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"OK look this is what we need to do, let's do this. I'm also here for yo= u, so if there's anything I can do for you, just tell me."
Execute and drive your OKRs. Make plans and strategies on how best to de= liver them. Own them.
Take part in Management meetings.
Bring relevant information to the table from your Team/School. How are t= hey doing? What's been achieved? What's holding you back?
Bring a list of purchases made, and provide short justification for all.=
Evangelise our cultural principles among the company. If someone doesn't= buy into them, find out why. Is it something innocent or is there a f= undamental underlying issue?
Ensure that your Team/School members are faithfully executing their Role= s.
Keep abreast of your Team/School members' personal development. Are they= growing fast? Is something holding them back?
You are responsible for running experiments within your Team/School. See= Experiment Guide
You are responsible for making smart money spending decisions within you= r Team/School. You approve the spending. Your OKRs may impose limits on you= r spending, keep those in mind. You need to make sure that this money spent= is good use of company resources. You must justify all your spending = to the Management Team during the Management meetings.
Hold regular 1::1s, with every single member of your Team/School. See&nb= sp;1::1 Protocol
Hold regular performance reviewswith every member of your Team/School. I= f the person in question has another leader other than you (because they ma= y have two different Team/School leaders) then you should do the performanc= e review with the other leader together. See Performance Review Protocol
Make a case to Management for promotions/demotions/fires for your Team/S= chool. Do this before holding performance reviews, so that you can present = ratified decisions to your members during the performance review. You must = collaborate with the other Team/School lead for this (if applicable).
= li>Ensure that company happiness and emotional health of your Team/School m= ember stay high.
Identify missing skillsets in your Team/School, and bring this need to t= he attention of Management. Ask the other member of your Team/School to hel= p you identify these skill gaps. What team members would they like to have = next to them?
Maintain "office hours" that you keep yourself free and available for =
the team for. Total window size: 2 hours/week. Slot size: 20 min. See=
Appointment Slots
for how to create one.