Shweta Darbha explains how teams can review their work and improve themselves after the completion of key projects or after they have adopted Scrum. Learn how your own team could benefit by following this practice after your next project.
An objective ranking system is unnecessary when trying to determine an employee's value, and it can even be detrimental to collaboration on teams. Providing feedback, facilitating knowledge building, and allowing them to contribute are three key ways to help your employees excel in their roles.
Some days you leave work feeling as if the day went by without an inkling of progress or productivity. Other days, you leave feeling as if you conquered the world, with an internal spark of satisfaction and anticipating resuming progress the next day. So, what is it that makes the difference?
One-on-ones aren’t for status reports. They aren’t just for knowing all the projects. They are for feedback and coaching, and meta-feedback and meta-coaching, and for fine-tuning the organization. If you are a manager and you aren’t using one-on-ones, you are not using the most important management tool you have.
Louis J. Taborda explains that in order to be successful, we need to be able to embrace both change and complexity while being agile. The more quickly we develop software and the greater the sophistication of the solutions we build, the more difficult it is to maintain agility.
One of the biggest management myths is, “I must treat everyone the same way.” Nothing could be further from the truth. Everyone has different goals for their career, and those change over the course of a career.
Yogi Berra famously said, “You can observe a lot just by watching.” In this article, Payson shares some of what he’s learned about leadership just by listening. Learn how transparency and iterative improvement can maximize the results of great leadership.