How much time do you spend solving problems each week? Take a second here and think about a few current problems that you’re dealing with, e.g. out of stock products, customer complaints, unclear procedures, ambiguity in your role… Some problems are small and easy to solve by ourselves, others are complex and require collaboration, creativity and a considerable amount of effort. While change is to be expected and managed accordingly, we can’t afford to be solving the same types of problems over and over again. A problem as a variation from a standard - the difference between what 'should
Performance
Do this not that – the do’s and don’ts of effective feedback
Let’s get to the point. Feedback is one of the most important roles of a manager. Regular, timely, consistent feedback is so crucial for so many reasons. Yet, many of us struggle to do it. It may be because people often only ever get negative feedback so as soon as they smell it coming they instantly put their walls up, or it may be because you just hate having to do it. Feedback doesn’t have to be this big icky thing, it can just be a conversation, and if you’ve created the right foundations and you approach the conversation in the right way, it can actually be a really positive exper
The key to accountability
Last week I shared what it looks like when there’s not a culture of accountability and the impact it has on organisations. So, how DO you create a culture of accountability. It’s almost impossible to create a culture of accountability without first establishing trust, creating clarity and getting buy in. Imagine it like a house, you need strong foundations (trust, clarity, buy in) in order for accountability to hold. Yes, you can try to hold someone accountable without first establishing these things, but it’s going to be less effective. Let me explain why. I shared my favour
