Enable people to play to their strengths
Tag: Management
Managers and Head Office workers frequently visit the ‘shop-floor’
Leaders and Managers frequently communicate the importance of culture
Assess whether decisions are reversible
Take a ‘no objection’ approach rather than having to wait for approval
Control through transparency rather than more process and bureaucracy
Stop trying to get everyone to agree
Stop decision-by-committee
Recognise and reward people who speak up about opportunities to improve
Give each process and policy an expiry date
Regularly check the pulse of the team
Assess performance based on the outcome and living the values
Show your interest in others
Let people set their own salaries
Have transparency of salaries
Have meetings where Managers can only listen
Create teams of up to 12 people
Ask people what they’d like to work on
Consider the consequence of saying “problems without solutions aren’t helpful”
Consider the consequences of saying “Are you volunteering?” when someone makes a suggestion
