Create a reverse mentoring program that enables older, more experienced employees to interact and learn from younger colleagues (e.g., younger hires teach older hires new technologies and older employees impart institutional wisdom).

Create a network of stakeholders who can trust you with information pertaining to disruptive stakeholders. Honor their confidentiality.

Create a list of talking points before holding a critical conversation with a family member or friend who has treated you poorly.

Coach direct reports about the importance of multi-faceted viewpoints and experiences within your unit in order to be innovative and successful.

Contribute to or start a discussion thread within a Workplace group.

Consult with your mentor or coach on ways to address a direct report's weakness that impacts output.

Consult with a mentor about building talent management and pipelines, and request referrals to talk to.

Consider and consult with people with disabilities when developing job postings, programs, services and/or policies.

Consider an upcoming decision your team will address. Select an appropriate team decision making process and try it. Afterward, assess how well that process worked.

Confer with colleagues across the university to learn how they approach succession planning for their units.