We serve a specific function and the people executing against its Assignments. Our goal is continuous improvement of the tools and processes (balancing autonomy and focusing on feedback loops) to ensure everyone knows what success means, has the tools to achieve success, and are engaged throughout the journey in pursuit of success.
Expectations / Description
The ONE number
The people taking on the Assignments within the function* I serve, agree or strongly agree to the following statements:
- I know how I’m being evaluated on these Assignments.
- I receive actionable (meaning timely, frequent, specific, and observation-based) constructive feedback on my performance within the function Assignments.
- I receive actionable (meaning timely, frequent, specific, and observation-based) recognition (public or private) on my performance within the function Assignments.
- I have the tools to meet or exceed the outcomes listed within the function Assignments.
- I have the processes and environment to meet or exceed the outcomes listed within the function Assignments.
- We are continuously improving in how we go about executing these function Assignments.
Note: This SHOULD have a direct impact on the eNPS score of the employees taking on these Assignments (where they select 8+ on a 10-point scale to the question; “I’d recommend a friend come to work here”). However, given that full engagement is more inclusive than their Assignments, it doesn’t feel right to have that as a part of the measure of function leads.
Note: We refer to functions as domains in OurGruuv... they are synonymous
All functions/domains are listed here
Requirements
- Function Leader's must have a position with the reach of 3.1 or higher
- Function Leader's must be milestone 2+,Business Knowledge
- Function Leader's must be milestone 1+,Community
- Function Leader's must be milestone 3+,Systems Design and Management
- Function Leader's must be milestone 3+,Mentorship
- Function Leader's must be milestone 3+,Process Knowledge
Configuration Health
- ✅ Has 5 Abilities
- ✅ Is a part of 4 Positions
- ✅ Has been referenced in 2 pieces of public recognition
- ℹ️ No one has reacted to this Assignment
- ℹ️ No one has an official rating on this Assignment
- ⛔️ Last updated: over 2 years ago
- ℹ️ Never conversed about
Examples / Observations
Observation created almost 2 years agoI have been dreaming of ways to improve clarity, consistency, acknowledgment-of-human-uniqueness, fairness, and ultimately fostering of a habit of continuous improvement in growth frameworks since 6 months into being a manager.
Recently, I've been on a kick that one of the few attributes that fosters a healthy growth framework and growth culture is the measure of how frequently the framework is updated. Staleness is the breeding ground for the decomposition of the culture-of-growth ideals.
Christina had a judgment. They then did the hard work of teasing apart that judgment into Observations, Feelings, and Unmet needs. This is very hard, but the single best path to actionable improvement.
They then Spoke Up and Stepped Up in a way that was going to help outside of this one instance... but help sustainably, forever! Instead of making a request, they decided they'd improve the thing we should all be relying on as a guideline for how to improve... the growth framework!
Talk about SUSU... they are even proposing to get rid of a concept that I personally introduced. Which shows me that they want improvement, not appeasement.
:snoop-nod: Can't wait to see the end result!
Official Function Leaders
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Teams needing a Function Leader
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Positions that reference being a Function Leader
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Conversations about Function Leader
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