Hello Waggle Community!

As we settle into February, it’s a great time to focus on building momentum for growth and leadership development.

This month, we’re diving into what every new manager should prioritize in their first five days, covering four essential tasks that lay the foundation for success.

We’ll also explore how to approach difficult conversations about underperformance with confidence and clarity, providing actionable steps to prepare for a productive discussion.

To wrap it up, we’re sharing a must-listen episode of The Transform Your Workplace Podcast, where Sarah Touzani speaks candidly about how AI is reshaping the workplace and shares her predictions for the future.

🙋🏾‍♀️Nominate a Remarkable leader

Do you know a remarkable leader with an inspiring management journey- or are YOU one yourself? We’d love to feature you in our “Grown Not Born” leadership series!

Reply to this email with your nomination, and we’ll be in touch.

🎧 Podcast Pick: How AI is Transforming the Workplace

In a recent episode of Transform Your Workplace, host Brandon Laws speaks with Sarah Touzani, co-founder of Waggle AI, about how AI can enhance traditional leadership development methods. You can either listen to the podcast or read the blog, where Brandon beautifully summarizes the key takeaways from their conversation.

What’s the best podcast you’ve listened to recently on culture or managing teams? 

Reply and share your —we’ll feature them in an upcoming newsletter!

😕Feeling lost in your first week as a Manager? 

Many new managers don’t know what to do in those early days. You’re expected to just…figure it out. But here’s the truth: that approach sets you up for overwhelm. Don’t worry- we’ve got your back.

This new manager checklist provides the structure and clarity to help you navigate your first week with purpose

Day 1

Start by meeting with your manager on day one. Make sure to check in and cover these four discussion points:

1. Advice

2. Expectations

3. Resources

4. Future Check-ins

Day 1- continued

How you introduce yourself matters. It shapes your team’s adaptation to your leadership while showing your commitment to their success and well-being.

If you’re being promoted from within:

• Have a meeting to address the change

• Communicate your team’s vision and transition plan

• Clarify your new role and its impact on the team.

If you’re completely new to both business and role:

• Make a formal yet warm introduction to your team

• Show you're collaborative and focused on team goals

• Demonstrate that you value two-way feedback.

Day 2

To succeed, focus on understanding your role, key processes, expectations, and company culture.

Read key resources: Job description, company policies, performance review process

Learn the values: Management style, team dynamics, company ethos

Understand the role: Role specific processes, team goals and milestones, performance expectations.

Ask HR: Organization structure, onboarding support, clarification on policies. 

Day 3-5

Set up one-on-ones with the goal of achieving these five key objectives

Your first week is just the beginning. Want to know what to do after your first week? Check out the complete guide ⬇️

🎁What is new on the Waggle AI app

Meeting Effectiveness Analysis

Address unproductive meetings by analyzing team interactions, ensuring discussions are aligned with goals, and fostering a culture of psychological safety and inclusivity.

By identifying inefficiencies in decision-making, clarity, or participation, this new feature in the form of a spider web chart empowers CXOs and their teams to assess whether meetings are driving outcomes and aligning with organizational values.

This feedback above ⬆️ a prime example of the actionable insights Waggle AI provides. It goes beyond surface-level observations to deliver a detailed analysis of meeting dynamics, highlighting areas of strength and pinpointing areas for improvement.

🗣️How to tell an employee they are not meeting expectations 

At some point, every manager will need to have the tough conversation about underperformance- likely more than once. Avoiding it doesn’t help anyone; in fact, it holds both the individual and the team back.

We break down how to prepare for and lead a productive conversation that’s honest, clear, and focused on growth into three phases.

• Phase 1: Prepare for the conversation

• Phase 2: Address the performance issues

• Phase 3: Move forward, together

Warm regards,

Sarah Touzani

Co-founder, Waggle AI

P.S. We love hearing from you! Share your feedback on this newsletter and let us know if would like a demo of our new feature!

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