Recruit leaders and set them free to do what they do best.
Meetings and you. Are they a good fit? Do you need to be there? Would someone else provide greater value to the objective at hand?
Lead by example. Model the behavior you want to see across your teams.
People want to be heard. While you won’t agree with all ideas and proposals, it is important to be open to listen and learn.
Large changes and massive progress requires teams. One person can spark the change, but can’t do it all themselves.
Surround yourself with people who are honest, sincere and who bring different perspectives and ideas to the team.
While I understand that those you work with or for (or those that work for you) are paid to do their jobs, it is important to be thankful for their contributions to your collective vision and desired outcomes. Don’t be too proud, too busy or too ignorant to simply say “thank you” to those you work with. This simple act …
Most people are more comfortable living with old problems than they are exploring new solutions.
Take risks on people and help them grow. It is extremely important to enable people in their journeys of growth, advancement and fulfilment. When possible, look to promote existing staff based on organizational needs and priorities and individual capabilities and interests.
While introducing change and new ways of thinking and doing things it is essential to manage the pace of change. This pace will be influenced by organizational culture, leadership, people and their collective comfort to reimagine how to move forward.