FewerFasterBolder

Founder

Onefish Twofish Ltd

We help organisations enable a fast, agile culture to emerge, including new ways of working for a complex working era. We work with leaders to shoot for difficult-to-reach milestones and make cultural changes by winning hearts and minds with *very honest, human, direct communication*.

My work is underpinned by Adult-To-Adult communication and enables people to take responsibility, speak the truth and joyfully make stuff happen.

We are LoMo facilitators: www.lomo-meetings.co.uk

Director - B2B Marketing | Employee Engagement

University of Cambridge

I speak or lecture at a range of programmes at Cambridge University Judge Business School, including modules on 'routes to market', entrepreneurship and critical leadership communication.

Visiting lecturer

LoMo Meetings

Co-Founder

50th Generation

50th Generation is an incubator in Cambridge, London and Cape Town for meaningful, growing businesses

50th Generation companies create money AND meaning, through sophisticated business methodology, an abundant mindset, and powerful community.

www.50thgeneration.org

Unboxed

My role is to bring digital technology and agile practice to markets with the greatest need for it:

Healthcare - reducing admin, improving patient experience and health outcomes in the NHS, reaching the 'hard to reach'

Government - working with both Central Government and Local Government helping them reduce cost and improve services by taking manual services online

Learning and education media - shifting traditional print or chalk/talk education to new media and making it accessible to a wider and more diverse audience. From early years to scientific publications. From state education to private publishing.

Responsible for bringing digital technology to: Healthcare, Government, Learning, Energy

Shirlaws

I worked in partnership with Shirlaws to design and deliver business owner engagement in the UK

Marketing partner

Getfeedback

Marketing Manager

I'll help you meet and collaborate better | Next FrictionFree email: Why tribal behaviour explains everything about work (and meetings...)

Meeting culture is a huge and under-scrutinised issue. It's usually symptomatic of a deeper systems problem: 'collabureaucracy' - and THIS is why companies are drowning in collaboration communication.

5 signs you're in collabureacracy - and need more than just a set of meeting rules:
- Lots of conversations but struggling to get to decisions and action
- People are exhausted from frustrating back to back meetings each day
- Teams missing milestones because people don’t have enough time for deep work
- People struggling to collaborate across teams and feeling unclear and frustrated
- Circular conversations and poor interactions with colleagues in meetings are creating friction

Book a 25-min call with me: https://calendar.app.google/m8A2tTCZsmmMJ6Bc6 

---  Why I can help where others have failed --- 

Much of what we’re told about meetings 
- comes from the industrial era 
- is not evidence-based
- focuses on tactics like agendas and timekeeping
- fails to serve knowledge-based collaborative work

FewerFasterBolder is a mindset and meeting toolkit fit for the *collaborative* era which
- goes to the heart of what underpins meetings: culture, leadership and psychology (not process and technology)
- helps people of different styles and with different goals to collaborate together without ego
- focuses on progress, not process
- releases weary teams from meeting burnout 
- enables meetings to go deeper, faster to get to what matters
- is based on research and evidence


--- What can you expect from me and FewerFasterBolder --- 

- Reduce current meeting time by 30-50% – one org reduced theirs by 75% in 6 weeks.
- Start hitting milestones on time and solving the deep-rooted problems that have been holding you back
- Improve the quality of meetings dramatically – sharper discussions and outcomes, no more circles or rabbit holes
- Build great trust-filled relationships across the org though clear energising interactions with colleagues
- Get to the heart of what really matters sooner and make good decisions that everyone backs


Find our more: www.fewerfasterbolder.com
Book call: https://calendar.app.google/m8A2tTCZsmmMJ6Bc6

Here's what happened when The Times interviewed me about meetings last week.

Harry Wallop's column in the business section of The Times explores the weird world of how we work.

We spoke last week as he researched a piece about making meetings more focused and impactful. 

