Adam Taylor’s Post

Are you feeling a little overwhelmed with the idea of creating procedures and systems for your organization? Or maybe you're facing some resistance from your board or team? I totally get it! Before you dive in, check out this video for some helpful tips and insights. And don't forget to swing by my blog for even more #Leadership tips, like my recent post on 12 Tips to Creating Procedures. You've got this! https://lnkd.in/eVqzhk5f #leadershipdevelopment #businessgrowth #LeadershipTips #Procedures #Systems #Teamwork #Organization #Success #organization #business #teamwork #leadershipskills

Who else feels like every time they start a new L&D project, it's like they're starting from scratch? I was in this exact same boat when I started consulting about eight years ago. It was incredibly frustrating. Each new client meant starting from zero—no structure, no steps, no framework. Even with ten years of L&D experience, I STILL found myself reinventing the wheel every time. Well, if that sounds familiar, I've got you covered. I've created a framework for you—the L&D pro who wants to do things better, deliver exceptional results, and stop reinventing the wheel. If you're looking for things to get easier, not harder, this is for you. Here is my one-page cheat sheet, yours for absolutely nothing, so you don't have to reinvent the wheel again and again. 🔗 🤞🏻 and 🙏🏻 that the LI powers don't shut me down for sharing a link here... P.S. I am here to help you so please let me know if you have any questions about the cheat sheet - happy to answer anything that comes up.

The Phoenix Project is a must-have book in the arsenal of every IT professional. Sanjin summed it up wonderfully in his video yesterday but if you need further convincing, check out his article. 📚 https://lnkd.in/eDE8EHwc Agree or disagree? We'd love to hear your thoughts. 💬 #ThePhoenixProject #DevOps #DigitalTransformation #ContinuousImprovement #Leadership

A 4-point road map for individuals transitioning to manager

I have learned in my career that most middle managers end up where they are because they helped get things going and keep things going from their position. As a matter of fact most that I have met are not bad people. But, how come that's where it always breaks down when you try to do an agile or theory of constraints implementation? Or at least that's where it seems to break down most often. https://lnkd.in/gv9uwGVf

All defenses erode over time through organizational drift. Drift is the slow incremental deviation from processes, procedures, practices, rules, etc. It happens in every organization and none are immune from it. The ones most prone to drift are the ones who perceive themselves to be successful, usually based on lagging outcome indicators. This over-reliance leads to complacency and a slow erosion of defenses resulting often in catastrophic failure. The effective integration of Human & Organizational Performance principles requires the practice of catching and managing drift.

What happens when you and your team are no longer there? A winning team of owners and managers now does not guarantee that will remain in the future: people move on; and owners wish to realise share value. IT HAS TO BE PLANNED FOR. Let our experts review: o Owner expectations; o Vision and Strategy; o Key roles and personnel; o Current recruitment and retention; o Training

Slowing down isn’t stopping—it’s strategy. Embrace your boundaries, focus on what matters, and let the rest fall away. Let Encourage Consutling handle your operations management, SOP development, team training, and administrative support so you can lead with clarity! #VirtualOperationsManager #BusinessBoundaries #eNcourageConsulting

Does it sometimes feel like this? There was an important task to be done... 1. Everybody was sure that Somebody would do it. 2. Anybody could have done it, but Nobody did it. 3. Somebody got angry about that, because it was Everybody’s job. 4. Everybody thought Anybody could do it. 5. But Nobody realized that Everybody wouldn’t do it. 6. It ended up that Everybody blamed Somebody when Nobody did what Anybody could have. Its a tale of a lack of Accountability. Having 100% clarity on who is Accountable for what. Accountability can't be shared. If two people are Accountable then they both take 10% of the Accountability. The Accountable person can delegate responsibility to another person(s), but they remain Accountable for the final outcome. The EOS tools help with clarity on this with the Accountability Chart, SMART Rocks and L10 todo's.

Developing & setting a plan is easy... Accountability to implementation of the plan is hard. How are you carrying out accountability?