Great channel. I am wondering; in the case where a manager may not have a success story, whereas other manager on the team do, will that perhaps not cause a feeling of unworthiness (too strong a word) or even superiority from the “star player manager” ? How can a CEO manage such expects and human behavior. Thank you
This isn’t a “everyone has to share a win” scenario. This is like an open floor where any employee has the chance to share something positive for the week.
Thanks for the clear presentation. I like the idea of the statistics, but I am having some trouble coming up with relevant ones in my company. Your suggestions seem work for sales companies, but less for the company I work at. I work at an engineering firm. We design products and machines for our customers. These projects go on for several months. A statistic might be the amount of tasks done (like making a design / doing a calculation), but some tasks are way bigger than others resulting in an unusable graph. A solution might be to add weight to these tasks, but I doubt that the discussion and time put into that weighs up to the benefits. Any suggestions?
You can definitely put a number on each of the steps and processes needed to make the product. In a simple through this chat I would say work backwards on each of the steps needed to have one finished machine and see what it says. It could be "pieces manufactured" "approved designs" etc. But also have stats that say how many steps you've finished, finished products delivered etc
The subject of this video makes it sound like its targeted at a director or VP level managing other managers. This isnt about that at all, just talking about some KPIs to be trackee by (im assuming) the founder of a startup or someone on operations side. and after the first 2 i admittedly skimmed thru the video due to the bait and switch. Hope you take the feedback constructively
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Timeless! I ran it back twice. 🎉
This is great! My manager and I have been trying to get back to meeting weekly-this will help keep us on track! Thanks!
Great video! Thank you for your clear and concise explanation . 🙏🏻🙏🏻🙏🏻🙏🏻🙏🏻
Thank you ! Thank you! Thank you!
Perfect 🥰 that's what I need in my business 😃
this is really excellent!!
Great channel.
I am wondering; in the case where a manager may not have a success story, whereas other manager on the team do, will that perhaps not cause a feeling of unworthiness (too strong a word) or even superiority from the “star player manager” ?
How can a CEO manage such expects and human behavior. Thank you
This isn’t a “everyone has to share a win” scenario. This is like an open floor where any employee has the chance to share something positive for the week.
Thanks for the clear presentation. I like the idea of the statistics, but I am having some trouble coming up with relevant ones in my company. Your suggestions seem work for sales companies, but less for the company I work at.
I work at an engineering firm. We design products and machines for our customers. These projects go on for several months. A statistic might be the amount of tasks done (like making a design / doing a calculation), but some tasks are way bigger than others resulting in an unusable graph.
A solution might be to add weight to these tasks, but I doubt that the discussion and time put into that weighs up to the benefits. Any suggestions?
You can definitely put a number on each of the steps and processes needed to make the product. In a simple through this chat I would say work backwards on each of the steps needed to have one finished machine and see what it says. It could be "pieces manufactured" "approved designs" etc. But also have stats that say how many steps you've finished, finished products delivered etc
The subject of this video makes it sound like its targeted at a director or VP level managing other managers. This isnt about that at all, just talking about some KPIs to be trackee by (im assuming) the founder of a startup or someone on operations side. and after the first 2 i admittedly skimmed thru the video due to the bait and switch. Hope you take the feedback constructively