Mastering OKRs: A Comprehensive Guide to Strategic Goal-Setting and Achievement

Objectives and Key Results (OKRs) are not just tools for goal-setting; they represent a culture of commitment and clarity. When crafted and managed effectively, OKRs become an intrinsic motivator, aligning teams with what truly matters and facilitating daily decision-making. Embracing these principles ensures that OKRs transcend being mere management exercises and become catalysts for real progress and inspiration.

The Art of Crafting OKRs

OKRs consist of an objective and key results, with the objective serving as the inspiring mission and key results as the measurable outcomes. It is essential to delineate these parts clearly and ensure they work synergistically.

Objective Setting: The Inspirational Mission

The objective should encapsulate the goal in a concise statement that inspires and directs. For instance, at a company level, “organize all the world’s information to make it uniformly accessible and useful” can be inspiring, while at a team level, “make Gmail the fastest email client” provides concrete direction.

Key Results: The Essence of Measurement

Key results are your benchmarks for success. They should be necessary and sufficient conditions for achieving the objective, capturing the essence of what needs to be accomplished. For example, improving sign-ups by 25% by a specified date provides a clear, measurable outcome that indicates the impact of the launch on end-users.

Refining OKRs: The Simple Tests

To gauge the effectiveness of your OKRs, consider these simple tests:

Time Investment: Good OKRs require thoughtful consideration. Rushed OKRs lack depth and clarity.
Brevity and Clarity: An objective that sprawls beyond one line may lack focus. Keep it crisp.
Outcome vs. Task: Key results should reflect outcomes, not tasks. They must convey the end-user impact rather than internal processes.
Realistic Scheduling: Attach real dates to your key results to ensure a distributed and realistic schedule.
Gaming Your KRs: If you can achieve 100% of your KRs without truly meeting the objective, your KRs need revisiting.
Measurable and Specific: Clear metrics are crucial. “Improve daily sign-ups by 25% by May 1st” is quantifiable and time-bound, unlike vague goals.
Unambiguous Metrics: Define your metrics clearly. Clarify whether “1M users” refers to total users or active users within a specific timeframe.
Comprehensive Coverage: Ensure all significant team activities and efforts are encapsulated within your OKRs.
Hierarchical Structure: For larger groups, create layered OKRs—high-level for the entire team and detailed for subteams. Integrate horizontal OKRs for projects requiring cross-team collaboration.

Best Practices for Implementing OKRs

Implementing OKRs successfully requires adherence to best practices that ensure they are not only strategic but also practical and impactful:

Align with Vision: Align OKRs with the company’s overall vision and strategy.
Craft with Care: Spend ample time crafting your OKRs. Use clear, direct language that encapsulates the desired outcomes.
Measure Impact: Focus on the impact of your actions. Instead of “launch Foo 4.1,” aim for “launch Foo 4.1 to improve sign-ups by 25%.”
Schedule Diligently: Disperse key results throughout the quarter to maintain momentum and monitor progress.
Game-Proof Your KRs: Ensure that achieving your KRs indeed means you are meeting your objectives.
Clarity and Precision: Define your metrics explicitly to avoid any ambiguity.
Comprehensiveness: Ensure that your OKRs reflect all vital aspects of your team’s efforts.
Hierarchy and Support: Establish OKRs at different levels within the organization, with each level supporting the overall objectives.

Conclusion

Well-executed OKRs are a testament to a company’s strategic vision and operational excellence. They require diligent crafting, a clear understanding of goals, and meticulous tracking. By following these guidelines and regularly revisiting your OKRs, you can ensure that they serve as a true reflection of your ambitions and a roadmap to achieving them. Let your OKRs be the force that drives your team’s motivation, focus, and ultimately, success.

November 10, 2023 0

The Pillars of Integrity: Crafting and Living by Company Values

The Bedrock of Corporate Culture

In the realm of business, the establishment and adherence to a clear set of values are paramount. These are not mere guidelines but the very foundation upon which companies stand and grow. Crafting company values is an exercise in introspection and aspiration, reflecting the core identity and future direction of the organization. It’s about ensuring that these principles permeate every aspect of the company’s being, resonating with every individual associated with it.