It was a really fun conversation and we covered a LOT of ground:
• how we have inherited meeting culture from the industrial era
• whether we should use stuffed toys in meetings 
• very simple ways to create a container for a brilliant conversation 

The result is below and I'll drop a link to the online version (paywalled).

One of the things that stuck out was my idea that agendas are not the way to fix meetings.

People play this back to me a lot and ask why.

In Thursday's FrictionFree, I will explain my answer - and give you a really specific, 2min formula that is my alternative. 

If you go to mediocre meetings but are not signed up to FrictionFree (anyone?!), come and join nearly 900 others, every Thursday.

I share a simple concept or technique each week which will improve how you meet and collaborate forever.

Big thank you Harry Wallop for the great conversation and for including me in your brilliant piece.
PS I'm so sorry your name is cropped out - my mum had to get a hard copy from her friend Sue and then take a photo with her ipad and... well you can just imagine 🤦‍♀️


---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

Dr Carrie Goucher

Redesigning how we meet and collaborate: deliver what your org is capable of | PhD in Meeting Culture (Cambridge) | TEDx speaker | Trusted by big brands, NHS and government

Group chat was supposed to make work easier. 

🙄

Instead, it’s become a tsunami of messages, where real priorities get buried and nobody knows if anything has been actioned.

It’s time for a new breed of norms which help us move fast without drowning in pings. 

I'm campaigning for this norm! I call it WTF?!

The first two are for the poster:

• What
  Label your message so people instantly know what it’s about. (E.g., [Decision Needed], [FYI], [Action Required], [Blocked], [Idea])
  
• Task
  What's the ask here? Be direct and specific. What do people need to do? Put this very near the top. (See also BLUF - Bottom Line Up Front). Tell people what response you're looking for.

The last one is for the recipients. Their job is to respond. 

• Feedback
  Close the loop. Acknowledge, react, confirm. Agree some norms for this in your team e.g. 👍 means 'Read it, on it'

Using Teams channels or Slack?

Think WTF?! and you'll be on the right lines...



ID: The image playfully says: "If you’re drowning in Teams chat messages, you need the" followed by a comic-style speech bubble with a pink and yellow "WTF?!", followed by the word "method".
A picture of Dr Carrie Goucher pointing upwards, reinforces the message.
The image contrasts a fun, energetic, and slightly humorous vibe with the more serious point of using a structured approach to managing Teams chat overload.


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👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

Another year, another slew of IWD posts. I love and hate it in equal measure 🤷‍♀️

We talk about celebrating women, breaking biases, embracing change. 

But I want to talk about how we are ACTUALLY changing what happens in everyday work. Let's start with meetings - that theatre for culture and power.

💡 If we want real change, we need to stop putting the burden on individuals to “speak up more” or “lean in.” 

What if we built meetings differently? 

What if we designed meetings so it was easy and efficient to balance voices - not an act of radical self discipline?

Because it’s not just women who can struggle to be heard. 

Introverts. 
Neurodivergent thinkers. 
People in more junior roles. 
Those from underrepresented backgrounds. 

Anyone who’s been talked over, dismissed or had their ideas repackaged by someone louder.

Here are five simple structural shifts that make meetings fairer, sharper, and more effective for everyone (not just the loudest voices in the room 👇).

And to all my colleagues and friends here on LinkedIn - happy International Women's Day Eve #IWD #accelerateaction  

💬 What’s one change you'd like to see organisations make? Drop your thoughts in the comments.


---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

Use light structures to better hear all voices in meetings

Today someone's going to annoy you in a meeting and here's what you're going to do.

🔥 advanced skill alert 🔥

They'll say or do something that's a little bit:

• Controlling 
• Uncooperative 
• Patronising 
• Dismissive
• Combative
• Undermining
• Unsupportive

And you'll feel annoyed. You might think a bit less of them. And you'll feel less fulfilled at work. 

Not good. So here's what I'm inviting you to try out for size. 

