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Do you know the NASA NESC Honor Awards? 🚀 They’re “awarded each year to NASA employees, industry representatives, and other stakeholders for their efforts and achievements in engineering, leadership, teamwork, and communication. I especially dig the NESC Director’s Award: “Honors individuals for defending a technical position that conflicts with a program or organization’s initial or prevailing engineering perspectives and for taking personal initiative to foster clear and open communication and resolve controversial issues.“ This is real agile leadership! Sadly, many companies make it hard for employees to defend technical positions that conflict prevailing perspectives or tight project plans. It‘s worth to foster a culture where speaking up, pointing out problems or admitting mistakes is not frowned upon (or even punished). These people should be celebrated! 👏 And the NESC Honor Awards do exactly that. Moving culture in the right direction. Together, we can reach for the stars. 🌟 Read more about the awards and the incredible recipients here: https://lnkd.in/eisFHbuK How do you foster a culture worthy of an NESC Director‘s Award? #leadership #nasa #corporateculture

Famous Project Manager: Christa McAuliffe 🚀 Christa McAuliffe, the teacher and astronaut who tragically perished in the Space Shuttle Challenger disaster, once said, "I touch the future. I teach." 💭🚀 McAuliffe's words encapsulate the profound impact and responsibility of educators in shaping future generations and the importance of education in driving human progress. At Acute PMC, we help clients design projects that invest in education and empower the next generation of leaders and innovators. 💪🎓 From her pioneering role as the first teacher in space and her dedication to inspiring students' interest in science, exploration, and learning, to her enduring legacy as a symbol of courage, curiosity, and the teacher's calling, McAuliffe's projects have forever changed the landscape of space education and public engagement with NASA's mission. 🌌👩🏫 How are your projects investing in education and empowering the next generation? Let us know in the comments! 💬 #FamousProjectManagers #ChristaMcAuliffe #WorldTeachersDay #TeachersChangeLives #EducateToInnovate #AcutePMC

What is affecting company's tangible results? Some reasons... a) Lack of mission's clarity: employees may not fully know the mission & how their individual roles contribute to the mission of the company. b) Misalignment of values: employees may have personal values that conflict with the company's mission or culture, as they grow in their positions. c) Communication breakdown: poor communication from top-to-bottom can result in misinformation, hindering (b) the alignment efforts by the company. d) Inconsistent leadership: when inconsistent leadership behaviors or actions "contradict the company's stated mission" this affects (a), (b) & (c). When leaders fail to embody the organization's values in actions, employees will become disillusioned & more likely to disassociate. This is not good for the company's overall performance. Here is an insightful article about this subject: "NASA - National Aeronautics and Space Administration vows to battle 'organizational silence' as problems arise amid Artemis delays" https://lnkd.in/efhVN4ai

☕️ Here's an entry from the Small Batches library: "Slowification at NASA". From Wiring the Winning Organization (2023): [Training] was a demonstration of slowification (pulling problem-solving back from the unforgiving performance environment to the planning and practice environments) coupled with rich and aggressive feedback. The crew was challenged with demanding simulations, which helped them define and refine their mindsets, procedures, and decision-making processes during practice and preparation. This set them up for success in performance. Comment below on this applies to your daily work.

Have you ever wondered what makes high-performing project teams successful? Here are research-backed insights and lessons from Google, NASA, and other innovators. 🔍✨🌟 Insights from Google, NASA, and others - Surprising Lessons: Google: Psychological safety trumps individual talent. Safe teams outperform even the most competent individuals. 🧠💡 NASA: Clear roles and meticulous planning made the moon landing possible. 🌑🚀 IDEO: Diverse teams create breakthrough products by combining varied perspectives. 🎨 Applying these insights: ➡️ Foster safety: Encourage risk-taking without fear. 🤝❤️ ➡️ Define goals: Ensure clarity and objectives. 🎯📋 ➡️ Embrace diversity: Leverage different backgrounds. 🌍🤝 ➡️ Communicate openly: Keep communication open. 📢🗣️ ➡️ Commit to learning: Promote continuous improvement. 📚🔄 Let’s build high-performing teams that achieve extraordinary results. 🚀🌟 What strategies do you use? Share your insights below! #HighPerformingTeams #Leadership #Google #NASA #Teamwork #Innovation

