ð—§ð—¼ð—±ð—®ð˜†, ð—£ð— 𗜠ð—¿ð—²ð—¹ð—²ð—®ð˜€ð—²ð˜€ ð˜ð—µð—² ð—³ð—¶ð—¿ð˜€ð˜ ð—¿ð—²ð˜€ð˜‚ð—¹ð˜ð˜€ ð—³ð—¿ð—¼ð—º ð˜ð—µð—² ð—¹ð—®ð—¿ð—´ð—²ð˜€ð˜ ð˜€ð˜ð˜‚ð—±ð˜† ð˜„ð—²â€™ð˜ƒð—² ð—²ð˜ƒð—²ð—¿ ð—°ð—¼ð—»ð—±ð˜‚ð—°ð˜ð—²ð—± - ð—¼ð—» ð—® ð˜ð—¼ð—½ð—¶ð—° ð˜ð—µð—®ð˜ ð—¶ð˜€ ð—°ð—¿ð—¶ð˜ð—¶ð—°ð—®ð—¹ ð˜ð—¼ ð—¼ð˜‚ð—¿ ð—½ð—¿ð—¼ð—³ð—²ð˜€ð˜€ð—¶ð—¼ð—»: ð—£ð—¿ð—¼ð—·ð—²ð—°ð˜ ð—¦ð˜‚ð—°ð—°ð—²ð˜€ð˜€. 📚 Read the report: https://lnkd.in/ekRmSj_h With this report, we are introducing a simple and scalable way to measure project success. A successful project is one that ð—±ð—²ð—¹ð—¶ð˜ƒð—²ð—¿ð˜€ ð˜ƒð—®ð—¹ð˜‚ð—² ð˜„ð—¼ð—¿ð˜ð—µ ð˜ð—µð—² ð—²ð—³ð—³ð—¼ð—¿ð˜ ð—®ð—»ð—± ð—²ð˜…ð—½ð—²ð—»ð˜€ð—², as perceived by key stakeholders. This clearly represents a shift for our profession, where beyond execution excellence we also feel accountable for doing anything in our power to improve the impact of our work and the value it generates at large. The implications for project professionals can be summarized in a framework for delivering ð— ð—¢ð—¥ð—˜ success: 📚ð— anage Perceptions For a project to be considered successful, the key stakeholders - customers, executives, or others - must perceive that the project’s outcomes provide sufficient value relative to the perceived investment of resources. 📚ð—¢wn Project Success beyond Project Management Success Project professionals need to take any opportunity to move beyond literal mandates and feel accountable for improving outcomes while minimizing waste. 📚ð—¥elentlessly Reassess Project Parameters Project professionals need to recognize the reality of inevitable and ongoing change, and continuously, in collaboration with stakeholders, reassess the perception of value and adjust plans. 📚ð—˜xpand Perspective All projects have impacts beyond just the scope of the project itself. Even if we do not control all parameters, we must consider the broader picture and how the project fits within the larger business, goals, or objectives of the enterprise, and ultimately, our world. I believe executives will be excited about this work. It highlights the value project professionals can bring to their organizations and clarifies the vital role they play in driving transformation, delivering business results, and positively impacting the world. The shift in mindset will encourage project professionals to consider the perceptions of all stakeholders- not just the c-suite, but also customers and communities. To deliver more successful projects, business leaders must create environments that empower project professionals. They need to involve them in defining - and continuously reassessing and challenging - project value. Leverage their expertise. Invest in their work. And hold them accountable for contributing to maximize the perception of project value at all phases of the project - beyond excellence in execution. 📚 Please read the report, reflect on its findings, and share it broadly. And comment! Project Management Institute #ProjectSuccess #PMI #Leadership #ProjectManagementToday
Celebrating Team Successes
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Chief of Staff to the CEO at PMI | Agile Alliance Board Director | Global Executive | Transformation Leader | Thought Leader Transformation, Projects & Agile
16,729 followersThe new research about project success is out! I'm curious to hear your thoughts on this - how do ð˜ðŽð” drive success of your projects? According to our C-suite study, CEOs face pressure to reinvent their organizations at a rapid pace - 93% ð¬ðšð² ðð¡ðžð² ð¦ð®ð¬ð ð«ðžðð¡ð¢ð§ð¤ ð¨ð« ð«ðžð¢ð§ð¯ðžð§ð ðð¡ðžð¢ð« ð›ð®ð¬ð¢ð§ðžð¬ð¬ ð¦ð¨ððžð¥ ð¨ð« ð¨ð©ðžð«ðšðð¢ð§ð ðšð©ð©ð«ð¨ðšðœð¡ ðšð ð¥ðžðšð¬ð ðžð¯ðžð«ð² ðŸð¢ð¯ðž ð²ðžðšð«ð¬. The main driver is accelerating digital and AI transformation. Their ð›ð¢ð ð ðžð¬ð ð¨ð›ð¬ððšðœð¥ðž is not a lack of ideas, capital, or technology. The top barrier to reinvention, cited by more executives than any other factor (35%), is a ðð¢ð¬ðœð¨ð§ð§ðžðœð ð›ðžðð°ðžðžð§ ð©ð¥ðšð§ð§ð¢ð§ð ðšð§ð ðžð±ðžðœð®ðð¢ð¨ð§. To drive project success, there are a few imperatives included in our research: 💠ð‚ð¥ðšð«ð¢ðð² ð¨ðŸ ðð¡ðž ð¯ð¢ð¬ð¢ð¨ð§ ð¢ð¬ ðš ð¦ð®ð¬ð: Beginning with a clear vision is foundational to project success. Regardless of who sets the vision, project professionals need to understand and take responsibility for it, which may require probing conversations with sponsors and other stakeholders. 