The Craft of Value Articulation: Reflecting Core Ideals

The articulation of company values is a nuanced process that demands more than just eloquent phrasing; it requires a reflection of the company’s very soul. Framing these values—whether as a credo, tenets, or maxims—should align with the organization’s unique character and ethos. A concise list of no more than four fundamental values avoids dilution and maintains a sharp focus on what truly matters.

Memorability and Action: The Markers of Effective Values

Values must leave an indelible mark on the minds of those who embody them. Through strategic positioning and artful crafting, values become memorable and, more importantly, actionable. They should compel engagement, spark innovation, and serve as the yardstick for all organizational endeavors.

Accountability and Commitment: The Lifeblood of Values

True to their name, values require valuation at every level within the company. This means a steadfast commitment from leadership down, demonstrating these values through actions, not just words. When values are interwoven with daily operations and decision-making, they catalyze a transformative journey that defines the company’s trajectory.

Relevance and Adaptation: The Evolution of Values

As a living entity, a company’s values must evolve to stay pertinent and reflective of both the organization’s growth and societal shifts. Regular re-evaluation—typically every few years or in response to major changes—is crucial for maintaining their relevance and ensuring they are not seen as mere reactions to external pressures or negative publicity.

Case Study: Google’s Value Evolution

Google’s evolution from the “Don’t be evil” motto to a more nuanced understanding of corporate ethics illustrates the dynamic nature of company values. Their willingness to adapt and redefine what it means to uphold ethical principles in a changing world is a testament to the importance of flexibility and responsiveness in value definition.

Crafting Resonance: The Imperative of Authenticity

In drafting company values, originality and authenticity must be at the forefront. Values should not be clichéd but instead embody bold and distinctive language that clearly communicates the organization’s mission and vision, engaging employees in a dialogue that inspires and challenges them.

Conclusion: Values as a Compass for Success

Company values are the compass by which organizations navigate the complex waters of business. They should not be static but ever-evolving, mirroring the company’s dedication to integrity, excellence, and societal impact. When values are genuinely embraced and upheld, they become more than principles—they become the very pulse of the organization, evident in every decision, every innovation, and every achievement.

November 10, 2023 0

Untangling the Agile Web: A Guide to Practical and Effective Development

Introduction: Bridging the Gap in Agile Understanding 🌉

Agile development, despite its widespread adoption, often becomes ensnared in a web of confusion and misinterpretation. As Kelcee Griffis insightfully explores in her article, the true essence of Agile, along with continuous integration and delivery (CI/CD), is frequently lost in translation. In this journey through Agile’s labyrinth, we’ll unfold practical strategies to demystify and effectively implement this methodology, ensuring it remains a cornerstone of innovation in software development.

The Agile Confusion: More Than Just a Buzzword 🐝

The core issue with Agile is its transformation into a catch-all buzzword, straying from its original intent. Agile, often mistaken for simply a series of practices like Scrum or Kanban, is fundamentally about iterative development and responsive change. To escape this trap, it’s essential to view Agile not as a rigid framework but as a philosophy guiding adaptable and customer-centric development.

Clarifying Agile: Education and Tailored Manifestos 🎓

Addressing Agile’s misconceptions begins with comprehensive education. Workshops, training sessions, and the involvement of Agile coaches can illuminate its principles and practices. A tailored ‘Agile Manifesto’ for your organization can serve as a beacon, ensuring that everyone’s on the same page. This manifesto should evolve as the team grows, reflecting the dynamic nature of Agile itself.

Redefining Agile: Beyond the Misnomer 🏷️

The term ‘Agile’ can be misleading. Perhaps a more fitting term would be ‘Iterative Development.’ This phrase captures the essence of Agile – focusing on small, manageable development cycles, promoting flexibility and continuous improvement. This shift in terminology can help clear the fog around Agile, spotlighting its true purpose.

Navigating the Jargon Jungle: A Balanced Approach 🌿

Agile is rife with jargon, which can be both a bridge and a barrier. While these terms provide shorthand communication among seasoned professionals, they can be overwhelming for newcomers. Striking a balance is key – creating a glossary for beginners while encouraging plain language in broader discussions ensures inclusivity without diluting the methodology’s essence.

Maintaining the Agile Spirit: The Heart of the Matter ❤️

Keeping the Agile spirit alive means regularly revisiting its core principles. Integrating lessons learned into daily practices, encouraging team reflection, and adapting strategies to meet evolving challenges are crucial. This ongoing commitment to the Agile ethos ensures it doesn’t become just another corporate fad.

