Leading Cross-Functional Teams

One of the fundamental truths I've learned about managing stakeholder expectations is that it comes down to strategic choices and clear communication. Early in my career, I was introduced to a concept that has guided me through countless business situations: Good, Fast, Cheap — Pick Two. This principle teaches us that while we can't have it all, we can prioritize what matters most. Good + Fast = Not Cheap When you need high quality delivered quickly, expect to pay a premium. This is ideal for projects where time and quality are critical. Fast + Cheap = Not Good If speed is essential and the budget is tight, some quality will be sacrificed. This might work for less critical projects where quality can take a backseat. Good + Cheap = Not Fast For projects constrained by budget but requiring high quality, patience is key. Allowing for longer timelines provides room for creativity without breaking the bank. As leaders, our role involves making these trade-offs transparent and collaborative. Here’s how we can apply this framework to our stakeholder relationships: Clarify Priorities: Early in the planning stage, engage with stakeholders to determine what's most important—speed, cost, or quality. Set Transparent Boundaries: Once priorities are set, establish realistic expectations about outcomes and the necessary trade-offs. Communicate Consistently: Keep stakeholders informed throughout the process with regular updates to avoid surprises and build trust. Deliver Reliably: Whatever choices you make, ensure you deliver on your promises. Consistency builds your reputation and stakeholder confidence. I’d love to hear from you! How do you manage stakeholder expectations in your projects? Have you found certain strategies particularly effective? A special thank you to Alexander (Alex) Shreders for teaching me this concept many years ago.

Why do well-intentioned managers become team morale assassins? The answer is surprisingly simple: "unconscious habits". In my recent Fast Company article on team dynamics, I unveiled the "Priority Pause" - a critical leadership intervention that can transform workplace culture and a concept I coach people managers on. You can read more about it below. In the meantime, lets unpack the unconscious habits and unintentional ways managers crush team spirit can suck that air out of a room, meet or employee. Top 5 Morale Destruction Tactics (Usually Unconscious): 1.) Constant, Un-prioritized Interruptions ↳ Managers who treat every task as a five-alarm fire create perpetual organizational anxiety. Your team isn't a 24/7 emergency response unit. 2.) Performative Overworking ↳ Sending emails at midnight, expecting instant responses, and glorifying burnout culture doesn't show dedication - it demonstrates leadership incompetence. 3.) Lack of Transparent Communication ↳ When leaders operate in information silos, teams feel disconnected and undervalued. Trust erodes faster than Arctic ice. 4.) Inconsistent Feedback Mechanisms ↳ Sporadic, unpredictable feedback creates an environment of perpetual uncertainty. Consistency is the backbone of psychological safety. 5.) Micromanagement Disguised as "Support" ↳ Hovering doesn't help. It suffocates creativity and signals a fundamental lack of trust in your team's capabilities. The Antidote? The "Priority Pause" Implement a 60-second reflection before every request: • Do you know if this is truly urgent? • What's the interruption cost to my team? • Can this wait for our daily huddle/1-1? Leadership isn't about constant motion but purposeful, strategic engagement. Are you killing your team's spirit without realizing it? Coaching can help; let's chat. | Follow Joshua Miller Link To The Article: https://shorturl.at/tj2KN #joshuamiller #executivecoaching #leadership #team #coachingtips #careeradvice #teammanagment #workplace #culture #leader #boss

You hit every KPI. But did anything actually get better? Solving the wrong problem perfectly is still failure. So is solving the right one - without knowing how you’ll measure it. Let’s say a digital health platform launches: 🔹Sleek interface 🔹User numbers climbing 🔹Dashboards full of green ticks But two months later... 🔹Patients are still confused 🔹Clinicians are frustrated 🔹Data isn’t flowing across systems 🔹Helpdesk tickets pile up The dashboard says success... but the outcomes show otherwise. In digital health, success is often defined too narrowly: 🔸The platform went live 🔸KPIs were ticked 🔸Stakeholders celebrated But if patients still struggle, providers still burn out, and workflows remain broken - was it really a success? The truth is, different players define success differently: 🔹Patients want clarity and trust 🔹Clinicians want support in context 🔹IT wants performance 🔹Leadership wants results 🔹Funders want scale And that misalignment is where failure often begins. We don’t just need SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals. We need SMART goals for healthcare, ones that reflect complexity, context, and care. Because what gets measured, gets built. And if we define success in terms of speed and scale, we risk delivering fast but shallow. A better way would be to define success through multiple lenses Systems Thinking 🔸What ripple effects will this change create? 🔸Will it reinforce or undermine other parts of care delivery? Design Thinking 🔸Does this make life better for the people using it? 🔸Does it work in context, not just on paper? Interoperability Thinking 🔸Will it integrate across teams and platforms - or just add noise? How does SMART Goals for healthcare looks like? ✨S – Shared & Specific Is the goal clear and aligned across patients, providers, and implementers? ✨M – Meaningful & Measurable Does it tie to real improvement - not just activity? ✨A – Aligned & Achievable Is it grounded in actual clinical workflows and capacity? ✨R – Relevant & Responsible Is it equity-conscious, ethically sound, and system-aware? ✨T – Time-bound & Tracked Is it tracked across the care journey - with feedback loops, not just endpoints? What this looks like in action: 🔹30% reduction in medication errors across 3 facilities in 6 months 🔹15% improvement in post-discharge follow-up for elderly patients using an interoperable care platform 🔹Measurable reduction in care team workload without sacrificing continuity or quality Not: 🔸Number of logins 🔸Lines of code shipped 🔸How fast we deployed When goals are shared, meaningful, and grounded in real care, 🔸Teams stay focused 🔸Results are credible 🔸Patients feel the difference Define success. Measure what matters. That’s how we make digital health actually work. What’s one thing you believe we should start measuring - but rarely do in digital health today? #HumanCenteredDesign #SystemsThinking #Interoperability