💠ð„ð±ðœðžð¥ð¥ðžð§ðœðž & ð¨ð°ð§ðžð«ð¬ð¡ð¢ð© ð¦ðšð¤ðžð¬ ðš ðð¢ðŸðŸðžð«ðžð§ðœðž: Projects are perceived as successful if they deliver value. If you see an opportunity to deliver greater value that requires flexing on project constraints, step up and make a case for it. Leverage your project management skills to pivot efficiently. M.O.R.E. (explained in the report) provides guidance, but only 7% of professionals apply all four elements consistently. If you want to shine, here's your chance. 💠ð‹ðžð¯ðžð«ðšð ðž ðŒ.ðŽ.ð‘.ð„. ðŸð¨ð« ð²ð¨ð®ð« ð¨ð°ð§ ð©ð«ð¨ðŸðžð¬ð¬ð¢ð¨ð§ðšð¥ ð¦ðšðð®ð«ð¢ðð²: Project professionals are most motivated by work that benefits the organization, which also drives the most success. When a project is at risk, the most impactful interventions align to M.O.R.E. Consistently embodying just one of the four elements of M.O.R.E. increases NPSS by +42. 💠ð€ð¦ð›ð¢ðð¢ð¨ð§ ðšð§ð ðŸð¨ðœð®ð¬ ð¨ð§ ð¢ð¦ð©ðšðœð ð©ðšð²ð¬ ð¨ðŸðŸ: Our 2024 research identified “sustainability and social impact†as one of the top performance themes, specific measures that are likely to increase project success. Aiming higher when defining a project’s intended benefit by connecting it to an outcome that enhances sustainability and social impact improves the project’s NPSS. The impact is even stronger when sustainability benefits are paired with a clear project vision, increasing the NPSS by as much as +90 compared with projects with no vision and no sustainability outcomes. Congrats to all who contributed to this great inspiring work - Project Management Institute leaders such as Dave Garrett Lucas Rivers Jill Diffendal Tricia Stafford Cabrey and their teams, and the wonderful Insights team members from our community, check the list at the end of the report - link is in comments. #projectmanagement #success #transformation
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Helping Leaders Stay Relevant (AI) and Resilient (Health) | Global Founder Advocate | Startup Mentor | Certified Coach | Keynote Speaker
39,659 followersWant to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!†Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.†Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle
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Executive Coach | I create transformative coaching and learning experiences that activate performance and vitality
9,464 followersMany of my coaching clients are uncomfortable with self-promotion, even though it's essential to building the visibility needed to power their career success. If this rings true for you as well, take heart. There are meaningful ways to showcase your contributions and build your professional presence without feeling like you're bragging. Here are a few strategies to consider: 🎊 1. Share Your Wins Collaboratively Instead of focusing solely on your achievements, highlight how your team’s efforts contributed to success. For example, in a meeting, you might say, “Our team’s collaboration on [Project Name] really made an impact. I’m particularly proud of how we addressed [specific challenge].†This shows leadership and gives credit to others. 👀 2. Volunteer for High-Visibility Projects Offer to take on tasks or projects that involve cross-functional teams or public presentations. This puts your work in front of a broader audience and establishes your expertise without explicitly “tooting your own horn.†💡 3. Ask Thoughtful Questions Speaking up in meetings doesn’t always mean sharing your own ideas. Asking insightful questions about ongoing initiatives shows you’re engaged, strategic, and invested in the organization’s goals. 