Don't hoard feedback until annual review — give within 24 hours of event.

Define where your "good enough" is on a 0-100 ruler, to know when to stop.

Sort tasks on urgent/important axes and treat each quadrant with its rule.

Do not commit on the spot. Request 24 hours to think before any new obligation.

To open trust in a new team, share your failure first — others will open up.

Anonymously ask Edmondson's three questions to score your team's psychological safety.

Invite one person weekly for a simple 30-min tea — builds community fabric from zero.

Before starting, imagine the project failed in six months and write down why.

Before any delegation, answer 7 questions in writing — send them with the handover.

Decline any meeting without a written agenda — politely cancel and request one.

After each phase: what happened? What did we expect? Why the gap? How do we learn?

One document answering every "how do we work here?" question for new hires.

Don't judge by financial numbers alone — add customer, internal, learning in 4 perspectives.

After major incident: full review — timeline, causes, improvements, no blame.

After a major success, hold a structured "after-action review" asking: what exactly did we do right, and how do we deliberately repeat it — not just "what did we get wrong".

Swap "you're bad at math" with "what's happening here?" — Boaler proves the math brain is built, not born.

Ask your child to explain what he learned in simplest words — teach him "how to know".

Ask the model to explain a complex idea to a 5-year-old, then raise the level gradually.

Ask the model to question you instead of answering, surfacing and deepening your understanding.

Have the model play expert + student who asks "dumb" questions — extracts tacit knowledge.

General MOOC completion = 5-15%. To be a completer: split, commit, publish, apply.