Team

Helping and holding people accountable to their priorities and potential.

• What is each individual indicated that they need help with?
• How is the need for support distributed pr manager?
• To which extent do managers systematically check in with their team?
• What other signals have we picked up that indicate people lacking support or accountability to their own priorities and potential?

Ensure a clear understanding of the goals of ourselves and others.

• How is goal clarity overall, and pr person?
• How is goal clarity distributed across managers?
• How do our objectives fit together?
• What other signals have we picked up that indicate people having a robust or fragile goal clarity?

Ensure a clear understanding of the roles of ourselves and others.

• How is role clarity overall, and pr person?
• How is role clarity distributed across managers?
• What other signals have we picked up that indicate people having a robust or fragile role clarity?

Identify how people perceive their journey through the organization.

• How have people responded to the employee experience surveys we use?
• What other signals of positive or negative employee experiences have we picked up?

Identify how people perceive our culture and the psychological safety of their work.

• How have people responded to the team health surveys we use?
• What other signals of positive or negative team experiences have we picked up?

Identify to which extent people perceive their leaders to be trustworthy and effective.

• Who have management responsibilities in the organization?
• How have people responded to the management awareness surveys we use?
• What other signals of positive or negative leadership experiences have we picked up amongst team members?
• What other signals of high or low leadership awareness have we picked up amongst managers?

Ensure transparency into what we must be able to, and who masters what.

• What does each individual role holder need to master, and what is insufficiently mastered?
• What other signals have we picked up of people lacking sufficient competence in order to properly adhere to their roles?
• Which competencies could offer us new opportunities in the future if we were to have better access to it?

Ensure that the knowledge available to the organization is articulated, accessible and reusable.

• How complete is the playbook of individual teams?
• How is the responsibility of managing each individual playbook distributed?
• How is the responsibility to contribute to different types of insights distributed?
• What other signals have we picked up that indicate poorly articulated insight?
• What other signals have we picked up that indicate poorly accessible insight?
• What other signals have we picked up that indicate poor reuse of insight?

Ensure that people have automated relevant expectations.

• How well have the expectations of each individual team been operationalized?
• What other signals have we picked up that indicate insufficent adherence to responsibilities or other insufficient operationalization of expectations?