𝙏𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙏𝙝𝙞𝙣𝙠𝙞𝙣𝙜: 𝙏𝙝𝙚 𝙆𝙚𝙮 𝙩𝙤 𝙎𝙪𝙘𝙘𝙚𝙨𝙨𝙛𝙪𝙡 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 Research shows that most employees will thrive when their leaders facilitate better and bigger thinking. A study by NASA analysed the leadership style of Commander Scott Altman, who led a mission to repair the Hubble Space Telescope. This mission was considered one of the most complex and high-stakes space assignments ever attempted, and the team faced numerous challenges throughout the project. Atman recognised that the mission's success depended on his team's ability to think expansively and solve problems in unconventional ways. To accomplish this, Altman used a unique approach that involved empowering his team members to take ownership of their roles and responsibilities. He encouraged them to think independently and take risks rather than relying on him to provide all the answers. Altman also created a safe and supportive environment where everyone felt comfortable speaking up. He encouraged his team members to share their thoughts and insights openly. Despite numerous setbacks and challenges, the Hubble Space Telescope repair mission was a resounding success, with the team achieving results that far exceeded expectations. This success was primarily due to Altman's ability to foster a culture of innovative and independent thinking among his team members. Prashna Consulting | PESPL info@prashna.co.in +91 93238 33016 https://lnkd.in/dydTYnt #LeadershipCrisis #LeadershipDevelopment #PerformanceEnhancement #InnovativeLeadership

3 reasons why NASA TV is my new favorite channel 🚀🌓✨for learning (and leadership insights) 1. When your work is exciting and you know the importance and value of your contributions, it is exciting to come to work 2. Failure is not an option - make errors and learn from them in the development phase but once deployed, the parts must all work together in space- failure is not an option because there is no tech who can show up tomorrow and fix it 3. The vision is what unites the various teams to keep open communication. Bonus: quite heard in today’s show A professional works on a task until they can’t get it wrong Have you watched any NASA TV? #designlearning #outoftheboxthinking #leadershipjourney

Collaborative Advantage at #NASA? 👩🚀 🚀 And how did they open up the organization to drive radical innovation? We did an interview on collaborative leadership, with Thomas H. Zurbuchen (former Head of Science at NASA - National Aeronautics and Space Administration). Check it out over on Youtube ⬇ Link is in the comments! Learn more about how to leverage #CollaborativeAdvantage in your own organization? Reach out to Dr. Raphael Boemelburg.

Watch the CNN four part series “Space Shuttle Columbia- The Final Flight.” Many individual and organizational culture lessons to be learned from this fateful mission. We have all heard, safety is not just a poster. Chief Shuttle Structural Engineer sent an email stating “remember the NASA safety posters everywhere around site stating ‘If it’s not safe, say so?’ Yes it is that serious!” He did not send as he was afraid of his bosses and losing his job. So many lessons to be learned; psychological safety, normalization of deviance, mission vs vision pressures, and much more. Would make a great leadership course. Interested?

This week’s Leadership Unlocked Newsletter explores how the introduction of a NASA - National Aeronautics and Space Administration strapline “Faster, Better, Cheaper’ contributed to the 2003 Columbia Space Shuttle disaster. It describes three critical factors which had a cumulative unintended consequence. These were: 1. Organisational Drift is the gradual, and apparently imperceptible, degradation of standards. This often happens after an extended run of positive results which creates an impression of invulnerability. This was the case after 88 successful shuttle flights prior to the Columbia tragedy. 2. Cultural Fences are the barriers to communication which can exist between different levels in a hierarchy. They create blindspots and prevent the necessary candour that keeps an organisation healthy. The Columbia Accident Investigation Board highlighted this in their findings. 3. Organisational unlearning refers to the discarding of old routines to make way for new ones, if any. Many of these old routines served to keep the organisation safe but their importance has been forgotten. Discarding people with organisational memory compounds this problem. Each of these phenomena can take place in any organisation.