The secret to smoother projects isn't about what's in the scope - it's about what isn't. Seriously, whenever a project is about to kick off, I always make it a point to set clear expectations right from the start. When the scope is well-defined, everyone knows what to expect, right? But what about the things that aren’t included? That’s where the real trouble starts! I try to be upfront about limitations to prevent any confusion later. It’s so easy to assume that certain aspects are covered, and not addressing those exclusions can lead to some pretty big misunderstandings. I always make sure my clients know what’s outside the scope. This could be extra features, additional revisions, or any tasks that go beyond our original agreement. So, why does this really matter? It keeps both sides aligned - no one is left guessing or feeling frustrated. Sure, things can change during a project, but if we clearly outline what’s not included from the start, we can significantly reduce those surprises. Having open conversations helps keep everything running smoothly. So, let me just say: always remember to talk about what’s NOT in the scope of work! Setting those expectations early on will save you time, avoid frustration, and keep your projects on track! P.S. Have you ever run into issues because of unclear expectations? Share your stories below

Look after YOUR TEAM and they will look after YOUR CUSTOMERS 🔥 Having spent over a decade studying effective leadership, I initially struggled due to my lack of knowledge. But I soon realised that a team's success starts at the top. The ultimate aim of a true leader is to establish efficient systems and empower their team, fostering self-reliance. Think of it like a sports coach: their role is to prepare the team, not play the game. A coach's impact is mostly felt before, at halftime, or after the match. The team must excel on the field or court; if the coach has to join in, something's wrong with the system. So, how do you motivate your team to bring their best: 🌟 Vision and Inspiration: Leaders often possess a clear vision and the ability to inspire employees toward a common goal, giving them a greater purpose. 🔑 Empowerment: Leaders frequently grant employees decision-making authority and encourage them to take ownership, creating a sense of trust and significance. 👂 Listening and Feedback: Leaders actively listen to employees' ideas and concerns, offering constructive feedback, reinforcing their importance. 📈 Development: Leaders prioritize employee growth and skill development, reinforcing their significance. 🏆 Recognition: Leaders tend to acknowledge and appreciate their team's contributions, boosting morale and emphasising their value. 🗣️ Transparency and Communication: Leaders are open about the company's direction and challenges, fostering a sense of belonging and importance through communication. 🤝 Trust and Accountability: Leaders trust their employees to perform effectively and hold them accountable, signaling their importance and capability.

