I have always used the term "embrace change". To me that means that one should not only be open to change but totally engage in it. I think, however, that "you will die and go out of business and be miserable" totally beats it.
Awesome video . Do you have any advice for a manager trying to motivate staff , when the CEO keeps breaking morale? Everything is great at work until the CEO comes in ? Always looking for something to complain about? How does the manager “manage” the BIG boss ?
3 - chesterton's fence: (public policy) The principle that reforms should not be made until the reasoning behind the existing state of affairs is understood.
Awesome video, Galen. Question for you though. What is a good way to handle someone who, out of good intentions, wants to improve on a workplace process, but doesn't fully understand everything "downstream" that their proposed change is touching, and doesn't seem to be willing to listen to take others' insight on that topic into consideration?
@@ENFPerspectives put more simply, what's a good way to talk to someone who wants to put the cart before the horse when changing a process, i.e. the person has some good ideas about how to improve a process but hasn't taken all existing factors into account and doesn't seem to be interested in doing so.
You are awesome! ❤
Aw jeez, thanks! 😊
Check! Check! Check! And check! So true!!! I concur…. Also about the chocolate 👍
Gotta have chocolate!
I have always used the term "embrace change". To me that means that one should not only be open to change but totally engage in it. I think, however, that "you will die and go out of business and be miserable" totally beats it.
Awesome video .
Do you have any advice for a manager trying to motivate staff , when the CEO keeps breaking morale?
Everything is great at work until the CEO comes in ? Always looking for something to complain about?
How does the manager “manage” the BIG boss ?
Do not track people
.. you're not a prison.... 🤣👏👏🤜🤛🙌🙌
3 - chesterton's fence: (public policy) The principle that reforms should not be made until the reasoning behind the existing state of affairs is understood.
Love this Galen!! So refreshing to just tell it like it is!! And.... I don't do anything without chocolate!!
You and me both! Haha
Awesome video, Galen. Question for you though. What is a good way to handle someone who, out of good intentions, wants to improve on a workplace process, but doesn't fully understand everything "downstream" that their proposed change is touching, and doesn't seem to be willing to listen to take others' insight on that topic into consideration?
Explain just what you said?
@@ENFPerspectives put more simply, what's a good way to talk to someone who wants to put the cart before the horse when changing a process, i.e. the person has some good ideas about how to improve a process but hasn't taken all existing factors into account and doesn't seem to be interested in doing so.
What is your chocolate of choice?
I’m a milk chocolate guy fosho. And if it’s got caramel or peanut butter as well, that’s the juice right there:)
You should have loads and loads I f chocolate 🍫 😋
Right?! Right.