Related to this thread:
http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html
In particular: "Psychological safety is ‘‘a sense of confidence that the
team will not embarrass, reject or punish someone for speaking up,’’
Edmondson wrote in a st
On Mon, Mar 7, 2016 at 9:52 PM, Pine W wrote:
> On Mon, Mar 7, 2016 at 4:05 PM, Oliver Keyes wrote:
>
>> On Mon, Mar 7, 2016 at 1:57 PM, Pine W wrote:
>> > Employees have some rights too, including the right to organize and the
>> > right to quit. Good employees quitting may be a sign of problem
On Mon, Mar 7, 2016 at 4:05 PM, Oliver Keyes wrote:
> On Mon, Mar 7, 2016 at 1:57 PM, Pine W wrote:
> > Employees have some rights too, including the right to organize and the
> > right to quit. Good employees quitting may be a sign of problems with
> > management.
> >
> > In WMF's case, many of
On Mon, Mar 7, 2016 at 1:57 PM, Pine W wrote:
> Employees have some rights too, including the right to organize and the
> right to quit. Good employees quitting may be a sign of problems with
> management.
>
> In WMF's case, many of the staff have plenty of employment options outside
> of WMF, whi
Hi,
Le lundi 7 mars 2016, 13:40:20 Brion Vibber a écrit :
>
> Third, what happens when the "unicorn" retires and we transition again?
>
> I think we're going to need to think harder about structural remedies:
> communications channels, reporting infrastructures, "escape valves" for
> miscommunic
I do feel the need to warn against making a checklist of good qualities for
potential candidates...
First, a lot of these things are hard to interview for. If you ask someone
if they support their employees and give them clear goals, they're probably
going to say "yes". To find out if they consist
Employees have some rights too, including the right to organize and the
right to quit. Good employees quitting may be a sign of problems with
management.
In WMF's case, many of the staff have plenty of employment options outside
of WMF, which is all the more reason to select a WMF ED who has good
On Mon, Mar 7, 2016 at 2:42 AM, Keegan Peterzell wrote:
> On Mon, Mar 7, 2016 at 1:21 AM, Pine W wrote:
>
>> If the research results about qualities of effective managers have been
>> generally consistent for 30 years, then I wonder why so many managers in so
>> many organizations today have medi
On Mon, Mar 7, 2016 at 1:21 AM, Pine W wrote:
> If the research results about qualities of effective managers have been
> generally consistent for 30 years, then I wonder why so many managers in so
> many organizations today have mediocre skills in those areas.
>
I'd hazard a guess that it's be
If the research results about qualities of effective managers have been
generally consistent for 30 years, then I wonder why so many managers in so
many organizations today have mediocre skills in those areas.
I also wonder, in WMF's case, what can be done to ensure that the next ED
is robustly sk
Well, the traits mentioned in the BI article are so commonplace in
management literature (I can remember studying basically that same list
almost 30 years ago) that they're kind of like mom and apple pie. There's
a bit less emphasis on command and control, and a bit more human interest
emphasis, b
On the topic of researching what makes someone a successful CEO (as opposed
to a manager who may or may not be a CEO), it's interesting that the
resources that I've found on the Internet tend to describe current trends
in management fads (which aren't particularly helpful in our situation,
IMO) and
> Food for thought:
>
> http://www.businessinsider.com/facebook-best-managers-exhibit-these-7-behaviors-2016-1
I think that is great food for thought for managers of teams,
definitely.
I'm not sure it applies to managers of managers or executives; only
because those positions weren't a part of
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