Project Management Cheat Sheet 1. Key Phases of a Project 1.1. Initiation: Define the project scope, goals, and objectives. Identify stakeholders. Develop a business case or project charter. 1.2. Planning: Create a project plan (scope, timeline, budget, resources). Develop a Work Breakdown Structure (WBS). Identify risks and plan mitigation strategies. 1.3. Execution: Assign tasks to team members. Monitor progress and ensure quality deliverables. Manage stakeholder communication. 1.4. Monitoring & Controlling: Track project performance against KPIs (e.g., cost, time, scope). Manage risks and implement changes. Conduct regular status updates and reviews. 1.5. Closure: Deliver the final product or service. Obtain client or stakeholder sign-off. 2. Common Project Management Methodologies Waterfall: Sequential approach (ideal for predictable projects). Agile: Iterative and flexible (ideal for dynamic projects). Scrum: Framework under Agile with sprints. Kanban: Visual task management using boards. PRINCE2: Process-driven framework focused on control. 3. Essential Documents and Tools 3.1. Documents: Project Charter Project Plan Risk Register Gantt Chart Issue Log Stakeholder Register 3.2. Tools: Task Management: Trello, Asana, Jira Timeline Planning: Microsoft Project, Smartsheet Communication: Slack, Microsoft Teams Collaboration: Google Workspace, Miro 4. Project Management Metrics (KPIs) Schedule Performance Index (SPI): Actual progress vs. planned progress. Cost Performance Index (CPI): Earned value vs. actual costs. Burn Rate: Rate of spending project budget. Milestone Completion: Percentage of milestones completed on time. Customer Satisfaction: Stakeholder or client feedback. 5. Risk Management Process Identify risks (brainstorming, checklists). Assess risks (impact and probability). Plan risk responses (mitigate, transfer, accept, avoid). Monitor and control risks throughout the project. 6. Tips for Effective Project Management Define Clear Objectives: Ensure everyone understands the goals. Communicate Often: Keep stakeholders updated. Prioritize Tasks: Focus on high-value activities. Stay Flexible: Be ready to adapt to changes. Document Everything: Maintain proper records for accountability. Use Technology: Leverage tools to streamline workflows. Evaluate Performance: Regularly review team and project performance. 7. Common Challenges and Solutions 7.1. Scope Creep: Solution: Define scope clearly and use a change management process. 7.2. Poor Communication: Solution: Establish clear communication channels and regular updates. 7.3. Budget Overruns: Solution: Monitor spending closely and manage risks proactively. 7.4. Missed Deadlines: Solution: Use detailed planning and track progress frequently. 7.5. Resource Allocation Issues: Solution: Use resource management tools and prioritize tasks. Keep this cheat sheet handy to ensure you stay on top of your project management responsibilities and deliver successful outcomes!

How to Adapt 1.7 times quicker, Reduce Absenteeism by 37%, and Reduce Operational Costs by 30% (Research Based) 👇 "Interprofessional collaboration transforms the delivery of care and fosters a culture of respect and shared responsibility." - J. Michael Bishop In today’s complex, fast-changing, and agile environment, interprofessional/interdisciplinary collaboration (IPC) is necessary for thriving. 💠 Benefits of IPC for your organization: ✔ Reduction in Cognitive Load: 👉 By distributing tasks and responsibilities, IPC reduces individual cognitive load, reduces the risk of burnout, and enhances mental health. ✔ Increased Efficiency: 👉 Streamlined communication and coordinated efforts to make better use of resources and time. ✔ Professional Growth: 👉 Learning from colleagues across disciplines enhances knowledge and skills. ✔ Better Problem-solving: 👉 Collective problem-solving leads to innovative solutions for complex challenges. ✔ Enhanced Resilience and Adaptability: 👉 IPC teams are more resilient and adaptable, responding quickly and effectively to unexpected challenges due to diverse perspectives. ✔ Cross-Disciplinary Innovation: 👉 IPC fosters innovation by merging diverse fields to create unique solutions and advancements. 💠 6 Challenges of IPC and Tips how to Overcome them: 1️⃣ Communication Barriers: 👉 Different terminologies and communication styles can lead to misunderstandings 🚀 Tips: Implement standardized communication tools and regular team meetings to foster clear and consistent communication. 2️⃣ Role Clarity and Conflicts: 👉 Unclear roles and overlapping responsibilities can cause confusion and conflict. 🚀 Tips: Clearly define roles and responsibilities and encourage open dialogue. 3️⃣ Cultural Differences: 👉 Diverse cultural backgrounds can lead to different expectations and practices. 🚀 Tips: Provide cultural competency training to enhance understanding and respect for diverse perspectives and practices. 4️⃣ Resistance to Change: 👉 Some team members may be resistant to adopting new collaborative practices. 🚀 Tips: Involve resistant members in the planning and implementation process and demonstrate the benefits of IPC through pilot programs and success stories. 5️⃣ Lack of Shared Goals: 👉 Different disciplines may have varying priorities, leading to misaligned goals. 🚀 Tips: Facilitate workshops and alignment meetings to develop a shared, customer-centered vision agreed upon by all team members. 6️⃣ Varying Levels of Buy-In: 👉 Not all team members may be equally committed to IPC. 🚀 Tips: Engage team members early, explain the need for IPC, and recognize their contributions to build commitment and enthusiasm. Embracing interprofessional collaboration isn't just a trend. It's a necessity for any organization aiming for high performance and resilience. How is your team fostering IPC? --- 🔔 Enjoy my posts? Follow me Eva Gysling, OLY #leadership #culture #coaching #interprofessionalwork

