Tag: Autonomy

‘How To Change What’s Not Working’

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Miguel u00c1. Padriu00f1u00e1n on Pexels.com

Pay attention to what is not working. Don’t ignore it. If what you are doing is not working, reset it.

If you are not getting things done, reset your thoughts. If you are not happy with your situation, reset what you do every day.

Why? According to Dan Heath, ‘Constraints don’t go away. When you relieve one constraint, you improve the system and another contraint takes its place. There is always a constraint.’

‘Constraints only make sense in the context of goals. If you shift the goal, the constraint will move, too.’

‘Investments that aren’t directed at the constraint might do nothing to improve the system as a whole.’

Map the system. ‘Mapping the system requires ascending above the silos both within and across organizations.’

Study the way systems function. ‘By studying the way systems function– and the relationships between their parts- you can Find Leverage Points that unlock progress, even on a global scale.’

‘If you want to change, pay attention to wbat your constituents want, considering their interests and desires.’

‘The right information in the right moment is the ultimate navigational aid. If we want to make progress on what matters, we must accelerate our learning.’

‘Learning faster doesn’t necessarily demand more data or technology. Sometimes it hinges on seeking out the people best equipped to give feedback.’

‘Useful feedback helps you align resources with goals. That tight calibration cuts waste, which is one of the key themes of Restacking.’

‘It’s possible to shift to a high-autonomy, high-alignment culture with the right support systems and incentives.’

Source

Dan Heath (2025). Reset: How to Change What’s Not Working

How Great Leaders Retain Top Talent

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Kindel Media on Pexels.com

‘Companies need to create and invest in long-term strategies for developing healthy, thriving teams, much like they already do in the areas of finance, operations, and technology.’

‘Your teams won’t reach their full performance potential until you uncover and address the root source of chronic stress and disengagement and address them, before actively seeking to incorporate the root drivers of thriving and high performance.’

‘Leaders need to be aware of the tension that workplace policies create within the ABC needs, specially between autonomy and belonging, and find intentional ways to develop both.’

‘It’s important for leaders to identify the root cause of workload and overcommitment.’

‘Don’t be afraid to have conversations with your internal and external clients and customers about workload priorities.’

‘Developing great teaming practices, timeboxing top priorities, conducting meetings audits, and other simple strategies can provide outsized stress relief to your team.’

‘Employees crave meaning and values alignment in their work experiences.‘

‘Speaking in the language of an employee’s values can help them to prioritize their work and more clearly see the impact they are making.’

‘Sticky recognition leads to mattering. There are important business and well-being outcomes that occur when a person feels like they matter at work.’

‘Saying thank you ‘plus’ is one of the best ways to convey sticky recognition.’

Source:

Paula Davis (2025). Lead Well: 5 Mindsets to Engage, Retain, and Inspire Your Team