 |
…acknowledge the reality that context is unique and does not optimize for outcomes in context.
|
098 |
 |
VOICE stands for Value and Principles, Outcomes and Purpose, Intent-Based Leadership, Coaching and Support, and Experimentation.
|
103 |
 |
Coaching is needed because there is no one way, no cookie-cutter approach that optimizes outcomes in all contexts.
|
105 |
 |
Within guardrails, practices should not be imposed on teams. Teams should be invited and supported to take ownership in order to work out the best way to apply the principles and improve outcomes for themselves.
|
106 |
 |
When measuring outcomes, improvement over time is more important than the absolute value; everyone has a different starting point and context.
|
106 |
 |
Middle managers are critical enablers as servant leaders, coaching their teams in continuous improvement alignment to outcomes and being coached.
|
091 |
 |
The focus should be on improving the outcomes… If it helps, great. If not, continue to experiment and optimize.
|
119 |
 |
Coaches should… have a toolbox with all of the frameworks and bodies of knowledge contained within… in order to generate the best possible outcomes…
|
122 |
 |
The biggest lever for better ways of working, leading to better outcomes, is behavior. Change is a social activity.
|
131 |
 |
In order to optimize for outcomes, organizations need to listen to employees at all levels, creating an environment free of fear and capable of acting on feedback.
|
140 |
