Integrate coaching into a meeting by offering constructive, detailed feedback.

Inquire with colleagues from outside of your group how their departments or units onboard new talent and leaders. Share aspects of onboarding that you find valuable and unique to your team.

Input a survey comment the next time you take a survey sent by a U-M entity. Think of ways to word the comment with constructive, proactive feedback and use that method.

Incorporate inclusive hiring practices for a non-profit organization you are involved in.

Include time in all meetings to review successes and positive news.

If you sit on a non-profit board or committee, take each request that your group receives under thoughtful consideration. Provide a prompt response after a decision is rendered.

If you notice a conflict pertaining to a workflow process, bring it up with your team and work together to try to resolve it.

If you must check emails, designate one particular chunk of time each weekend to do so.

If you disagree, avoid personality attacks. Instead try something like, "I see your point, however I disagree. This is why...".

If you are in charge of creating goals and action plans, stick to them or admit to others if you find yourself unable to follow through. Take actions to mitigate.