Mike Cardus

AUGUST 28, 2012

Pre-Animate focuses the team on what is needed for accomplishing the goals and objectives. Creating a space for team members to discuss what success will look like, how to get there and creating a deliberate plan to capture what went right, the team purposefully shares knowledge and skills when it can be best used – AT THE START.

Project 130

Project Team Building Planning Team 130

Mike Cardus

MAY 25, 2020

One of the best ways to work with complexity patterns is to create create a cadence of habit with your team and self to gather information in the present and review that information regularly. . Debriefs or after-action reviews develop this cadence or habit. . Distinctive Working Well Small Improvements .

Examples 159

Examples After Action Review Short-term Review 159

The Center For Leadership Studies

JUNE 8, 2023

If you fall short, a reasonable first place to start with an “after-action-review” is, What could you (the leader) have done differently? The pace of organizational change is unprecedented, and there is no sign anywhere that it plans to slow down. You may not want to be judged, or think it is fair, but you will be.

Situational Leadership 52

Situational Leadership Leadership Influence Self-aware 52

QAspire

SEPTEMBER 18, 2012

When we reach (or beat) our goals, do we conduct a robust ‘after action review’ to get to the bottom of what went right? Why do we miss the opportunity to squeeze learning out of those situations that turn out just like (or even better than) we planned? We indeed do learn from our mistakes. I’ll speak for myself.

Succession 155

Succession After Action Review Learning-by-Doing Bottom-up 155

Great Leadership By Dan

SEPTEMBER 3, 2013

For this month’s edition, I asked an all-star cadre of leadership development bloggers, authors, and consultants to submit an answer to the following question: “We all know that individual development plans (IDPs) need to be tailored for each leader. Here are their responses: 1. Here are their responses: 1. Neal Burgis, Ph.D.,

Leadership Development 283

Leadership Development Development Planning Self-aware 283

Strategy Driven

NOVEMBER 17, 2010

It examines methods for assessing a company’s knowledge gaps, creating a knowledge transfer plan, and nurturing a culture that encourages knowledge sharing and collaboration. Some knowledge transfer methods to consider are mentoring, social networks, Communities of Practice, After Action Reviews, and storytelling programs.

How To 62

How To Tacit Knowledge Mentor Intellectual Capital 62

Harvard Business Review

JANUARY 28, 2016

Good managers know that external hires need an onboarding experience that lets the work start fast and strong: clear goals, well-defined schedules and milestones, agreement on performance expectations, and early investment in agile working relationships with internal colleagues. Kickstart the work and relationships.

Management 8

Management Agility Middle Management After Action Review 8