Agile Roles: Empowerment and Responsibility 🛠️

In an Agile environment, the power dynamics shift. Teams need the autonomy to make swift, informed decisions. Managers should focus on empowering their teams, providing support and resources, rather than micromanaging processes. This empowerment fosters a culture of ownership and accountability, essential in a truly Agile team.

Management’s Agile Tightrope: Support Without Suffocation 🎭

Finally, management plays a critical role in either nurturing or stunting Agile’s growth. A focus on outcomes, rather than just outputs, is crucial. Managers should gauge team morale and adaptability to Agile processes, rather than solely tracking productivity metrics. This supportive, yet hands-off approach, is vital for Agile to thrive.

Conclusion: Weaving a Successful Agile Tapestry 🕸️

Agile development, when understood and applied with intention, is a robust methodology that fosters innovation, adaptability, and efficiency. It’s a continuous journey of learning, adapting, and refining. By embracing clarity, education, and a culture of empowerment, organizations can weave a successful Agile tapestry, one that is as dynamic and resilient as the technology world it thrives in.

October 31, 2023 0

The New Wave of Cyber Hack Reporting and the Critical Role of Program Managers

Introduction: In an era of increasing cyber threats, a new requirement for publicly traded companies to report hacks has emerged. While initially met with skepticism by many in the industry, it has become evident that there is a critical role for Program Managers in navigating this landscape. This article delves into the significance of this new rule and why having an efficient and effective Program Management team is indispensable for businesses.

The New Rule: Recent regulations now mandate publicly traded companies to disclose specifics about cybersecurity incidents within a mere four business days once they’ve ascertained the incident as “material.” This new rule, instated on July 26, aims to uniformize the information the public receives about attacks, thereby protecting organizations’ financial standing and reputation. However, it’s not without its fair share of controversy.

Challenges and Controversies: Critics argue that these reports could unintentionally disclose delicate information, offering hackers a blueprint for subsequent attacks. A primary concern lies in the SEC’s vagueness on what precisely amounts to a material event necessitating a Form 8-K report. As pointed out by Tara Wisniewski, an executive vice president at the cybersecurity certification nonprofit ISC(2), this ambiguity could result in companies either underreporting or overreporting, thereby squandering precious time in the compliance process.

The Program Manager’s Arsenal: Enter the world of Program Management. When rules and requirements become complex, these are the experts who excel:

Defining ‘Material’: Program Managers can lead teams in deciphering regulatory ambiguities and set clear internal guidelines, ensuring consistent and correct reporting.
Efficiency in Reporting: Through strategic planning, Program Managers can streamline the reporting process, ensuring businesses meet regulatory timelines without compromising day-to-day operations.
Internal Tools & Innovations: With their knack for understanding processes deeply, Program Managers can champion the development of internal tools to simplify compliance.
Staying Updated: One of their primary roles is to stay atop changes in the landscape, ensuring the company remains compliant as rules evolve.

The Path Ahead: While some experts believe that the early stages of this regulation might involve firms grappling with ambiguities, the critical role of a Program Manager becomes evident in such scenarios. By discerning the nuances of each situation, these professionals can ensure that the information relayed is accurate, timely, and compliant. Furthermore, the potential influx of 8-K reports raises concerns over ‘information overload’ for stockholders. In such scenarios, a Program Manager’s foresight can help in curating these communications, ensuring that stakeholders receive relevant, digestible insights.

Conclusion: In an ever-changing cyber landscape, new rules and requirements are inevitable. But, with the right team in place, these hurdles can turn into minor bumps. By integrating a robust Program Management function, companies can ensure they’re not just compliant but also efficient, prepared, and future-ready.

August 24, 2023 0

Understanding Generative AI, Large Language Models, and Foundation Models: A Comparative Analysis

In the rapidly evolving landscape of artificial intelligence (AI), a handful of model architectures have recently emerged as the forefront of the field: Generative AI models, Large Language Models, and Foundation Models. Each of these models represents a different approach to AI and has unique strengths and applications. Let’s explore them in detail.

Generative AI

Generative AI refers to models that generate new content from existing data. They are able to take in data and generate outputs that closely resemble the input data, whether that be creating an image from a text description, synthesizing a voice, or even generating text that mimics a particular writing style¹².