(You don't have to. It's a choice designed to help YOU, not please others. If it doesn't help you, don't choose it)

We make loads of assumptions about what other people mean when they say or do something.

"She's micromanaging. She doesn't trust me."

"He's nitpicking. He's trying to slow things down."

"They organised that behind my back. They're undermining me."

Whether or not any of these things are actually true is not in your gift. Assuming they are factually correct may not help you.

So you're going to try Assuming The Highest Intention (ATHI). 

Of all the intentions the person might have had - you're going to pick the highest one and assume it's that.

Also known as the Most Generous Interpretation (MGI). 

You're going to consciously name this intention. "She really, really cares about getting this right", "He's worried something's going to go wrong", "They're on a deadline and didn't clock the overlap with my work"

Now, this is not easy to do! It can feel like we are letting people 'get away with it', being a pushover, tolerating bad behaviour.

And please note, I am absolutely all for addressing actual poor behaviour. 

Here I'm talking about assumptions we're making that colour a relationship and it comes down to this.

You cannot know other people's intentions. It serves no one to assume their worst intention.

 👉 There is no stress-free reason for doing so 👈

So consider assuming the highest intention - if it helps YOU have a better meeting, a better outcome, a better day and a better life.

With thanks and credit to Corrina Gordon-Barnes for teaching me how to think like this.



---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

There is a wrong way to create more inclusive meetings and it's this.

When we talk about meetings where voices go unheard, the common response is: Let’s teach people to be more assertive. To claim their space. To push their voice to the front.

This advice seems to be particularly aimed at women. Speak up, lean in!

But it totally misses the point.

The antidote to exclusion isn’t helping individuals to fight better for airtime. It’s designing meetings that naturally make space for every voice.

Instead of telling quieter participants to “speak up,” we should be creating structures where everyone can easily contribute. 

Instead of pitting voices against each other, we should be setting up collaborative meetings where input is welcomed by default, not negotiated for.

We need to build every voice into the system. 

THIS is the work I care about. 

I'm creating a bundle of my very best scaffolds that you can use in everyday meetings to hear all voices. Drop me a comment if you'd like to be an early tester (free) of this bundle in April.






---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

Do you make a living from 'ways of working' and collaboration techniques?

Then you need to hear about this.

Short, hot take:

How we collaborate together is broken in most organisations - exhausting, frustrating, ineffective.

A gazillion methods, often in competition with each other. 

No coherent way to organise or access collaboration frameworks, concepts and tools.

A HUGE need - in a rapidly changing world.

Our solution: let's create an open source movement and create a coherent toolkit that plays nicely together and liberates brilliant stuff so it can be understood and used.

Have a read and I'll drop the link in the comments to find out more and get involved. 

This is where collaboration is headed and you don't want to miss it!

Hoping to see you in the community.

Carrie and Elise
Ways of Working Open Source (WoW O/S)

Join the open source 'ways of working' movement

If you're looking for a last minute remote session for International Women's Day, I have one 60-minute talk slot left next week.

 Invite me in and bring this powerful talk to your teams...

🔥  How to be a woman in meetings: a field guide for anyone who has felt overlooked or unsafe in a meeting  🔥  

In 60-minutes I enable women (and AFAB people and ANYONE who has felt outside the invisible power structures at work) to:
• understand why meetings can  be so specifically challenging if you're not on the inside track
• confidently handle the three most common curveballs that meetings throw at women
• create a safe space for themselves and their contribution
• help naturally distribute share of voice and power

I will share the words you can say say to scaffold in both the challenging and the merely annoying situations women can find themselves in in meetings.

The outcome? More confidence, a levelling of the playing field - and stronger teams where everyone can contribute their best. 

A worthy contribution to IWD for your organisation.

Is it up to women to do fix this problem alone? No! Is it my job to support women and make their contribution better heard and valued? For SURE.

