Using fluid team structures 1) to promote new serendipitous connections and innovation, 2) to develop people for competencies rather than prescribed roles, 3) to better match those people to business
While so many of us acknowledge how critical ongoing feedback is to engaging and developing top contributors, very few actually do something about it. What's up?
While so many of us acknowledge how critical it is to have systems thinking in order to maximise productivity in organisations why is it that systemic shut down of skills prevails?
