Remove Challenge Remove Evaluation Remove Problem Remove Time
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Flat, Tall, or In Between—Is It Time to Evaluate Your Organizational Structure?

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By the time a new direction is approved, the plan may already be out of date. Remote work is challenging teams. You can take baby steps and evaluate which strategies are successful and which are not. The post <strong>Flat, Tall, or In Between—Is It Time to Evaluate Your Organizational Structure?</strong>

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ChatGPT Isn’t Ready for Prime Time, But an Upskilled Team Will Be

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Some of that adaptation will require higher educational attainment, or spending more time on activities that require social and emotional skills, creativity, high-level cognitive capabilities, and other skills relatively hard to automate.” AIs still need more rehearsal before they are ready for prime time.

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Is Your Remote Team Getting the TLC They Deserve? An Audit Delivers Answers

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A spontaneous cruise of the office was an effective strategy for evaluating a variety of business indicators. Now that remote work makes a casual stroll through the cubicles challenging, I suggest an intentional approach. Make time to audit the impact working from home is having on your organization. shared this valuable advice.

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EI Helps Teams Use Technology to Fly

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Chances are your problems stem from focusing too much on technology and not enough on behavior. This time from Travis Bradberry , author and Chief People Scientist, LeadX, “Digital transformation is not just about technology; it’s about people. That openness is a gateway to innovation and creative problem-solving.

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For Positive Outcomes, Hold a Mirror Up to Board Performance

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Even with a friendly name like “feedback, check-in, or coaching,” a performance evaluation can be uncomfortable, or possibly downright scary. That’s probably why more organizations don’t have a process for evaluating the board of directors, or if they do, that assessment is not continuous. I’ll get on my Association 4.0

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To Get Close to Members, Follow MarTech Trends

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Of the four bullets listed above, the last two seem to be the most challenging. But that is also probably the most challenging solution. Make space to give your current staff the time and training they need to become engagement specialists. Appearances don’t need to be time-consuming, but they should be frequent.

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Build a Mission-Worthy Team

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It’s not difficult to evaluate when someone has the right background and experience to do a job. Hiring for fit is more challenging. We look for candidates who are willing to be flexible and have the intellectual gravitas to dig into problems that we’re asked to solve every day. Hiring for skill is easy. Trust me, it’s worth it.

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