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Example: "I facilitate standups on Mondays and Wednesdays."
A manager has to ensure that the team has a clear roadmap with well-defined projects and deadlines.
To check this, managers can start by asking themselves:
When you think about how you want to lead your team at this moment, what are you optimizing for?
Sometimes, getting your team out of quicksand will require you to be more directive than empowering. Don't worry: we can still approach this in a way that drives buy-in and helps your teammates feel heard, and know they have autonomy. Sometimes, being directive is the most empowering thing you ca...
Describe your role in outcomes, rather than describing how you will do your work.
Example: Ensure the team has internalized the project's timeline
If you need to communicate to particular individuals first: Prioritize communicating with different folks based on how much their reaction or input will affect your future messaging
Identify what's changing about how the team is doing their work and what's staying the same
Before getting defensive, arguing, or shutting your teammate down, try spending five minutes using open coaching questions to understand where they are coming from:
What feels most important to you about this?
What is your gut telling you?
What one thing d...
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Here are some questions to ask yourself to figure out which team are you a part of:
Decide which best scenario best describ...
Those that have this working style are versatile and adaptable, able to take on many different roles. They prefer to work with other people while maintaining sole responsibility for a task.
They’ll connect the independent and cooperative types, helping to build a team th...
One way to measure psychological safety in your organization is through employee surveys. Consider asking questions that measure employees' perceptions of psychological safety both at work and within their team.
When reviewing your results, focus your data analysis at ...
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