What would you add to my 16 rules? PS - Have you taken your free assessment yet? my.processdriven.co/snapshot? PPS - Sorry about the SLIGHTLY off audio. Drives me nuts too but didn't realize it until too late!
I think, the conclusion you made out of rule no. 16 is the most important aspect. Accept that you will make mistakes. Accept that your teammembers will make mistakes. The important thing is to communicate mistakes so that everyone can improve from making mistakes. Fire teammembers who never ever make mistakes. That‘s impossible. Either they are lying to you or they are unable to detect their mistakes. Either way, these teammembers will never improve, because they are missing the opportunity to do so. And trying to teach them this point is a matter for a lifetime.
I have just become a manager of a small team and I wish I would have watched this video several months ago. This was so incredibly helpful! I appreciate you taking the time to share all this. I am actually going to copy the rules you put in the description and add it to a document that I can refer to until have memorized them all!
Thanks for this video. I’ve been running my business for years and I can see myself in a lot of these situations. I’m sure it will help me reflect and get a different mindset in the future!
😂 I work with teenagers at my ice cream shop and share everything. 😊 I am a tough hiring manager/owner, so all the kids on my team are all stars for their age (and better than many adults I've worked with, tbh!). I think letting them in behind the curtain helps them understand why things are the way they are and gives them a chance to weigh in with ideas. Just my two cents!
Really, really, really good! I have added this to my (very, very short) list of books and insights. You are on par with Dale Carnegies old but oh so good book "How to win friends and influence people".
I don't offer personal coaching, especially on management. I'm still learning, too! I'm just sharing what I've found helpful in case it helps others. 🙏
If I was out for a week, the clinic would probably shut down since I am the only service provider and my team is mainly there to support the patient sessions for acupuncture
Meetings are a really poor medium of culture outside of the work. The icebreakers and the like are the most painful and often most hated part of meetings. The reason this is now seen as important is because of the remote work change. Which implies that remote working struggles to embed culture by it's very nature forcing us to now hold on to the worst part of a meeting to try and imbue it.
What would you add to my 16 rules?
PS - Have you taken your free assessment yet? my.processdriven.co/snapshot?
PPS - Sorry about the SLIGHTLY off audio. Drives me nuts too but didn't realize it until too late!
Do you have this in writing to share with your team?
#10 is gold, and ClickUp is my go-to for this! #12 was an ah-ha for me. Thanks for sharing, these were great
You're so welcome!
I think, the conclusion you made out of rule no. 16 is the most important aspect. Accept that you will make mistakes. Accept that your teammembers will make mistakes. The important thing is to communicate mistakes so that everyone can improve from making mistakes. Fire teammembers who never ever make mistakes. That‘s impossible. Either they are lying to you or they are unable to detect their mistakes. Either way, these teammembers will never improve, because they are missing the opportunity to do so. And trying to teach them this point is a matter for a lifetime.
I have just become a manager of a small team and I wish I would have watched this video several months ago. This was so incredibly helpful! I appreciate you taking the time to share all this. I am actually going to copy the rules you put in the description and add it to a document that I can refer to until have memorized them all!
Wow, that's wonderful Aubrey! I'm so glad this helped you. This is definitely a list I wish I received earlier, too!
I found so much similarities over my current management capabilities, absolutely brilliant, please continue!)
Thanks for this video. I’ve been running my business for years and I can see myself in a lot of these situations. I’m sure it will help me reflect and get a different mindset in the future!
Glad it was helpful!
😂 I work with teenagers at my ice cream shop and share everything. 😊 I am a tough hiring manager/owner, so all the kids on my team are all stars for their age (and better than many adults I've worked with, tbh!). I think letting them in behind the curtain helps them understand why things are the way they are and gives them a chance to weigh in with ideas. Just my two cents!
That has got to be some of the toughest management out there!! But this is a good tip, I'm glad you shared it!
Really, really, really good! I have added this to my (very, very short) list of books and insights. You are on par with Dale Carnegies old but oh so good book "How to win friends and influence people".
Wow, that's high praise. Love that book!
I'm glad you enjoyed this video. 🤓
I'm really curious how you can build business remote, it much harder is on site. But async-delegation such a powerful tool.
How much and how I can have personal coach sessions with you?
I don't offer personal coaching, especially on management. I'm still learning, too!
I'm just sharing what I've found helpful in case it helps others. 🙏
Without threatening their job, how do I hold my subordinates accountable?
If I was out for a week, the clinic would probably shut down since I am the only service provider and my team is mainly there to support the patient sessions for acupuncture
Meetings are a really poor medium of culture outside of the work. The icebreakers and the like are the most painful and often most hated part of meetings. The reason this is now seen as important is because of the remote work change. Which implies that remote working struggles to embed culture by it's very nature forcing us to now hold on to the worst part of a meeting to try and imbue it.
Have you read The Motive? It might give you a different perspective on this!