Too many nonfiction writers still listen to advice from their long-ago English teachers. That advice was, “Edit as you go.” Editing as you go slows your writing and allows you to get stuck. Instead, wait until you’re done writing down before you edit. That’s because our brains work differently when we write down vs. when […]
Recently, several people have congratulated me on my “natural” writing. I thank them and try not to giggle. Why? Because I am not a “natural” writer. I have written and published enough that I found my writer’s voice. Instead of talent, I have persistence. I use that persistence in small, timeboxed chunks. That’s part of the
Several of my clients struggle with their deadlines. One of them, Brad, quoted Douglas Adams to me and frowned: “I love deadlines. I love the whooshing noise they make as they go by.” He thought agile approaches would work to “meet” and “enforce” deadlines. I asked him these questions: Do you think people don’t want
All kinds of people are talking about “back” to normal. However, I see several problems: Many of those same people think there’s a talent shortage. (Management can’t hire people for the same salaries they used to pay.) Or, that while managers might want people “back” in the office, not everyone wants to work in an
I see too much micromanagement, even in supposedly agile organizations. Micromanagement tells people, “I don’t trust you.” When we have insufficient trust, morale and the products deteriorate. Instead, we can extend trust and keep innovating for morale and the products. This image shows a 6-person team where the leader/manager micromanages. All decisions go through that
Many managers and teams talk about “average” durations for work. On average, how long does it take a team to finish a certain kind of work? However, average doesn’t quite explain why our work takes different durations. Instead of average, consider the word, “typical.” I’ve written about cycle time before. (It’s the time from when
My Q3 writing workshop, Free Your Inner Writer, is now open for registration. It starts July 12, 2021, and ends on Aug. 23, 2021. (The weekly debriefing calls are optional. I record them and provide transcripts.) Here’s what you get from the workshop: 6 weeks of self-paced lessons with a writing assignment each week. Private
I had a terrific time with Chris and Austin on the Mob Mentality Show: Modern Management with Johanna Rothman. Is “mobbing” is the right word for management collaboration? Maybe. I’m not sure. However, the reasons we mob—to get all the people we need to learn and think together—those reasons work as well in management decisions.
I explained in Leadership Tip #8 that measuring happiness was a lost cause because happiness is a function of more than just work. I suggested we measure satisfaction. And I didn’t tell you how. (You didn’t mind-meld with me, did you?) Here’s how I’ve measured satisfaction with several teams. I start with the 5-point scale
Do you or your managers want people to be happy at work? That’s a laudable goal. And, in my experience, unrealistic. That’s because happiness is an outcome of a person’s current life context. Instead of happiness, let’s consider satisfaction. When we consider satisfaction, we might discover ways to create a great work environment. That satisfaction might