Send a performance review survey about your contributions to a U-M group to members of that team. Reflect on comments and identify one area of performance to adjust.

Select the appropriate level of vocabulary based on the other person's knowledge. For example, use acronyms if they are familiar, otherwise use the entire term.

Seek outside perspectives for input on a new initiative.

Seek opportunities to serve on a U-M task force or innovation team that serves as a pipeline for new initiatives.

Seek opportunities to participate on a organizational-level committee.

Seek feedback from a coach, mentor, or colleagues about one message that you are developing that explains goals and the reasons behind them.

Seek and meet leaders who successfully engaged their team during a change initiative.

Seek a mentor with a different background than you.

Seek a consultation with a subject expert you do not know to gain new insights on a process, strategy or practice in which you or your team is engaged.

Schedule small group meetings with impacted stakeholders to have crucial conversations about the action.