Above all create a commitment to making it work and giving it all for testing but be flexible in the rules and assumptions you move with. It is important to take feedback into consideration and creating a genuine understanding that this is welcome helps some create the buy-in needed to adopt.
Within the process, ensure due diligence is done to understand the situation and research the pros and cons. Create a clear plan that involves the right people and doing things at the right time. And if a commitment is made to evaluate or make change, set the precedence for your entire team to be onboard.
Okay, maybe a rage monster is a bit extreme but what about the overly unpredictable and aggressive coworker? What do you think of when you hear the word assertive? I have to admit that from my position, my history, my upbringing, that it wasn’t a positive word. It...
Learning circles can be done without a structured book club. For any common goal or challenge consider a structured group conversation to look at the topic from multiple angles.
If your growth plans include transitioning from that simple company to the more advanced and you can see the point in your plan where you need this person part-time then by all means, get it going now.
The difference between an organization that runs effectively and one that doesn’t, can be easily seen through their succession planning. Not only who will take over next but how they are trained and what key principles are instrumental to operations. What does...
Five Signs You Are Holding Back Your Organization
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