As part of your wider action, this is a powerful session.

DM me or drop a comment if you'd like to explore. 



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👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

In my 20s, I didn't think about how I ran meetings.

In my 30s, I was painfully aware of my failings! But too scared to ask for feedback...

In my 40s, I ask all the time. 

I get it - it's not a Thing to ask for feedback at the end of a meeting. 

Let's not open that can of worms.

It's just a meeting, OK?

But it should be a Thing.

Spending 5% of the session in structured reflection improves
• Commitment
• Relationships
• All the next meetings

It should be an integral part of every meeting.

My favourite way is to ask people to drop thoughts on three question in the chat before they leave. 

The questions are:

🤔   1-10, how hugely valuable was this meeting?
(strongly positive and informal language deliberate)

🤔  What was the most useful thing that happened?

🤔  What would improve this meeting this time / another time?

Where could you ask those questions this week? 

Challenge yourself. Open the can of worms.

Because "We do not learn from experience. We learn from reflecting on experience" 
~ John Dewey




---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

The one thing people totally misunderstand about conflict in meetings.

Conflict is discovery.

Conflict in meetings is so important.

It's the whole point of collaborating!

We want to bring our different perspectives and experiences together into healthy tension to fuel better decisions.

This is 'task conflict' and we want it.

BUT ... ego drives 'relationship conflict'. 

> I'm right, you're wrong.

> My idea is better.

As soon as ego is in the driving seat of conflict we are in slow/low performance territory.

Discovery = down
Trust = down
Frustration = up
Productivity = down

Not just during the meeting, but in the 'meeting hangover' <-- the replaying we do after the meeting is over. 

There are no instant fixes, but if you're interested, I will share my guide to diffusing egos in meetings and beyond (comment 'Guide' and I'll DM it to you)



---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

A lot of people have asked me about this!

Why 'FewerFasterBolder'? 

Let's go!

We need FEWER meetings. 

Of course, we need time together to do what humans do brilliantly in groups, which is handle complex information and make trade offs. 

But the reality is, most of your people are in way more meetings than they can handle.
That's pushing deep work into evenings and weekends.
They can never really focus on making the contribution they're paid to do. 


We need FASTER teams

We need teams to work together at pace to generate ideas, to plan, execute, iterate, hit key milestones. 

And we need to create BOLDER outcomes. 

Tech is ubiquitous. 
Minimum entry standard. 

What will differentiate organisations in the future is: getting lots of bright people working on different complex projects across different geographies to work brilliantly and efficiently together.

Organisations who do that will win. 


---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference and I'll show you the new world...

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

Why do nice people do frustrating things in meetings?  Things like:

> Being defensive

> Wanting their idea to be ‘the winning idea’

> Nitpicking over unnecessary detail

> Wanting to talk a lot

> Not wanting to talk at all!


This is TRIBAL behaviour. 
Tribal behaviour is what creates weird dynamics in otherwise sensible groups of people.
The more pressure we're under, the more it comes out. 

It's always present in groups of 3+ people.

If we don't understand it, we don't know how to handle teams, groups, meetings, projects or stakeholders.

I wrote a premium article on this last year where I describe:
• what it is
• where it comes from
• how to handle it

I'll drop the link in the comments so you can read it. 

If you find this kind of thing interesting and useful, you might love FrictionFree where I share a premium tool like this every week for free with my subscribers.



---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

Nothing says Monday like high-stakes drama before your second coffee 😵

The world will keep worlding. 

You just keep taking your qualities to every conversation.

Honesty
Fairness
Optimism
Kindness.

👊


----

VD: text says
Me - I am exhausted this morning
Universe - Perfect, I will send last minute meeting invites for high conflict discussions.

"It feels important to meet weekly, so I’ve put it in the diary, forever."

"Let's put something in the diary to discuss the meeting we just had."

"It’s probably easiest if we just get everyone in a room. Literally everyone I can think of."