📈 4. Document and Share Results Create concise updates on your projects to share with your manager or team. For example, you could write a quick email or slide deck summarizing outcomes and lessons learned from a recent initiative. This keeps others informed and reinforces your value. 🤠5. Build One-on-One Relationships Visibility isn’t just about public recognition. Building strong relationships with colleagues and leaders through regular check-ins or coffee chats can help ensure your contributions are recognized organically. Visibility doesn’t require loud self-promotion. By focusing on collaboration, thoughtful communication, and consistent results, you can gain the recognition you deserve while staying true to your authentic self. #visibility #careerstrategies #authenticity
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The Leadership Capability Architectâ„¢ | I Build Leadership Systems That Scale Organisations | Trusted by CEOs, CHROs and CPOs Globally | Executive Leadership Coach | Creator of the Leadership Capability Architectureâ„¢
170,684 followers3 ð—¦ð—¶ð—ºð—½ð—¹ð—² ð—§ð—¿ð˜‚ð˜ð—µð˜€ About Recognition That Will Transform Your Leadership. Last month, a client asked me why his top performers were leaving. The answer was painfully clear: ð—§ð—µð—²ð˜† ð—±ð—¶ð—±ð—»'ð˜ ð—³ð—²ð—²ð—¹ ð˜€ð—²ð—²ð—». Here's what 20 years of leadership coaching taught me about recognition: Recognition isn't a "nice to have" According to Gallup's research: - Only 1 in 3 workers strongly agree they received recognition in the past week - Employees who don't feel recognized are 2x more likely to quit in the next year - Recognition is the most forgotten element of employee engagement Most leaders get recognition wrong They wait for: - Annual reviews - Project completion - Major milestones But high-performing teams need continuous acknowledgment. ð—¦ð—ºð—®ð—¹ð—¹ ð˜„ð—¶ð—»ð˜€ ð—ºð—®ð˜ð˜ð—²ð—¿ ð—ºð—¼ð—¿ð—² ð˜ð—µð—®ð—» ð—¯ð—¶ð—´ ð—°ð—²ð—¹ð—²ð—¯ð—¿ð—®ð˜ð—¶ð—¼ð—»ð˜€. Recognition must be: 1. Specific (tie it to actions) 2. Timely (within 48 hours) 3. Public (when appropriate) 4. Personal (show you notice details) The most powerful insight? Top performers don't just want praise. ð—§ð—µð—²ð˜† ð˜„ð—®ð—»ð˜ ð˜ð—¼ ð—¸ð—»ð—¼ð˜„ ð˜ð—µð—²ð—¶ð—¿ ð˜„ð—¼ð—¿ð—¸ ð—ºð—®ð˜ð˜ð—²ð—¿ð˜€. Here's what works: - Weekly recognition meetings - Peer nomination systems - Real-time feedback channels - Growth opportunity discussions - Personal development investments ð—¥ð—²ð—ºð—²ð—ºð—¯ð—²ð—¿: ð—¥ð—²ð—°ð—¼ð—´ð—»ð—¶ð˜ð—¶ð—¼ð—» ð—¶ð˜€ð—»'ð˜ ð—®ð—¯ð—¼ð˜‚ð˜ ð—ºð—®ð—¸ð—¶ð—»ð—´ ð—½ð—²ð—¼ð—½ð—¹ð—² ð—³ð—²ð—²ð—¹ ð—´ð—¼ð—¼ð—±. ð—œð˜'𘀠ð—®ð—¯ð—¼ð˜‚ð˜ ð—°ð—¿ð—²ð—®ð˜ð—¶ð—»ð—´ ð—® ð—°ð˜‚ð—¹ð˜ð˜‚ð—¿ð—² ð˜„ð—µð—²ð—¿ð—² ð—²ð˜…ð—°ð—²ð—¹ð—¹ð—²ð—»ð—°ð—² ð—¶ð˜€ ð—²ð˜…ð—½ð—²ð—°ð˜ð—²ð—± ð—®ð—»ð—± ð—°ð—²ð—¹ð—²ð—¯ð—¿ð—®ð˜ð—²ð—±. What's your most effective way of recognizing top performers? Share your insights below. Your experience might help another leader retain their best talent. P.S. Need help building a recognition-rich culture? Let's connect. [Source: Gallup - Employee Recognition: Low Cost, High Impact]
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75,800 followers
Appreciation isn't optional in leadership. It's the difference between retention and resignation. Your best people will leave if they don't feel valued. No matter how talented they are. No matter how much you pay them. I've seen this pattern repeat in every team I've worked with. The ones who stay aren't always the highest paid. They're the ones who feel seen. Work pressure is constant: ↳ Deadlines don't stop ↳ Long hours become normal ↳ Energy drains fast ↳ Burnout creeps closer So how do you make people feel valued? Here are 7 ways to show genuine appreciation: 1ï¸âƒ£ Notice the quiet contributions ↳ Acknowledge work that goes unseen ↳ Recognise effort, not just outcomes 2ï¸âƒ£ Give specific, timely praise ↳ Say exactly what they did well ↳ Don't wait for formal reviews 3ï¸âƒ£ Protect their time and energy ↳ Shield them from unnecessary meetings ↳ Respect boundaries consistently 4ï¸âƒ£ Ask for their