Prashant Shah

1. Clearly state expectations: Communicate the importance of timely communication and their role in the team/organization. 2. Show empathy: Express concern and ask for their perspective on any challenges they might be facing. 3. Offer support: Let them know you're there to help them overcome obstacles and find solutions. 4. Highlight impact: Explain how their unresponsiveness affects team dynamics, productivity, and goals. 5. Set clear expectations: Clearly communicate the desired level of responsiveness. 6. Provide examples: Share specific instances where their unresponsiveness had negative consequences. 7. Follow up: Schedule regular check-ins and encourage open communication to monitor progress and offer ongoing support.

- to be organized during a long term project, you have to understand the problem first. - once problem is identified, break it down into its dependencies - once dependencies are set: break it down into people, process and tech categories - once that is done, assign it to specific person to drive it - from there, give them due dates. - and finally make sure all assignments to assignees is reporting back to you at specific toll gates. Make sure to make them understand that it is theirs responsibility to report back once they reach the toll gate ahead of time and work within due dates. - finally, celebrate all small successes at each stops.

- First and foremost understand your own leadership strengths and opportunities. - get 360 reviews done to understand where others see you in your career journey - take all challenges with open minded approach to work with different types of leaders, so you can learn how they solve a problem - enjoy the journey towards success, and once you get to your destination set out another goal. Don’t stop!

- get to the root cause - break it down the issue list between people, process and tech - create a priority within each of those categories - now get them involved when executing them to have them see the hurdles and the end success

- Bring them together to solve issues. - have an environment where they can challenge each other respectfully - understand there strengths and opportunities and then provide project which leverages there strengths to close the gap on opportunity. - don’t assume when speaking, ask for understanding - don’t assume they will get it done all the time, so ask for toll gates when they will check in with you - lead with empathy and not sympathy - tell them that you want them for more than one day. It’s important for them to know that this is a long term relationship and it goes beyond the current job

- Do a shadow day. Follow each member of your team once in a while in details on their daily routines. This will help to understand not just their gaps, but what to eliminate from their routine to be more productive. - create standards in work places to ensure the accountability and efficiency of work given. - make sure they understand what is priorities and explain the why’s behind it. - create a culture and environment for anyone to challenge the status quo’s.