"Don’t worry about making progress, we’ll do that in the next meeting. Or the one after that."

"Let’s meet to discuss this unclear thing and leave even less clear."

"It's important hear what everyone thinks, even if I'm not planning on listening to any of it."


Now let's be clear, I am PRO meetings!

But only pro the really good ones which are:

✅  Intentional
✅  Precise
✅  Human-centred

If you don't know what the meeting is specifically trying to achieve or what you are expected to contribute...

Ask the question.

Great questions prompt greater awareness which prompts better meeting design.

Ask. Ask. Ask.

And if asking gets you nowhere, you could always...

Decline.


---

👋 I’m Carrie. If you found this interesting, you might enjoy FrictionFree - my weekly collaboration idea, unpacked. Link in profile.

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

No matter how much we try to avoid it, rupture will happen. 

A decision is made without your input. A conversation doesn’t land the way you intended.

In fact, rupture isn't optional - it is BAKED IN to every relationship with a human being!

Most of us think of conflict as something to prevent - and ofc there is truth in that. But avoiding rupture altogether is not possible. Our focus should be on how to repair.

Teams that ignore rupture? Trust erodes. Collaboration becomes cautious. People disengage.
Teams that repair rupture? They build deeper trust, work through tension faster, and become stronger over time.

In this tomorrow's FrictionFree newsletter, I will explain the four steps to handling rupture and repair well and how leaders and organisations can get stronger at handling conflict.

Link in comments to sign up.


---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

Happiness is a tangible business metric.

That's what Matthew Phelan says - and his company The Happiness Index measures exactly that.

We know meetings create emotional labour and drive 'intention to quit'(1).

So it was SUPER timely to talk about the link between meetings and employee happiness.

On this podcast, Matt and I discuss:

• What is the cost of bad meetings?
• How did we get here??!
• Why do companies ignore the issue?
• What is Collabureaucracy?
• What does a great meeting culture look like?
• How do we fix meetings ?
• What can you do right here and now to start a change

I would encourage you to have a listen to some of The Happiness Index's other podcasts.

For example Chief People Office of First Bus Kevin Green recently discussed how listening and acting on feedback improved Employee Engagement and saved First Bus £10,000,000 per year - worth a listen! 


(1) Rogelberg, S. G., Scott, C., & Kello, J. E. (2007). The science and fiction of meetings. MIT Sloan Management Review, 48, 18–21. 


---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

Have you noticed that organisations with values like:

⭐  Agility
⭐  Inclusion
⭐  Precision
⭐  Excellence
⭐  Imagination
⭐  Compassion


Have meetings that are:

😵  Unclear
😵  Circular
😵  Scattered
😵  Inconclusive
😵  Dominated by few
😵  Friendly but vague
😵  Rapport without real relationship
😵  Dense (or, equally possible, Fluffy)


We don’t need to throw meetings on the bonfire. 

But we DO need a big, big rethink.


ID: in the alt text

---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

I got this message after doing a second talk for Ricoh Europe last year. 

Honestly, it blows my mind that someone would reach out to me to say this 🙏

When I speak, I want people to feel seen.
I want them to see the world a new way.
To make sense of things that have been weird and difficult for a long time.

And then I often don't need to provide a long list of techniques!

They've got it. They know what they need to do next. They don't need me to 'teach' them.

To the person who sent me this: thank you, I see you!



---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference or offsite and we'll kickstart a shift

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration



ID: testimonial with 5 stars, attributed to programme manager, Ricoh Uk. It reads "So so helpful, thank you! PS I’m still using the techniques from the last talk! They have been a huge help in handling tricky meetings."

"I'll get my AI to talk to your AI, ok"

A lot of people have asked me whether AI will attend meetings on our behalf. 

If you've played around with AI meeting summary apps, you've probably already had an AI agent turn up at a scheduled meeting that you didn't actually go to!

