Field notes
Field Notes
Our daily Field Notes email is just the kind of jumpstart you need. A fast read. Maybe less than a minute. Because sometimes it just takes one insight to change the trajectory of the day.
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Size undoubtedly matters when it comes to making an organizational change, for no other reason than the complexity involved with more people.
A workplace environment where leaders and peers commonly celebrate and acknowledge team member achievements and contributions can best be described as a “culture of recognition.”
Such a culture emphasizes high performance and values individual and team success, which thereby boosts morale, motivation, and engagement.
A workplace environment where leaders and peers commonly celebrate and acknowledge team member achievements and contributions can best be described as a “culture of recognition.”
Such a culture emphasizes high performance and values individual and team success, which thereby boosts morale, motivation, and engagement.
The true enemy may be within the walls of the organization. Ask team members to anonymously rate how many of their colleagues are fully engaged and committed to the short and long-range goals of the organization or team, and you are likely to be surprised at the estimate.
People who want to avoid acting or executing often ask to “study” the problem or issues. By engaging in serious inquiry about a problem or decision, they create a delay that inhibits action. Whenever people are feeling uncertain, uncomfortable, or less expert, it is not uncommon for them to suggest that studying or thinking more deeply about the problem is the next step.
Good leaders anticipate the challenges and issues faced by team members and move to prevent them from becoming problems. They provide invaluable advice when they offer a caution or warning about a potential quagmire. When given in a caring and positive way, these “guard against” messages can avert an unfolding issue or thwart an unseen roadblock.