership stops being just another checkbox—it becomes a key driver of growth.