Table of Contents |
---|
Information
» Owner
User Profile | ||
---|---|---|
|
» Assigned Reviewer
User Profile | ||
---|---|---|
|
Status:
Status | |
---|---|
|
|
|
MM: Management Member
"OK look this is what we need to do, let's do this. I'm also here for you, 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 deliver them. Own them.
Take part in Management meetings.
Bring relevant information to the table from
your Team/School. How are they 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 fundamental underlying issue?
Ensure that your
Team/School members are faithfully executing their Roles.
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 your
Team/School. You approve the spending.
Your OKRs may impose limits on your 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 1::1 Protocol
Hold regular performance
reviewswith every
member of your
Team/School. If the person in question has another leader other than you (because they may have two different
Team/School leaders) then you should do the performance review with the other leader together. See Performance Review Protocol
Make a case to Management for promotions/demotions/fires for your
Team/School. 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).
Ensure that
company happiness and emotional health of your Team/School
member stay high.
Identify missing skillsets in your
Team/School, and bring this need to the attention of Management. Ask the other member of your
Team/School to help 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. SeeAppointment Slotsfor how to create one.
Owner
User Profile | ||
---|---|---|
|
Reviewer
User Profile | ||
---|---|---|
|