Rebecca Brizi
Business Consultant
In those teenage years, when all my friends wanted to be rockstars, I always wanted to be their manager instead. I get excited by other people's creative ideas, and love to be part of what makes them a reality.
In those teenage years, when all my friends wanted to be rockstars, I always wanted to be their manager instead. I get excited by other people's creative ideas, and love to be part of what makes them a reality.
Member
Business Services | Process
Business Consultant
Filing Cabinet
Endorsement Letters I've Given
404-908-2895
Brian didn't start his business because he is passionate about management. He started his business because he is passionate about his craft. He wants the management side to be simple, so I write his plan and make business fun again.
Company
Endorsement Letters I've Received
Kate and Keith had a series of leadership coaches train their employees their employees. They enjoyed the sessions, but saw no lasting change. I asked them what they had done to create change and the answer was “hire leadership coaches”.
Here is the problem: leadership is a group activity. They can't just delegate their own leadership to somebody else.
I ran a company-wide workshop and had all team members, including Kate and Keith, write three goals—one personal one business and one for professional development. The team created small groups who now meet monthly over lunch to track their progress. And employees are motivated by seeing their bosses go through the same exercise.
This is a good solution for the web developer whose spouse is his business partner. Ask them, what is the worst advice they ever received?
InfoMinute
Contribution
Jason Wade
Joined on 04/07/2017
Team
Sponsorship
Development
When I used to manage a team I learned that the most important question I could ask was:
"What was your intention here?"
To generate a good discussion, a thought process, and novel ideas.
Now I send clients reports which start with next actions. I present these in 3 columns:
We use any discrepancies between expected and actual outcome to review performance and decide what to do next. That wayy all progress is build on actual outcomes, not on desires.
Referral Trigger Response