How to boost focus: Clarity, curiosity, permission

Managing equity compensation across different jurisdictions? Success depends on your team alignment. Our latest blog outlines a proven four-step process to: • Identify and address key challenges • Build effective cross-functional teams • Create clear communication protocols • Implement best practices for long-term success Get practical insights and real-world examples: https://hubs.ly/Q03klQHS0

Hey, do you have a second? We caught up with Chief Information Officer, Gill Haus, as he shared three thoughts on how to effectively lead a global team.

After leading so many team days, I’ve learned this: Teams don’t need another human knot. They don’t need another happy hour. They need clarity. They need respect. They need to understand how their work fits into the bigger story. They need spaces that feel safe enough to name what’s really getting in the way. If your team day doesn’t create space for that kind of honesty, go back to the drawing board.

A few weeks ago, I had the opportunity to organize a team building event for the volunteers and interns at iMentorU Foundation and I’ve been reflecting on the lessons it taught me. I’ve always believed in collaboration, but organizing this experience reminded me that teamwork doesn’t happen by accident, it must be intentionally created. Here are a few lessons that stood out: Leadership is not just coordination. it’s creating environments where others feel safe to participate. The games and challenges were simple, but the real value came from seeing people open up, laugh, and support one another. People connect fastest when hierarchy is removed. Titles and roles disappeared, and instead of “interns volunteers, directors, partners" we saw TEAMMATES! Fun is not a distraction, it’s a strategy. Productivity increases when people actually like the people they work with. Standing back and watching the energy shift from strangers to collaborators reminded me that culture is built through shared moments, not just meetings. Grateful for the opportunity and even more excited to keep building spaces where people feel seen, included, and empowered. #Teambuilding #imentorufoundation #synergy

Lindsay Cox Shahady, SVP of Global Review Solutions and Data Analytics at Consilio LLC, captures perfectly what defines great managed document review teams — the combination of strategic thinking, continuous learning, and the agility to layer technology in ways that amplify human expertise, particularly in legal reviews for #litigation, #investigations, and #regulatorymatters. The Sedona Conference’s #TAR 1 Reference Model (March 2024) echoes this view, noting that even as #GenAI improves efficiency, its use “still follows the established steps of TAR 1,” underscoring the central role of process discipline, human judgment, and defensibility. True #innovation lies not in replacing the review team but in empowering it — leveraging analytics, TAR, and GenAI together to achieve precision, quality, and consistency at scale. Curious how we’re putting this into practice at Consilio LLC? Happy to compare notes on workflow design and GenAI integration - Let's talk real-world approaches. #eDiscovery #ManagedReview #LegalTech #AIinLegal #LegalInnovation #LitigationSupport

What's the secret ingredient for a high-performing team? It might not be what you think! Common wisdom suggests that assembling a team of top performers is the surest path to success. But what if the data tells a different story? In this clip from our recent webinar, Anna Thompson of Google shares the number one factor that their internal research identified for team effectiveness.  Watch the video to find out more. Does this finding align with your own experience, out of interest?

Trust is the real deadline. When teams miss it, the cost isn’t just revenue , it’s reputation. From the book The Five Dysfunctions of a Team a once-promising company that declined fast, the new CEO made a bold choice: Instead of chasing sales, she rebuilt trust. Why it mattered: → Deadlines were symptoms, not causes → The real problem was internal friction → The foundation of results is team dynamics This story reminds us: you can’t build momentum on broken trust. The hardest problems to fix are often the invisible ones the unspoken tensions, the missing conversations, the “we’ll deal with it later.” PS: Are you moving fast, or just avoiding the friction that could set your team free? 📚 I read, reflect, and share ➕ Follow me for more insights like this.

🌱 Quiet Confidence: The Underrated Team Superpower 🌱 Confidence doesn’t always roar. Sometimes it’s the steady belief that underpins every thoughtful decision and action. When teams cultivate quiet confidence, they: 🔗 Take risks with wisdom, not bravado 🔗 Build deeper trust by owning mistakes and learning from them 🔗 Move from “I hope we can” to “we know we will” Quiet confidence comes from: ☞  Clear purpose ☞  Shared ownership ☞  Persistent improvement When your team doesn’t need to shout their strengths, they simply show them. Quiet confidence isn’t flashy — but it’s effective.

I've watched teams chase the 'next big framework' only to realize their pain points had more to do with communication and clarity than process. The framework should serve the team, not the other way around.

In a vibrant constructive environment, teams don't need to agree on everything; except on the ground rules of how to disagree