When engaging with a vendor/product solution on project work, here are things I appreciate working in a high-demand, quick turn time area of a business: 1. Clear, timely, direct communication - whether it's a project plan, updates, collab materials, or coordination, emphasis on good communication is the key to the relationship. 2. Visibility and clear expectations around capacity and bandwidth - the intent is never to burnout our vendor partners, that's no good for anyone. On the client side, it's our responsibility to advocate for the business requirements and get the value we paid for out of the engagement. Sometimes, this means we may ask for a lot, and we don't have visibility to the capacity and bandwidth management of the resources doing the work. We do not manage the workload and resources for the vendor, we rely on them to take care of their people. If the ask exceeds capacity, please tell us. Please help us manage expectations and timelines on our side. You can tell me, "that's not possible," as long as you tell me why and when it will be. That gives us something to work with if reprioritization or securing more resources is necessary. 3. Accuracy and expertise - I assume that no one knows their area of expertise more than the vendor/solution. And I deeply appreciate when that level of knowledge is proactively brought to the table through the lens of our unique business application. 4. Accountability - when mistakes happen or things fall through the cracks, as they do, I will always ask for an after action review and hold partners accountable by requesting a plan for mitigation of future mistakes. Especially, because in my line of work, mistakes are often public and with a high level of business risk. Proactively providing this after action review is always a positive to building credibility and trust.

Is your organization stuck in a silo mentality?  Here's how to break free and drive success. Many organizations struggle with compartmentalization, where departments function as isolated units. This creates a sense of "silos," separate entities within a single company. Functional divides (finance, marketing, production, etc.) can lead to limited perspectives, with each department prioritizing its own function over a holistic view of the organization. This silo mentality is a major roadblock to innovation. Imagine a compelling new idea originating in one department. The initial spark can easily be extinguished as it navigates the approval process, encountering production concerns, costing hurdles, and finance scrutiny. Frustrated and disillusioned, the originator might abandon the initiative altogether, representing a significant loss for the organization. Breaking down silos requires a concerted effort, and leadership plays a crucial role. Leaders must champion change, moving beyond "protecting what is" and embracing the possibilities of "what could be." A compelling case for innovation can be a powerful tool, sparking excitement and encouraging cross-functional collaboration. A shared strategic plan for innovation is a critical second step. This plan creates a sense of necessity, inspiring employees across departments to work together towards a common goal. The very nature of such a plan inherently dictates a collaborative approach. The siloed approach stifles creativity and hinders progress. To foster innovation, a "one-team, one-delivery" concept is essential.  Dismantling departmental walls encourages open communication, allowing brilliant ideas to flow freely throughout the organization. By working together, diverse perspectives can be considered, leading to more robust and successful initiatives. By fostering a culture of collaboration and embracing a shared vision, organizations can break down the barriers of silos and unlock the true potential of their collective creativity. This journey towards a more unified and innovative future requires leadership commitment, a clear strategic plan, and a shift in mindset from departmental dominance to collaborative success. #culture #organizationculture #team #growth #LeadwithRajeev #leadership

Ever been thrilled to kick off a new coaching or facilitation project, only to have things unravel before your eyes? You’ve got the green light, your client’s excited, you’re excited... and then: 😬 Deliverables turn into moving targets. 🫨 Tasks start sneaking into the scope. 🙄 Communication becomes reactive. 🙄 And somehow, you're doing more than you signed up for. Sound familiar? These issues can lead to frustrated clients, strained relationships, and results that don’t reflect your expertise. Worse, you’re left questioning your own abilities. The root cause? Poorly initiated projects. The fix? A rock-solid kickoff meeting. Here’s how I run mine to set the stage for smooth sailing: 1️⃣ Set the agenda and introduce the team. Share the agenda in advance so everyone’s prepared. A quick intro sets a collaborative tone. 2️⃣ Review the project overview. Revisit the high-level goals and objectives. Frame it as a partnership—you’re in this together. 3️⃣ Explore hopes and fears. Ask what success looks like for the client, but also what could go wrong. Addressing fears early helps build trust. 4️⃣ Create a risk and opportunity register. Most people track risks, but don’t stop there. Highlight opportunities to amplify success—maybe another internal initiative aligns with your work. 5️⃣ Revisit the timeline. Pull the timeline from your proposal and check if it still works. Revise as needed and confirm key milestones. 6️⃣ Discuss team culture and expectations. How do you want to work together? Align on communication styles and ways of working to avoid surprises later. 7️⃣ Define next steps. End with clarity: What happens next, and who’s responsible for what? 💡 Pro tip: Send pre-work in advance, like a draft risk/opportunity register. The meeting should refine, not start from scratch. The result? ✅ Clarity ✅ Alignment ✅ stronger relationships. A well-run kickoff leads to happy clients, repeat business, and—you guessed it—referrals. Start strong, finish stronger. ~~ ✍️ What’s one thing you always include in your project kickoff? Let me know in the comments! 👇