Ethan Mollick shares a paper below which explains how AI bots will meet together (without you) and use your knowledge and voice to advance your goals.

It's not a million miles from self-driving cars when you think about it. 
Give the car a destination and let it negotiate the route and the traffic on your behalf. 
Except meetings are not roundabouts, clearly.

Though it feels yucky right now, AI will serve a pivotal and useful role in meetings and decision making. 

It will be deeply useful and deeply problematic at the same time.

If you'd like to get to grips with how AI will affect how we meet and collaborate, you can do my  "What do leaders need to understand about AI for collaboration?" 5 day email course. 

It's free and it will get your head in the game. Link in comments.

Also, follow Ethan Mollick.

Associate Professor at The Wharton School. Author of Co-Intelligence

Organizational life is about to get much weirder. This paper creates an early form of meeting delegates, where you send an AI to a meeting on your behalf, and it uses your voice and knowledge to advance your goals

A lot of old organizational methods need to be rethought for AI or they will lose their meaning and purpose as AI is slotted into place to automate them.

No alternative text description for this image

Honestly, the easiest way to fix ANY meeting issue is with scaffolding. 

Scaffolding turns a free-for-all which enables power to dominate into a level playing field where it's easier for everyone to contribute quickly and equally.

A scaffold is essentially a technique that provides some light helpful structure to:

• keep discussions clear and focused
• balance voices so decisions aren’t dominated by the loudest or most well-paid
• guide people through the right questions in the right order
• make higher quality more focused contribution with less effort
• get to stronger outcomes in less time

Scaffolds are not rigid or complicated.
They are for everyday meetings so nothing wacky.
They need little or no prep or set up.

I’ve put together a bundle of my most tried and tested scaffolds, organised by 'meeting problem'.

You've got a meeting problem, I'll show you the scaffold for that! 

Drop a comment or DM me if you’d like a code for a chunky discount when this bundle lands in April.


ID: Carrie cheerfully pointing upwards at "Got issues in meetings? You need scaffolding" 

---
👋  I’m Carrie and I will declutter how you collaborate forever (especially your meetings)

Invite me to speak at your conference and I'll show you a new world...

I write about #fewerfasterbolder i.e. #bettermeetings, #workplaceculture, #agileworking, mastering #collaboration

Just a lil two-part PSA for those who need to hear it*

1. Don’t have people arrive into a virtual meeting that’s already recording.

2. Don’t start recording a virtual meeting without asking.

This is 𝘱𝘢𝘳𝘵𝘪𝘤𝘶𝘭𝘢𝘳𝘭𝘺 crucial when:
• You haven’t met the attendees before
• There’s a power imbalance
• The content is in any way sensitive

Now, I am ALL for recording meetings. I have created my own meeting notes prompt for exactly this reason! (link in the comments, you're welllcommmmme)

If you're going to record a meeting, get agreement, either in advance if these are regular meetings or at the start of the call with enough time for people to 

Why? Because for many people, an unexpected recording is an instant trust breaker. It can be confusing and stressful. 

It's the OPPOSITE of the vibe you're trying to create at the start of a collaborative session.

No, it's not "just the done thing" now.

Your convenience shouldn’t come at the cost of someone else’s psychological safety.


*If you don't do this but others do, drop a supportive comment and the right people might just see it 😍


---
👋  I’m Carrie - I help companies reduce the friction of meeting and collaborating so decisions get made, crucial work gets done and your bright people feel fulfilled. 

Invite me to speak at your conference or offsite and we'll kickstart a shift...

Follow me for ideas on:
The joy of #fewerfasterbolder i.e. #bettermeetings
Transforming #workplaceculture
Shifting towards #agileworking
Mastering #collaboration

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.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Dr Carrie Goucher's Linkedin Analytics

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Want to drive more opportunities from LinkedIn?

Dr Carrie Goucher's Linkedin Analytics

's Best Posts (last 30 days)