Outcomes Over Outputs
Outputs are the “what”and outcomes “why”; always ask “Did your outputs make the difference that you expected in your outcomes?”
The 101: Outputs are what you produce e.g pizza, outcomes are what happen as a result of producing and consuming them e.g satisfy my hunger and impact are the effect they have, usually on the longer term e.g got fat.
Outputs are the ‘what’ and outcomes are the ‘why’.
So ask yourself ‘WHY am I doing WHAT I’m about to do’ and if you can’t answer that clearly consider not doing it.
If it is unclear/fuzzy ,take a little time to make it clearer.
In designing your meetings – consider the ‘Purpose’ as your ‘Outcome’ and the agenda and the actions as the ‘outputs’.
At the end of your meeting – did your outputs make the difference that you expected in your outcome? [su_tweet tweet=”At the end of your meeting – did your outputs make the difference that you expected in your outcome?” url=”http://bit.ly/1VUJXCF” via=”amazemeet”]Tweet this[/su_tweet]
Read more about Managing Outcomes vs Outputs by Deborah Mills-Scofield on Harvard Business Review
Stop Using Meetings For Synthesis Work
Use meetings to chart the course and finalise, not synthesising on the spot. [su_tweet tweet=”Use meetings to chart the course and finalise, not synthesising on the spot. ” url=”http://bit.ly/1VUJXCF” via=”amazemeet @helpscout”]Tweet this[/su_tweet]
Collaboration is not useful in every situation. When coming together as a group, people are better at planning and deciding on projects than creating separate pieces, and fixing them together.
To create and produce require deep work and alone time.
If you do this kind of work in the meeting, it not only makes the meeting unnecessarily longer, but also unproductive.
So next time, hold back from synthesising individual works during the meeting, do that in everyone’s own time, and only come together to decide and finalise.
Originally from the blog: https://www.helpscout.net/blog/bad-meetings/
The Daily 5 Minutes For Every Manager
Everyday managers would speak to at least one of their employees for 5 minutes without an agenda to nurture relationships.
“Managers keep a checklist of names so they don’t miss anyone and make this 5-minute talk a daily habit ” – said Rosa Say – acclaimed Leadership and Workplace Culture Coach.
Both sides will start treating each other like people as employees will share their family stories, their struggles and even ideas for improvement.
Managers will know their subordinates better as individuals, therefore gain a more accurate basis of judgment.
In the workplace, acts to facilitate employee-manager relationship are quite underused.
Making an effort to understand one another improves clarity of responsibilities and working expectations.
Originally from the blog of Rosa Say
Never Attend Any Meeting Without a Personal Goal
Have a clear personal goal attending any meeting. [su_tweet tweet=”Have a clear personal goal attending any meeting.” url=”http://bit.ly/1VUJXCF” via=”amazemeet @simpletonbill”]Tweet this[/su_tweet]
Ask yourself: as a result of this meeting, what can you know, how do you want to feel, what do you do after.
Bill Jensen suggests asking yourself these KNOW- FEEL- DO questions before attending any meeting:
KNOW: What is the one thing you must KNOW that you couldn’t get without attending the meeting? What information, action, advice?
FEEL: How you want to FEEL during the meeting? Included, active, to experience moments of new insights.
DO: As an outcome or result of this meeting, what is the one thing you expect to DO?
Don’t have the answers? Either don’t attend, or make yourself a clear purpose to address these questions during the meeting.