input genuinely ↳ Listen when they share ideas ↳ Show how their thinking shaped decisions 5ï¸âƒ£ Share credit publicly ↳ Name their contributions in meetings ↳ Let others know who did the work 6ï¸âƒ£ Support their growth actively ↳ Connect them with opportunities ↳ Invest in their development 7ï¸âƒ£ Show up when it matters ↳ Be present during difficult moments ↳ Make support visible, not just verbal Show appreciation consistently. It's what separates teams that stay from teams that scatter. How do you show appreciation to your team? Let me know in the comments. â™»ï¸ Repost to promote healthier workplaces 👉 Follow Lauren Murrell for more like this
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Business Coach & Mentor | Helping Jewellers, D2C Brands & MSMEs Scale | Built a Rs 1000 Crore brand in 5 years | Building Diversified Businesses from 20 years | India's Top 50 Inspiring Entrepreneurs by ET
57,109 followersMost D2C founders I coach have this one problem: ð˜ð—µð—²ð—¶ð—¿ ð˜ð—²ð—®ð—º ð—¶ð˜€ ð—¯ð˜‚ð˜€ð˜†, ð—¯ð˜‚ð˜ ð—»ð—¼ð˜ ð˜ð—¿ð˜‚ð—¹ð˜† ð—®ð—¹ð—¶ð—´ð—»ð—²ð—±. Culture doesn’t break because of strategy, it breaks because of disconnection. Teams slip into silos, communication becomes transactional, and soon, collaboration feels forced. But here’s the fix. And it takes just 15 minutes a week. 𗜠ð—°ð—®ð—¹ð—¹ ð—¶ð˜ ð˜ð—µð—² “ð—–ð˜‚ð—¹ð˜ð˜‚ð—¿ð—² ð—¥ð—²ð˜€ð—²ð˜ ð—¥ð—¶ð˜ð˜‚ð—®ð—¹.†Every Friday, before wrapping up, gather your team (offline or online) and run a quick 3-part check-in: 1. One win – Each person shares their biggest highlight of the week. 2. One stuck point – A challenge where they’d love support. 3. One gratitude – A person they appreciate in the team and why. That’s it. 15 minutes. No slides, no reports, no overthinking. Why does this work? It reinforces shared wins, so your team celebrates together, not in silos. It normalizes vulnerability, making it easier to ask for help. It builds recognition into the culture, instead of waiting for appraisal cycles. I’ve seen founders adopt this and witness the shift within a month- more trust, better collaboration, and a culture where people actually want to show up. Remember: strategy scales your business, but rituals shape your culture. And this one is worth every minute. #scalingbusiness #gratitude #teamwork #teamrituals
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Operations Coordinator at Weir | Documenting my career transition | Project Management Professional (PMP) | Work Abroad, Culture, Corporate life & Career Coach
26,149 followersWhat Does Project Success Really Mean? You hit the deadline. You stayed on budget. But was the project really a success? We talk a lot about project delivery. But sometimes, a project can look “complete†on paper and still feel off. So, what does project success actually mean? Here’s what I’ve learned: It’s not just about finishing the project. It’s about delivering something that matters : to the right people, at the right time, in the right way. Here’s how I define success on any project (before I even build the plan): → 1. What does success look like for them? Your stakeholders’ version of success might not be the same as yours. Ask early. Align often. → 2. What problem are we solving? If no one can answer this in one sentence, you're not ready to start. Projects without purpose usually fail quietly. → 3. What does done actually mean? No vague language. Clear deliverables. Shared understanding. One source of truth. → 4. What does failure look like and how will we avoid it? Talk about risk. Talk about trade-offs. You can’t control everything, but you can plan better. → 5. What’s our plan to keep people aligned? Because even strong plans fall apart without strong communication. Successful project management doesn’t start with a tool. It starts with a shared definition of what matters. So if you’re about to start a new project, try asking this: 👉 “What does success look like and how will we know we’ve achieved it?†The answer might just change how you lead.
