One exercise I do every January is to map out where I hope my team will be by the end of the year. I create a future org chart, analyze gaps in skills, strengths, or experiences, and make a list of open roles to hire for. You can do something similar by asking yourself the following questions: How many new people will I add to our team this year (based on company growth, expected attrition, budget, priorities, etc.)? For each new hire, what level of experience am I looking for? Which specific skills or strengths do we need in our team (for example, creative thinking, operational excellence,
...more
