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7

I think the easiest way to start is to ask questions that you need for your own GTD and make it a consistent, visible vocabulary. I suspect you are already doing it, if you are chairing the meetings, by asking for "the next actions" to complete the meeting. I found that if I keep asking "So, what's the next action and on whom" over and over again over a ...


7

I'm in no way an expert to this, but these sound reasonable: Don't force conversations. Take it easy! Some people are introvert and some are extrovert; which means that some people like to talk, while others do not. And when you do talk, just be yourself... Do not interrupt your co-workers unless necessary. Interruptions slow down productivity. Get to know ...


6

From How to Win Friends and Influence People: Fundamental Techniques in Handling People Don't criticize, condemn, or complain. Give honest and sincere appreciation. Arouse in the other person an eager want. Six Ways to Make People Like You Become genuinely interested in other people. Smile. Remember that a person's name ...


4

I used to run a mastermind group myself and I structure the meetings this way: Each participant comes with a challenge he faces in his business. The group has 15 minutes to discuss the issue and suggest solutions. Then it is the next participant's turn. Etc... I wrote how we did it more in details on my blog: Founder Mastermind Breakfast


4

The first step is to sell the benefits. If people don't know something exists or don't know why it is good for them, they are never going to get on board. After that, one approach is to "just start". For example, don't e-mail Word documents to your teammates anymore. Instead send them a link to the cloud based word processor. That way to read your docs, ...


4

Don't spoil the new employees with all your best tools and productivity techniques. They haven't been through the problems you've experienced and are likely to not understand why it has to be done that specific way. This can be the reason why some of your employees are not motivated to work. Autonomy is an important part of a career and you may be ...


3

Something like sharing a Google Calendar should do the job for keeping track of absence and events.


3

Send an e-mail to everyone that's affected and ask them to consider implementing some of the suggestions. Do your best to implement as many suggestion in the charter in your e-mail, of course.


2

How to Win Friends and Influence People has the following lists of suggestions you may want to consider from Dale Carnegie: Fundamental Techniques in Handling People Don't criticize, condemn, or complain. Give honest and sincere appreciation. Arouse in the other person an eager want. Six Ways to Make People Like You Become ...


2

Since it seems like you have formed a group in where there is minimal overlap of responsibilities and projects, your best bet would be to utilize SCRUM-like brief meetings, and highlight issues raised and resolved. Unfortunately, unrelated subjects may be harder to grasp for others in the group. You could look into creating a Wikia to use as a knowledge base ...


2

What you can do is take inspiration from methodologies like Personal Kanban, and use boards to display your progress to each other. The primary purpose of agile is to move away from the traditional waterfall model used in software development projects and increase project transparency and facilitate communication among project members. As such, agile is ...


1

I too have this problem with a lot of different visual boards at work. They are not all Kanban boards, there are also a few VP (visual planning). I have the same challenge as you have on how to keep myself updated enough and getting the "big picture" without getting overwhelmed about the information on the boards. I have started to focus more on each board, ...


1

To provide balance, also consider looking at The Seven Habits of Highly Effective People. Both books are classics but are very different in their approach. The first is about techniques to influence other people (which might be perceived as insincere and therefore backfire.) The second is about attempting genuine personal change (which is harder to ...


1

Pomodorium.com - was written by small team of pomodoro technique enthusiasts. We were using scrum+pomodoro technique (ETAs in pomodori) and simple google doc for sprints data and burnout charts. But this was "just for fun" project.


1

Have lunch with them. It's a limited form of Tom's suggestion to meet after hours but doesn't require the other party to stay late. Think about whether you get to know people better in a group or one on one. Then try to get to know people on that level. Another consideration is whether the rest of the people have worked together before. If you are the ...


1

Might be an overkill, but perhaps Asana ( http://asana.com ) might be useful for your purposes, especially regarding the "and to who is working on which project." bit. Never had the chance to use it myself, but it looks like a very powerful (and free) app for project coordination and it can integrate the Google Calendar.


1

I added it as the last line of my e-mail signature. I figure that way I provide a link to it as often as I need to.



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