For example, generative AI has been used to transform sketches into photorealistic images, synthesize voices for digital assistants, and even generate new molecules for drug discovery³. A popular type of generative AI is Generative Adversarial Networks (GANs), which consist of two neural networks – a generator and a discriminator – that work together to produce realistic outputs².

Large Language Models (LLMs)

Large Language Models (LLMs) are a type of AI model that has been trained on a vast amount of text data. They are designed to understand and generate human language and can perform a variety of language tasks, such as translation, question-answering, summarization, and more⁴⁵.

The true strength of LLMs lies in their ability to understand the nuanced connections between words and phrases and generate coherent, contextually relevant responses. This makes them particularly powerful for tasks like chatbots, content generation, and language translation⁴⁵.

LLMs, such as GPT-3 from OpenAI, are a great example of this model type and have achieved impressive results in generating human-like text that can even pass the Turing test in certain contexts⁵.

Foundation Models

Foundation models, a term coined by researchers at Stanford, are models that are trained on broad data from the internet and can be fine-tuned for specific tasks⁶. These models are called “foundation” because they serve as a base upon which other models or applications can be built.

These models have the potential to revolutionize many domains by providing a strong, versatile base for various applications, from natural language processing to computer vision. They are often pretrained on vast datasets and then fine-tuned to perform specific tasks⁷.

Just like LLMs, foundation models can generate human-like text, but they can also perform a wider range of tasks, such as image recognition, object detection, and more⁶.

Comparing and Contrasting

While all three model types – Generative AI, LLMs, and Foundation Models – have the ability to generate outputs based on their input data, they each have unique strengths and applications.

Generative AI focuses on creating new, realistic data based on existing data, making it powerful for creative and design tasks. LLMs, on the other hand, excel at understanding and generating human language, making them great for language-based tasks. Foundation Models are versatile and can be used as a base for many applications, providing a starting point for a wide range of tasks¹⁴⁶.

It’s also important to note that these models can often complement each other. For example, a generative AI could be used in conjunction with a foundation model to generate realistic images based on text descriptions.

Understanding these models and their strengths is crucial in leveraging the power of AI in various applications, from natural language processing to creative design, and beyond.

Footnotes

July 19, 2023 0

Turning the Tables on Cyber Threats: Tabletop Exercises as Cornerstone of Cybersecurity Preparedness

As the reality of our interconnected world sinks in, cyber threats relentlessly and pervasively unsettle organizations across all sectors. The days of reactive strategies are long gone. In this era, proactive and comprehensive preparation is a necessity, not a luxury. Among the various approaches adopted to foster readiness, tabletop exercises are gaining prominence. These exercises, often overlooked but undeniably effective, allow teams to respond to simulated crises, providing valuable insights into system vulnerabilities and response capabilities.

Recent cyber attacks underscore the critical importance of readiness. Case in point, the major oil pipeline ransomware attack in May 2021, that disrupted supply and resulted in widespread panic. Also, the far-reaching SolarWinds attack exposed thousands of organizations to cyber espionage, revealing that no one is immune to digital threats. It’s time to face facts: we live in a high-stakes, high-risk cyber world.

Tabletop exercises are structured activities that simulate critical incidents such as cyber attacks. These scenarios allow participants to explore their roles during a crisis, test responses, and identify potential flaws in their organization’s Disaster Response Protocols (DRP) and Emergency Response Plans (ERP). They are the metaphorical canary in the coal mine of cyber resilience, revealing vulnerabilities before they can be exploited.

Here are some best practices for effective tabletop exercises:

Clear Objectives: Define what you aim to achieve with the exercise. Be it testing a new policy or assessing the response time, a clear objective will guide the process.
Realistic Scenarios: The closer your exercise mirrors potential real-life threats, the more prepared your team will be. Take inspiration from recent attacks and consider threats specific to your industry.
Inclusive Participation: Involve a range of personnel, including those from non-technical backgrounds. Diverse perspectives often reveal overlooked vulnerabilities.
Encourage Open Dialogue: Foster an environment where participants can discuss potential weaknesses without fear of reprisal. Constructive criticism is key to strengthening defenses.
Third-Party Facilitation: Consider involving an unbiased external expert to guide the process. They bring fresh insights, helping to counteract internal bias and complacency.
Regular Reviews: Cyber threats evolve rapidly, and so should your strategies. Regular exercises keep your team sharp and up-to-date.
Post-Exercise Analysis: This is crucial. Document findings, analyze them and update your strategies accordingly. This cycle of continuous improvement is central to building robust defenses.

