Related Content
 |
How to Earn Trust in the Workplace If you’re starting a new position, taking over a team, transferring to a new department, or simply doing your job every day, you can accomplish more and accomplish it faster if people trust you. There are several outside factors that influence whether people find you trustworthy, but here are some you can control. |
|
 |
What’s Your “Size” of Agile? There are approaches to agile that sound great on paper, but will they really be the best choice for your team in practice? Instead of standardizing on any form of agile, think about the results you want. Why not create the environment that works best for you? There's more than one way to do agile. |
|
 |
Managing the Turbulence of Organizational Change In times of major change, particularly organizational change, it's normal for people involved to experience turbulence, including anxiety, anger, or uncertainty. If you’re overseeing a change, how you communicate with those affected can significantly decrease—or increase—the duration and intensity of that turbulence. |
|
 |
In Praise of Failure Failure is measured by expectations. If we aim to be perfect, or set the expectation that only perfection is acceptable, we risk losing opportunities to get valuable feedback. Creating an expectation of perfection can lead to stagnation, not success. Instead, view failure as a learning experience. |
|
 |
Manage Project Problems without Getting Trapped by Catastrophic Thinking It would be short-sighted for any project manager not to consider the potential risks in the project and not to evaluate and continue re-evaluating what can go wrong. But there's a difference between planning for risk and falling victim to catastrophic thinking—focusing on unlikely or irrational worst-case scenarios. |
|
 |
Don’t Assume Bad Intentions When There May Be Another Explanation There's a saying: “Never attribute to malice that which is adequately explained by stupidity.” The possibility of a reasonable explanation for someone’s bad behavior doesn’t mean you have to accept that behavior, but it does suggest that it’s sometimes better to consider the possibility that something else is going on. |
|
 |
Who’s the Boss? Let Agile Teams Manage Themselves This idea of a team in charge of itself is difficult for many people to accept. Traditional practices condition us to wait for someone to tell us what to do, and managers are accustomed to controlling everyone’s work and knowing everyone’s status. But agile teams can manage themselves—in fact, it's essential to agile. |
|
 |
The Difference between Managers and Leaders You often hear managers referred to as leaders, but the two terms are not synonymous. Managers can be leaders, but not always, and there are people who don’t have formal management positions who are leaders. Understanding the difference can help people in both roles—and their team members—be more effective. |
