Approachability is an advantage. Making coaching easy is an advantage. This tool minimizes the effort to manage expectations, manage perceptions, and share helpful feedback across three communication channels.

The intersection of the innovator and the customer resembles the intersection of an artist and their audience. Resemblances include a performance, celebrations, getting past perfectionism, creating moments that matter, and building a legacy.

In innovation, most attention is the work within the project. Before your next project begins, consider what questions your team should answer. This documentation provides transparency, alignment, and sets you up for success.

Innovation should take inspiration from an expanded view of the Performing Arts - the Empathetic Arts. The world of innovation has much to learn, benefit, and profit from audience-centric collaboration that has a great employee experience.

It’s one thing to identify what a user wants to be able to accomplish. It’s another thing to capture what they consider a chore and want to leave their scope of responsibility.

Surely some activities in your organization are important to measure. A scorecard captures the “Metrics That Matter” - Leading and Lagging. Historical, Current, and Target values.

Barriers, Risks, Issues, Questions (BRIQ) - until you know exactly what to do with them, get them on paper somewhere - a kind of parking lot!

Perceptions of health are important! They can be as easy to share as Red, Yellow, and Green. THEN the conversation starts!

In a fast-moving world, you need a simple framework for weekly reflection. Your colleagues don’t have to finish and share every sentence every week, but everyone must be thoughtful of these every week. Own your praise. Own your critique. Own your silence.

Don’t rely on HR to define and govern feedback. Own it. Conduct it yourself. Be approachable. Groom it in others. Isolate feedback into three communication channels: email etiquette, meeting etiquette, and deliverable contribution. Neutralize personality conflict. Ask and negotiate “What do you want me to do differently?”

A culture of reflection, honesty, and humility leads to healthy organizational improvements. Asking the two questions, “What did we do well?” and “What could we improve?” is lazy. These breed mediocrity and fail to bring out people’s best ideas. There is a pattern in the problems. Micro-mentor yourself monthly using constructive language. Make your success inevitable.

Which of your culture traits can you trace to impacting your waste? Consider whiplash, noise, inauthenticity, idle work, idle worker, Reply All’s, Backlog, last-minute cancellations, too many cooks, unused talent, and mismatched collaboration and competition. Fix your culture. Fix your Waste.