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People Strategy Advisor | Leadership Coach | Best-Selling Author | Speaker | LinkedIn Top Voice | Ex-Google
16,070 followersIf you only reward results, don’t be surprised when people only chase numbers! And when collaboration, learning, and creativity fall behind â— The truth is: outcomes alone don’t build great teams. What gets recognised is what gets repeated. And to build a high-performing, sustainable culture, you need to value more than just the final metric. ð‡ðžð«ðžâ€™ð¬ ð°ð¡ðšð ð ð«ðžðšð ð¦ðšð§ðšð ðžð«ð¬ ð«ðžðœð¨ð ð§ð¢ð¬ðž: 1ï¸âƒ£ Results – Yes, outcomes matter. Celebrate the wins. 2ï¸âƒ£ Effort – Acknowledge grit, consistency, and going the extra mile. 3ï¸âƒ£ Ideas – Appreciate those who speak up, challenge, and try new things. 4ï¸âƒ£ Behaviours & Attitude – Highlight empathy, collaboration, resilience, and the way people show up for others. All four are essential. Only rewarding results sends the message: "Just hit the number — no matter how." That’s how you breed burnout, politics, and disconnection. ð’ð¨ ð°ð¡ðšð ðœðšð§ ð²ð¨ð® ðð¨? ✅ Give recognition in real time — not 6 months later at bonus time ✅ Tie praise directly to the behaviour or value you want more of ✅ Mix praise types: public shoutouts, private messages, small spot rewards ✅ If someone’s trying hard but not delivering — don’t stay silent. Ask what’s blocking them. Help them grow. Recognition isn’t about being nice. It’s about being intentional. It’s how you scale the culture you actually want — not the one you tolerate. -- I’m Anne Caron and I help founders and leaders scale their startups without losing their soul. I share real-world insights on people strategy, leadership, and building organisations that actually work, for both the business and the humans in it! 👉 Follow me for practical, experience-backed content on scaling consciously, leading intentionally, and building the culture you want from day one. #Leadership #PeopleStrategy #Recognition #CultureDesign #FromZeroTo1000 #ScalingStartups #ManagerExcellence
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Founder- Strategic Advisor || Hiring Expert || @ Bullzeye Consulting @ Bullzeye Finz | Co-Founder Aurum crafts| || Experts in Leadership & Diversity Hiring || Jombay HR100under40 2025
39,286 followers"Great teams lead to great results and happy customers." I’ve been running Bullzeye for 8 years. Building high-performing teams is about creating an environment where great talent can excel. Five strategies you can use to build uplifting team environments: 1) Defining Clear Goals and Roles Teams thrive when every member knows their purpose. Studies say introducing SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) increases productivity by 20% within six months. Because clarity drives results. 2) Fostering Open Communication Transparency & communication is the key to any high-performing team. Regular check-ins and open forums help address challenges early. It’s reported that weekly 15-minute stand-ups reduce miscommunication and improve task clarity by 30%. 3) Encouraging Continuous Learning High-performing teams never stop growing. Leadership workshops and skill-based training increase team productivity by 25%. Learning & training programs strengthen not just individuals but the entire team. 4) Promoting Diversity and Inclusion DEI efforts can bring diverse solutions. Inclusive hiring processes improve innovation metrics & help in brainstorming. It’s simple. Different perspectives lead to holistic conversations, which lead to better outcomes. 5) Recognizing and Rewarding Efforts Celebrating wins—big or small—boosts morale and engagement. Monthly recognition programs increase engagement scores by 15% and boost productivity by up to 21%. Studies also show that frequent acknowledgment reduces turnover rates significantly while fostering a culture of appreciation. - In the end, understand that team building is a continuous process. As a leader you have to iteratively work on - Communication processes - Confliction management & resolution strategies - Training programs & strategies to upskill everyone on the team - Reward & appreciation mechanisms that motivate team members to perform In the long run, resilient teams that adapt quickly while staying aligned with long-term goals will succeed. And as a leader, it's your responsibility to make sure your team stays aligned.