Be open minded that setbacks and challenges occur, and relay to a colleague when it does occur so you are be able to adapt more quickly.

Be curious and ask follow up questions (e.g., Tell me more about that; How did you come to that opinion?).

Based on the type of decision that your team will next make, search Liberating Structures or download the app for a tool to use and apply. Afterward, reflect on the success of your facilitation.

Based on feedback from team members, create communication norms for your team to follow (e.g., in person, email, phone, video conference).

Avoid sharing or listening to gossip.

Audit cost overruns to assess a problem, and present your discoveries to the person or people involved.

Assemble a team to develop guidelines or templates for including competencies from the Michigan Expectations Model for hiring committees to use in your unit.

At the conclusion of meetings, restate action steps of those involved in order to gain clarity and consensus.

At the beginning of your work day, write down 1-2 daily goals and objectives and place where you can see it. At the middle and end of the day, compare your output with daily goals as well as any team or project deadlines.

At staff meetings, highlight one or two ways in which the people, resources, programs, and/or projects execute your unit's mission and values. Include any collaboration across university units or organizations outside of the university.