Brian Carl issues a “call to arms for scheduled reflection” and lists several ideas to make it happen. He also lists some questions to contemplate.
- What are my employees’ strengths? And how can I give them more projects that align with these strengths?
- What is my company’s larger mission?
- What does success look like in 3 months, 6 months, 1 year, 5 years, etc.?
- What growth stage is my company/product in and how does that align with the product lifecycle?
- How has the company culture changed and what are the values the employees are reinforcing to their peers?
- Does this match what I/we say the culture is?
- Does my team view change as a negative or positive? Do they resist it or welcome it?
- Have I been spending my time effectively? Am I prioritizing enough time on the projects that are driving results?
- What processes or meetings are I doing that are no longer relevant or not working like I wanted them to?
- How has my audience/prospect changed over time? What do I need to adapt to get ahead of this change?
- What gaps exist that are preventing me from hitting my goals?
Good questions are great! (I collect them.) But they’re worthless if you don’t ask—and answer—them. Go read Brian’s article for some good ideas.
Do you have a favorite question?
