You Suck thats Why...
Hi fucking all,
I have just received the results of the leadership survey ,I have reviewed through it and although the source of the inputs are confidential coming from a wide group, (I would like to thank the team fortaking the time for your fucking honest feedback.
I have identified a few areas of concern which was raised in thefeedback survey which I will try to address in the coming months. For a fucking start , here are some concerns raised by the team which I willaddress with each of you in our one to one sessions in the comingweeks. As the details or the context of the feedback was not provided,the following are based on my best attempt interpretation .
Learning from everyone's mistakes.
One issue raised was that there was no openness with regard tomistakes when mistakes happen. The details of the context was notgiven . Here is my proposal. I agree that we need to foster anenvironment where each person does not feel intimidated and is openabout our mistakes. It is important that each of us be ready to shareany mistakes done with the objective of learning from the mistakes. Iwill make it a point to lead by example and be ready to share anylessons learnt during our bi-weekly sessions.
2. Open dialogue
There was a feedback that there was no openness in dialogue. No details were provided. Moving forward, I will reserve a time slot onceamonth and put as a calendar appointment in outlook. You may also usethe time slot for a one to one discussion on any issues that you willneed to discuss.
3. Morale and sense of belonging.
There was a concern raised that morale was low and there was no senseof belonging. I am open to any suggestions you may have. I fully agreethat we need to foster a sense of belonging of something social innature like breakfast and lunches.
=========================================
See? I always say nerdy accountant can't be a good manager, good leader...
proves my point.
What a fucking failure
I have just received the results of the leadership survey ,I have reviewed through it and although the source of the inputs are confidential coming from a wide group, (I would like to thank the team fortaking the time for your fucking honest feedback.
I have identified a few areas of concern which was raised in thefeedback survey which I will try to address in the coming months. For a fucking start , here are some concerns raised by the team which I willaddress with each of you in our one to one sessions in the comingweeks. As the details or the context of the feedback was not provided,the following are based on my best attempt interpretation .
Learning from everyone's mistakes.
One issue raised was that there was no openness with regard tomistakes when mistakes happen. The details of the context was notgiven . Here is my proposal. I agree that we need to foster anenvironment where each person does not feel intimidated and is openabout our mistakes. It is important that each of us be ready to shareany mistakes done with the objective of learning from the mistakes. Iwill make it a point to lead by example and be ready to share anylessons learnt during our bi-weekly sessions.
2. Open dialogue
There was a feedback that there was no openness in dialogue. No details were provided. Moving forward, I will reserve a time slot onceamonth and put as a calendar appointment in outlook. You may also usethe time slot for a one to one discussion on any issues that you willneed to discuss.
3. Morale and sense of belonging.
There was a concern raised that morale was low and there was no senseof belonging. I am open to any suggestions you may have. I fully agreethat we need to foster a sense of belonging of something social innature like breakfast and lunches.
=========================================
See? I always say nerdy accountant can't be a good manager, good leader...
proves my point.
What a fucking failure
F¡яєвџяN Spit At 9:51 AM
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