Jellyfish’s Post

Ever wonder why some companies consistently outperform their competitors? Here's a hint: It's not about fancy strategies or cutting-edge tech. It's about their people. The truth is, your organization's success hinges on one critical factor: ➡️ The performance of your team. But how do you build a culture that drives peak performance? We've distilled years of expertise into a FREE 7-day email series that will show you: • Day 1: The hidden barriers to employee performance • Day 2: How to define success for every role • Day 3: The power of outcome-focused job descriptions • Day 4: Aligning individual goals with organizational objectives • Day 5: Creating a feedback system that actually works • Day 6: Developing a growth mindset across your team • Day 7: Putting it all together - Your action plan for success Ready to transform your organization's performance? Sign up now for FREE and learn how to build a performance-driven culture in just 7 days! Don't let another day go by with untapped potential in your team. Click here to start your journey to organizational excellence: https://lnkd.in/gnWvMJzR

One of the best ways to succeed in Q4 can be summed up as: Look back to look forward. Here’s what I’ve learned from working with successful founders: ⏪ Looking back: strategic reflections Founders who take Q4 seriously get to enter the next year with clarity and focus, setting the stage for sustainable growth. This starts with strategic reflections. As things slow down leading up to the holidays, it’s the perfect time to: > Do a year-end tech audit to make sure your tech stack is really serving you > Analyze your team’s rituals — what’s working and what’s not? > Assess your hiring strategy — how might you build your team differently in the new year to support new goals? In short: take some time to thoughtfully reflect on people, processes, and tools to see what’s really working, and what’s not. ⏩ Looking forward: tactical adjustments Then, you can look forward and make tactical adjustments to clear away inefficiencies and prepare your team for a strong start to 2025. With your reflections in mind, you can: > Add or remove tools to better address needs, inefficiencies, and keep tech fatigue at bay > Consider how to thoughtfully use processes to amplify your leadership and make the implicit explicit > Bring on the right team members or generalists to support your culture, processes, and strategy. How might you be thinking with reflection this quarter to prep for the new year?

Building sustainable growth cultures is about more than just hiring the right people, it’s nurturing the right people to succeed. Keisha Ebbesen, Senior Business Program Manager at Microsoft, reminds us of the importance of listening to your employees and fostering a supportive environment. Learn more about nurturing growth and driving success in our latest webinar. https://lnkd.in/dYKSgjHi

Have you ever thought about how small changes in our work habits can lead to big breakthroughs? Let's explore this idea together! Yesterday, we tried something new at work, and it worked wonders: • We started talking and sharing ideas like never before. • Making decisions became a breeze! • And we got super creative with our projects. But before all these, our team was struggling a bit. We had trouble getting organised and staying on track. So, what changed? Here's the deal: • Our leaders gave us clear rules to follow, which made it easier to try out new stuff. • We all got to share our thoughts without any fuss. • And our way of working became super flexible, so we could adapt to anything. And the best part? We didn't need someone watching over us all the time. We trusted each other and got things done. Excited to learn more about how simple changes can lead to big wins? Follow for more Insights .

January always feels like a clean slate and a chance to reflect on what's working, what isn't, and where you want to go from there. One thing I've learned this past year is the impact that processes can have. As our team has evolved, we've experienced some growing pains, and with that, chances to really improve how we're doing things. I'm excited to keep leaning into projects where I can solve problems, drive efficiency, and create value. I can't wait to see where 2025 brings us! What's something you're focusing on this year? #ProcessImprovement #ProfessionalGrowth #Operations

Unsatisfied with your team’s performance? Before pointing fingers, ask yourself: are you giving them the tools and clarity they need? Here are three simple steps to identify the issue and transform underperforming employees into growth engines🌞

“But don’t just give teams problems to solve, also give them the strategic context behind it. What’s the outcome we want to achieve? Why are we placing this bet? Why do we think this is a battle that matters? Personally, understanding the “why” motivates me and inspires me to come up with solutions; and really helps when I need to figure out how to slice a solution to get value to customers in small fast chunks.” I borrowed the paragraph above from a comment earlier this evening. At a former workplace, I said nearly the exact same things to executives and was laughed at by one and told no can do by the other one. Needless to say, although the product team worked hard and delivered exactly what was asked and on time, the product was of no value to the business. Why matters! Understanding the strategery and magic behind why the business finds something of value helps us ensure there’s actually value in it and the engineers can usually solve it better and deliver more value than expected.

This discussion got me thinking about why it's so hard to fundamentally change how a company is organized. It's not just about lines of reporting in a human organization. Every time you change structure, you change the concentration of power. To allow the individual teams to make decisions together, whoever was in charge MUST cede a level of control. This is why it's so hard to start or rebuild a product discipline. Product's job is to make better decisions, and someone was making those decisions before. To support the creation of a strong product discipline is to concentrate that decision power across the organization. A great deal of trust and leadership alignment is needed to shift organizational models. This is not a cheap or easy move, and it takes time for people to readjust to the new systems. Do you have the company culture to support this new way of working? So much to think about. It was a good conversation.

Q2 Pressure is ramping up. Time is slipping away, yet the actions you need to take seem to multiply, not diminish. It's a common dilemma, especially for growth stage companies. That inner voice nags at you to prioritize your people, yet competing demands push back, insisting there's no time. The tension between these conflicting voices can be overwhelming. By slowing down, making time, and carefully assessing your team's capabilities and challenges, you'll gain momentum. That's exactly the clarity of action that The Executive Table Read provides for our clients. If you're ready to transform your growth-stage team into a powerhouse of efficiency and intentionality, The Executive Table Read is for you. Reach out to Corinne to get started with your assessment. ➡️ https://lnkd.in/d6-krC7j