We all want to do our best at work. Move faster. Deliver a better product or service. Help more people. But often, when assessing all of the things we could possibly do and directions we could take our business, our eyes are bigger than our stomach. We say “yes” to
Goal setting. We know we *should* do it, but it can be overwhelming. How many goals? How specific? Am I even focusing around the right things? Goals give us a direction or north star for where to invest our energy to achieve a specific result. But in the workplace, there
Thank you for tuning into my blog! This week I’m changing things up and doing a video version of my newsletter – let me know what you think! This week I am helping prospective managers answer the question “how to decide if you want to be a people manager,” sharing
“If everything is important, then nothing is.” ― Patrick Lencioni And yet… how many meetings have you been in that have 37 P0s, and it’s not looking like you’re going to get out of next quarter with anything less than 34? We get it, there’s always more that we could
Tl;dr: How to roll out processes on your team so people don’t hate you. I once worked with someone who handed me a 20 page document describing how to run a 30 minute meeting, and immediately thought to myself, yep, this is why people hate ‘process.’ Across a decade working in
Managers are being stretched and squeezed. I mean I’m all for pilates, but I didn’t sign up for this. 2020 was the year of the manager. And if by “year of the manager” I mean managers having to pull and stretch in new directions, being thrown into the deep end
I get that feedback is important, I just don’t want to hear it… …thought everyone ever. We get it. Feedback is a gift. But the last time I got a gift that made my stomach turn, I returned it to the sender and wrote a bad review on Amazon (#feedback),
Keeping our heads down and thinking people will notice us doesn’t make sense, and yet… “Good work gets noticed.” Does it though? By who? It’s about as big of a fallacy as “If I just work harder…” Keeping our heads down and waiting for recognition will leave us waiting for
Accountability is the solution to all of your team’s problems. But first, it needs a reframe. If you’ve ever uttered the words “why is everything so much harder than it needs to be?” when looking at how your team operates, you’re not alone. In fact, in my years working in
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