In the face of rising threats, such as ransomware attacks, hands-on preparation becomes invaluable. Organizations can greatly benefit from these exercises, emerging better prepared and more resilient.

The recent cyber attacks serve as grim reminders that robust cyber defenses are a necessity. Through effective tabletop exercises, we can pinpoint weaknesses, improve coordination, and elevate our cyber resilience. As the landscape of cyber threats evolves, our defense strategies must adapt in tandem. Tabletop exercises are not just an effective tool, but an essential rehearsal, preparing us for the worst while we continually strive for the best.

For further insights, please check out these resources:

May 26, 2023 0

The Hidden Dangers of Hybrid Work: Why Companies Must Prioritize Cybersecurity Preparedness

In today’s rapidly evolving business landscape, the shift towards hybrid work models has become a common practice for many companies. With a combination of remote and on-site work, companies are adapting to the changing needs of their employees and customers. However, while the benefits of hybrid work are evident, a recent study by Cisco has revealed a concerning truth: the majority of companies are not adequately prepared for cyber attacks in a hybrid world. In this blog post, we will delve into the findings of the study and shed light on the challenges that companies face in terms of cybersecurity preparedness. From common vulnerabilities to lesser-known risks, we will explore the critical aspects that companies must consider to enhance their cybersecurity posture in the era of hybrid work.

The Alarming Reality of Cybersecurity Preparedness: The study conducted by Cisco surveyed 6,700 global security practitioners, and the results were striking. An overwhelming 85% of respondents acknowledged that their companies do not have a cybersecurity posture robust enough to defend against risks associated with hybrid work. This revelation is alarming and highlights the significant gap in cybersecurity preparedness among companies. With the increasing reliance on remote work and the adoption of cloud-based technologies, companies are exposed to a wide range of cyber threats, including phishing attacks, ransomware, data breaches, and more. The lack of robust cybersecurity measures puts companies at risk of financial loss, reputational damage, and legal liabilities.

Common Vulnerabilities in a Hybrid World: One of the key challenges that companies face in terms of cybersecurity preparedness is the common vulnerabilities that arise in a hybrid work environment. Companies often struggle to manage and secure the diverse range of devices, networks, and applications used by their remote and on-site employees. This can lead to security gaps, misconfigurations, and unpatched systems, which cybercriminals can exploit to gain unauthorized access or steal sensitive data. Additionally, employees working remotely may use unsecured Wi-Fi networks or personal devices, further exposing the company to potential security breaches. Moreover, the increased reliance on cloud-based technologies for data storage and collaboration introduces new vulnerabilities, such as misconfigurations, insider threats, and unauthorized access. Many companies are ill-equipped to address these common vulnerabilities effectively, leaving them vulnerable to cyber attacks in a hybrid world.

Lesser-Known Risks in a Hybrid World: In addition to the common vulnerabilities, there are lesser-known risks that companies must be aware of to enhance their cybersecurity posture in a hybrid world. For instance, social engineering attacks, such as spear-phishing and whaling, can target remote employees who may be more susceptible to falling for malicious emails or messages. Cybercriminals can also exploit the lack of physical presence in remote work settings to gain unauthorized access to company premises or steal sensitive information. Furthermore, the use of personal or unapproved cloud storage and collaboration tools by remote employees can expose the company to data leaks, loss of intellectual property, and compliance violations. These lesser-known risks can have severe consequences for a company’s cybersecurity preparedness in a hybrid world, and it is imperative for companies to proactively address them.

Opinions and Stances: In light of the study’s findings and the challenges companies face in terms of cybersecurity preparedness in a hybrid world, it is clear that urgent action is needed. As a long-form blog post creator, I hold the opinion that companies must prioritize cybersecurity and adopt a proactive approach to safeguard their digital assets, employees, and customers. This includes investing in robust cybersecurity measures, such as multi-factor authentication, encryption, regular security audits, and employee training programs. Companies must also establish clear policies and procedures for remote work, including the use of approved devices, networks, and applications, as well as monitoring and reporting requirements. Additionally, it is crucial for companies to regularly update their security measures and stay informed about the latest cyber threats and best practices. This can involve collaborating with cybersecurity experts, staying abreast of industry trends and regulations, and actively participating in information-sharing forums and communities.

