Author:
Leanne Galea, Head of Meetings & Events, UK
The topic I was responsible for was Showcasing Team Accomplishments. It was a chance to share experiences and real solutions that could be implemented or adapted accordingly by those in the audience.
Preparing for the session gave me space to reflect on the deeper value of recognition, the mechanics of high-performing teams, and the evolving expectations we place on our workforce. In a sector where collaboration, compliance, and agility are critical, how we build, support, and elevate our teams isn’t just a cultural choice – it’s a strategic imperative.
For me, the importance of showcasing team accomplishments boils down to two key areas. Internally, it’s about making people feel seen. When teams feel recognised, they show up differently – they lean in, take ownership and collaborate more – all because they want to, not because they have to. Externally, it’s about demonstrating capability – sharing ideas, innovations, and expertise. People need to understand what’s possible. When we showcase our teams, we’re not just celebrating them – we’re showing what we stand for and what we can deliver.
But let’s be honest: it’s never been harder to manage and motivate teams. The dynamics have shifted rapidly. Remote and hybrid working models have changed how we connect, how we collaborate, and how we build culture. People are navigating economic pressures, reassessing priorities, and expecting more from their employers – especially when it comes to work-life balance and personal empowerment. These aren’t just concerns; they’re central to how we engage and retain talent.
One of the most interesting discussions during the session was around the nuance of recognition. Sharing success is a fine balance. It’s easy to spotlight the bold, the bright, the brilliant – but that can backfire. When we only celebrate standout moments, we risk alienating the quieter contributors or glossing over areas that still need improvement. Over-praising without context can feel performative. Recognition should be honest, inclusive, and grounded. It’s not about perfection – it’s about progress.
I’ve seen this play out in our own Meetings & Events teams. So much of what we do is essential – careful planning, financial control, stakeholder management – yet it often happens behind the scenes. Many assume these roles are simple, without appreciating the skill and precision involved. And because much of our work is for Pharma clients who prefer discretion, and on projects that focus on compliance and functionality such as our Advisory Boards and Congress, it rarely makes headlines. Meanwhile, the spotlight naturally falls on the big show-stoppers – the festivals, the high-production standalone events Celebration events – and rightly so, because those moments deserve to be celebrated. But what I’ve learned is that recognition shouldn’t stop there. If we only praise the visible wins, we risk overlooking the quieter contributions that keep everything running.
That’s why I make it a personal priority to balance the flow throughout team updates, ensuring every team is represented and acknowledged. I keep this at the centre of my thoughts, so recognition becomes part of our culture – not just for the big moments, but for the everyday excellence that makes them possible.
There’s no one-size-fits-all approach, but here are some practical tactics that can help teams feel valued and visible:
What stood out most in my reflections was the need to make time for this. Sharing team accomplishments can easily fall to the bottom of the list or be done half-heartedly. But it should be a priority – and it should be consistent. It should also be loud and proud. Don’t be shy about celebrating how brilliant your team is. It’s about feeling good, building momentum, and reinforcing a culture of excellence.
And finally, don’t just focus on the numbers. Success stories should come with a narrative. They should explore the context and the journey. Because when we share outcomes with empathy and clarity, we don’t just inform – we inspire.
So I asked others what they’ll do differently after the session; here’s mine – I’m going to walk the talk – and continue shouting about the brilliance of my team. So what about you? What will you do differently to recognise and celebrate the brilliance of your own team?
