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August 22 - October 13, 2020
Get serious about your weekly one-on-ones. If the schedule is difficult, make them biweekly but not less often. But don’t treat them as something you can cancel and not reschedule. They aren’t disposable. Even when nothing critical is discussed, you have still connected with your report as a human being, increasing psychological safety. Your role as a manager: Let your reports lead the conversation as much as possible. Listen to and coach reports to solve their own problems. Offer advice only when asked, or ask for consent to give advice. Just saying “Do you mind if I give you a few of my
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Your ability to coach people is the difference between team members who keep getting better and team members who get a new job.
Your role as a manager: Hold regular evaluations, even if the company is on an annual review cycle. Quarterly is usually a good rhythm, but you know your team’s needs. Ask for feedback on your performance. Ask how you can help your reports do their job better. Listen. Listen. Listen.
I’ve seen so many companies fail epically with OKRs when they try to “roll it out company-wide.” Go slow. Evaluate. Adjust. This is not a religion, this is just a set of best practices. They will work best if you try them as is with a small group, let that group make adjustments, and then roll them out slowly.
Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy C. Edmondson.
There are additional valuable works in the bibliography below, especially Thanks for the Feedback and The Tao of Coaching. Finally, if you can take a T-Group at Stanford or elsewhere, do so. It will change how you perceive yourself and others.
Landsberg, Max. The Tao of Coaching: Boost Your Effectiveness at Work by Inspiring and Developing Those around You. London: Profile Books, 2015.
Stone, Douglas, and Sheila Heen. Thanks for the Feedback: The Science and Art of Receiving Feedback Well (even when it is off base, unfair, poorly delivered, and frankly, you’re not in the mood). NY, NY: Penguin Books, 2015.