Moreover, companies need to foster a culture of cybersecurity awareness among their employees. This includes providing comprehensive training on cybersecurity best practices, conducting regular awareness campaigns, and promoting a sense of responsibility among employees to report any potential security incidents or suspicious activities. Companies must also ensure that employees are aware of the potential risks associated with remote work, such as social engineering attacks and the use of personal or unapproved tools and devices.

In conclusion, the study by Cisco highlights the concerning reality of companies not being adequately prepared for cyber attacks in a hybrid world. The common vulnerabilities and lesser-known risks associated with remote work and cloud-based technologies pose significant challenges to cybersecurity preparedness. It is imperative for companies to prioritize cybersecurity and adopt a proactive approach to safeguard their digital assets and employees. By investing in robust cybersecurity measures, establishing clear policies and procedures, fostering a culture of cybersecurity awareness, and staying informed about the latest threats and best practices, companies can enhance their cybersecurity posture and defend against risks in the hybrid work environment.

April 14, 2023 0

Thoughts On Improving Gender Diversity in the Technology Sector

The technology sector has been notorious for its lack of gender diversity. Women only make up 28% of the technology workforce in some industries, and their representation in leadership positions is even lower. This is largely due to persistent gender biases within the industry, resulting in exclusion from networking opportunities and unfair hiring and promotion practices. However, improving gender diversity in the technology sector is crucial for innovation, productivity, and sustainability.

Diversity initiatives continue resonate with me, as I’ve been lucky enough to lead and mentor some amazing talent – who are female, and represent an array of backgrounds; and I’ve learned just as much from them as they have from me. I’d go so far as to say, I wouldn’t be the leader I am today, without the experience of leading and working with those people. To improve gender diversity must be a goal that companies put sincere effort into. This takes the forms of implementing inclusive hiring and promotion practices, providing networking opportunities, and promoting mentorship and sponsorship programs. It’s also crucial to design products and services that are inclusive and accessible to diverse communities by considering the needs and experiences of women and other underrepresented groups in the design process.

As with many of my previous blog posts, I continue to maintain that in order achieve and do better, leadership needs to step up. That means leadership commitment, data-driven approaches, and systemic changes. It’s essential to prioritize diversity and inclusion in all aspects of any organization, from the top-down, with leadership setting the tone for the rest of the company.

Tying things up here, I’d again call out that prioritizing diversity and inclusion is essential for creating a more equitable and sustainable digital economy. By taking intentional steps to promote inclusion and diversity, the technology sector can pave the way towards a more innovative and prosperous future.

March 4, 2023 0

Leadership and Diversity: Creating an Inclusive Workplace Culture

As each of our daily workplaces continues to evolve, it’s becoming increasingly diverse, with people from different backgrounds, ethnicities, races, and cultures coming together to work towards a common goal; it’s a great thing. However, simply having a diverse workforce is not enough to create a truly inclusive workplace culture. To achieve this, companies need to prioritize diversity and inclusion as core values and embed them in their everyday practices and processes. This is easier said than done. I see many companies are hiring for DEI Directors, and more, looking to create their diversity programs and improve them, and an article I read from The Boston Consulting Group (BCG) touched on just this topic.

The BCG article highlights the importance of creating an inclusive workplace and provides practical strategies to achieve the goal. According to the article, creating an inclusive workplace culture requires more than just diversity in terms of gender, race, ethnicity, or sexual orientation. It requires a culture of inclusivity that supports everyone’s unique perspectives and experiences. From my own experiences, it is these unique perspectives, and people feeling as if their voices are heard and valued, which most companies are missing.

Leaders play a crucial role in creating an inclusive workplace by prioritizing diversity and inclusion as core values and driving accountability across the organization. Ideally this prioritization starts at the top, and is well trumpeted and prioritized by all business units – but even if not – you as a leader of a team can make a difference. As leaders we can work to create a culture of inclusivity by promoting open communication in the workplace, encouraging employees to share their thoughts and ideas freely without fear of judgment or discrimination, and further we must work closely with all team members to ensure they feel comfortable doing these things; this isn’t about checking off a diversity “to do”, this is about committing time, effort, and consistent follow-up to enact change and create a safe place for diversity.

Leaders should also set clear expectations, provide equal opportunities, and empower employees to be themselves. By doing so, they can create an environment that celebrates and values diversity, making it easier for employees to contribute their unique perspectives and experiences.

