My overarching goal would be to create a deep sense of commitment to one another and our vision, values and goals.
Phase 1
– I would introduce myself, share my strengths and weaknesses, share some of my most epic failures and what I learned from them and be very open about what I need them to hold me accountable for in order for me to be at my best.
– I would get to know all the people on my team. I would help them discover their greatest strengths, learn about what matters to them and find out (or help them clarify) their personal and professional goals. I would also set up regular 1-1 meetings with them using the AiMS 6A Meeting framework.
– I would learn about what goals the team is working on, how things are going and how their goals line up with the overall goals of the company.
– I’d start attending their regular meeting cadence as an observer so I can learn how they have been working and why.
– I’d spend time understanding how the team works with other groups in the company and what’s working well and what could be even bette from their perspective
– I’d get to know my peers on a personal level and understand what they need from my team and how I could use my strengths to help them (personally and professionally)
– I’d find out what our customers love about us and what they would most like to see from us to enhance our relationship.
Phase 2
– Bring the team together to define a set of core values and vital behaviours (the actual things we say and do that bring our values to life).
– We’d define together how we want catch acknowledge and celebrate people when we see them living into our core values.
– We’d each identify how we’d like to best be held accountable when we’re talking and acting in a way that doesn’t line up with our values and vital behaviours.
– I’d lead a session where the team co-creates the agenda for a weekly team meeting that weaves our values into the agenda.
– I’d also teach them some core relationship skills that will help them at work and at home…like the AiMS LEAD Model for Emotional Validation, how to “Speak from I” and how to get clear and act on what’s in their control.
– We’d learn how to make clear, effective requests of one another and empowered, informed promises to one another.
Phase 3
– Bring the team together and use the AiMS Strategic Planning process to create a shared vision for our future 3 years out. We’d identify our biggest opportunities (goals)to realize that vision and then define how we’re going to achieve them together.
– Teach them about Lead and Lagging indicators and how to drive strategic goals while meeting operational requirements at the same time.
– Have the team design an awesome scorecard that tells us how we’re doing on our big goals.
– I’d implement a regular meeting cadence that focused on a few things: driving strategic objectives, creating operational excellence and also designing in learning and innovation into how we work. All based on studying and building on strengths and excellence
– All the while, I would always be looking to help people achieve their personal and professional goals and use their strengths in new and innovative ways.
– I’d also eliminate tracking vacation days.
– I’d also start training the team on how to interview people for strengths and values alignment.
Phase 4
– I’d have the team start interviewing and selecting the candidates they want to work with (I’d maintain veto power but would rarely need to use it)
– Train people on how to run AiMS-based innovation sessions to elevate the products and services we offer and how we deliver them.
– I would teach people simple tools like how to turn Breakdowns into Breakthroughs so everyone is coaching and supporting one another.
– I’d create opportunities for people on my team to stretch and develop themselves regularly.
– I’d start to step away from leading the regular cadence meetings and support others in stepping up and taking leadership roles.
– I’d be amazed and grateful at the incredible people I get to work with.
