Here is the guide to avoid bad clients while impressing those you want. Keep reading to learn how you can gauge a company and culture before you work for them.
Who is responsible for solving problems? Let’s look at interpersonal conflict management from both sides: how managers and employees see the issue.
The most successful organizations know the secret to success is harnessing failure to drive their innovation. I’m sure you have heard the Silicon Valley phrase “fail fast and fail often” but that didn’t fully make sense.
The light bulb lit up when we realized that experimenting and failure are keys to collaboratively learning and produces amazing innovation. Teams who learn and adapt to the challenges presented to them creating amazing new capabilities with the Fail Fast - Fail Safe techniques.
Here’s a short excerpt from the book “Fail Fast - Fail Safe”.
Here’s where business analysts might fall on your organizational chart to address who they should report to -- and why they move around so much.
Everyone needs accountability, but few actively see it daily. Here is the issue from both sides to learn about accountability in the workplace.
The best leaders use meetings to spur action and make sure work gets done. Practice these tactics to increase your efficiency post-meeting and that of your team.
If your workplace is a fearful one, you can do something about it. Learn about the dangers of fear in your organization and how to banish it.
Conflict is healthy when it leads to solutions. Here’s the view from both sides, so managers and employees can see how they handle difficult topics.
Leaders can keep their teams motivated through good or bad times with context. Explaining intent can drive team members to do better.
Business process modeling alone won’t make your company more efficient, but BPM will create a roadmap for you to see where your team members are getting stuck.
Navigating change requires soft skills like empathy and high emotional intelligence. Here’s what you can expect when you enact change in your organization.
Agile at scale is taking agile approaches to the next level with using agile to run business units and that can mean management giving up some control. It’s also about moving from fast with quality - you got speed down, now let’s get better quality.
This article from Collaborative Exchange’s Andrea Duke talk about the misunderstood problem, the different types of late comers, and how to fix the problem.
For successful employee engagement, both managers and employees need to work together to come up with actionable solutions to help the company thrive.