Sublime

To help teams nonetheless get feedback on their performance, the company has come up with an interesting practice: every year in January, teams present a self-evaluation to a group of colleagues, which comprises Chris Rufer (the founder and president) and anyone else who cares to join. They are expected to talk candidly about what went well and wha

Foundations and planning for goals and resources A comprehensive hiring approach Intentional team development Feedback and performance mechanisms

For burst taskers like Thomas, I often recommend two tactics. One is to see the benefits that greater predictability can bring. When you’re working toward more steady-as-she-goes goals, you, your team, and your loved ones at home can count on knowing when you’ll deliver and when you’ll be available. As one colleague described, it’s like a squirrel

At AES, Dennis Bakke installed a beautiful practice of team appraisal with his closest peers. They got together once a year, often over dinner in one of their homes to make for a relaxed, informal setting. Every person in turn shared his or her self-evaluation. Other team members commented, questioned, or encouraged each other to reach a deeper und

Its focus on team work increased productivity and effectiveness brilliantly. But we were overlooking a vital element—the individual team member.

$50 Magic Pill: Give everyone on your team an amount of money they can spend to fix problems without your involvement. Sync Meetings with Repeat Agenda: The final hack to unlocking massive scale with your administrative assistant is to have regularly scheduled sync meetings. Follow the Sync Meeting template on page 151 to optimize the time. Definit