Zooming back out, the promotion of an inclusive workplace culture not only benefits employees but also helps the organization to unlock the full potential of its workforce, leading to increased productivity, innovation, and better business outcomes. As the workplace continues to evolve, it’s vital for companies to embrace diversity and create an inclusive workplace culture that supports all employees, regardless of their background or identity.

Concluding here, leadership and diversity go hand in hand when it comes to creating an inclusive workplace culture. By prioritizing diversity and inclusion as core values and creating an environment that supports everyone’s unique perspectives and experiences, organizations can create a more productive and innovative workforce, which ultimately leads to better business outcomes. The article by BCG provides practical strategies to achieve this goal, and it’s up to leaders to take the lead in creating an inclusive workplace culture that celebrates diversity and promotes inclusivity – please take a look if you want to get started creating a diverse and inclusive team of your own!

Reference: Boston Consulting Group. (2023, March 3). How to Improve Inclusion in the Workplace.

March 2, 2023 0

Managing under-performers

Managing under-performing employees is a challenging task that requires careful consideration and planning. I’ve been on both sides of this coin in my career; I’ve both been able to catch, and adjust the performance of a member of my team – who became a long-term valued employee, and I’ve also been “managed” through poor performance, which on retrospect was handled poorly, and the situation taught me a valuable lesson in how to not handle similar situations.

As a manager, it is important to create a supportive and collaborative environment that encourages improvement and growth. Here are some key points to keep in mind when managing under-performing employees based on my experiences.

Understanding the Context

Start by acknowledging your own biases (where the evaluation of low performance is coming from, by what/whose definition it is considered low performance) and discussing the employee’s own evaluation of their performance to gain an understanding of their perspective. This can help to identify personal or professional factors that may be affecting work and give you both a starting point to work from. Additionally, it is important to identify common causes of under-performance, such as a lack of clarity in job responsibilities, insufficient training or resources, personal or professional issues, or work-related stress. I’d suggest going through a short check-list of these items, and creating clarity on those points to start off. By understanding the context in which the both the employee you are working within, you can best develop targeted solutions that address the root cause of the “problem”.

Clear Expectations

Next, moving forward, managing an under-performing employee’s role expectations is crucial. Ensure that the employee has a clear understanding of their job responsibilities and the associated expectations. This can help to prevent future performance issues and establish a foundation for success. I’ve worked in roles where I’ve had a new manager cycle into my org and take over management of myself – and they had drastically different role expectations than I had previously; same job, same team, and due to a re-org suddenly job expectations changed. Management and employees must aligned on specific role expectations for everyone to succeed.

To move forward, developing a joint action plan with the employee, which includes specific goals and actions that they can take to improve their performance, is crucial and should be tackled after a shared understanding of expectations is reached/defined. This plan should be developed collaboratively, and both parties should be committed to achieving the agreed-upon goals. Finally – please make it clear that you are there to support the employee in their growth, and are not aiming to manage them out of the company, or ringing the bell of doom for them as you create a plan together. Providing a mentally safe place to work in is a critical point to consider.

Providing Support

After a plan is created, I wouldn’t recommend the hands-off or the wait and see what happens approach – likely that’s a recipe for failure. Offering the employee support and resources to help them improve, such as additional training, coaching, or mentoring, can make a significant difference. Work collaboratively to establish clear expectations, guidelines, and a path for success that is supported by you as a manager. Help the employee to feel supported and encourage a healthy work-life balance.

Recognition of Progress

Ideally, you’re checking in frequently with your employee – and also recognizing and celebrating progress as they improve their performance. Providing ongoing feedback and support, and adjusting the action plan as needed to ensure continued progress will help you both. Offering third party mentoring for the employee can also be a solution, as it provides a safe space for open discussion and guidance. This can help to identify any systemic or organizational issues that may be affecting the employee’s performance.

Wrapping up – Hopefully you can use the broad points outlined above as a start to helping your own under-performer move into a place where their work is meeting the expectations you and your company has of them. Managing under-performing employees is a delicate and complex process that requires a supportive and collaborative environment. Remember to maintain empathy and understanding throughout the process and remain open to feedback and adjustments as needed. With the right approach and support, under-performing employees can become top performers who contribute to the success of the team and organization.

February 26, 2023 0