![]() ![]() At a fast-paced startup, with more tasks than people to accomplish them, managers are often still filling in individual contributor-sized gaps while simultaneously stretching into director-shaped roles.īut what we’ve found is that the most high-impact managers make a regular habit of setting aside moments of reflection, putting in the deliberate time and work it takes to gain a new perspective on their teams, their cross-functional relationships and their own effectiveness from a higher altitude. questions for focusing on your personal well-beingĪsk any manager about how they spent their day, and they’ll probably immediately dig into the weeds - rattling off a long list of 1:1 meetings, putting out fires, responding to Slack messages or writing up strategy docs to send up the ladder to the higher-ups.how can i drive conversation across teams? what does the person on the other end need to know? what have i been hesitating to share, create or take action on? if the business were a person, would they significantly benefit from my organization’s priorities and efforts? do i know what’s important to my boss right now? what would be a completely different approach to this answer, project or problem? am i operating from a place of security or panic? how many times did i ask questions versus give answers this week? when was the last time i asked for feedback? what’s one thing on my plate that i can delegate to my team? is anyone on the team just cranking out work without context? does the team know what the strategy is (not just our tactics)? questions for measuring your effectiveness as a manager.what are the challenges ahead of our team? does my team know what their superpowers are? if i could just wave a magic wand and have a new candidate replace this position, would i want to do it? in the last six months, has each member of the team grown in noticeable ways? does my vision for the team member’s trajectory line up with their vision for their own career trajectory? does my team know what success looks like for their role? what resource recommendation can i send someone this month? is each member on the team overperforming, on track or underperforming? questions for tracking team performance.have i expressed gratitude to every single person on my team recently? have i made a difference to each member of my team this week? how well do i know my team members? how well do they know each other? ![]()
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