Continuous Improvement
Embrace Feedback to Elevate Your Game
Being coachable means actively seeking and embracing feedback.
Growth happens when you listen, learn, and adapt.
Greatness requires humility.
Commit to continuous improvement.
Success isn’t about knowing everything; it’s about being willing to learn anything.
“True growth comes from a willingness to adapt and evolve.” – Mike Brewer Click To TweetShare this:
Embracing Continuous Improvement: How Systems and People Can Evolve Together
Systems and people possess an inherent potential for growth and enhancement.
The landscape of technology and human ingenuity is constantly subject to an accelerating pace of change.
No matter how advanced, every system, process, discipline, or routine can be refined.
Every human, no matter how skilled, can learn something new.
This mutual advancement is shaping a radical disruption to how we operate multifamily properties.
Imagine a multifamily company where systems adapt to people just as much as people adapt to systems.
In this type of organization, growth is not forced.
It’s a culture where feedback loops are pathways to mutual advancement and improvement.
"Every step towards optimizing a system is also a step towards enhancing human potential." – Mike Brewer Click To TweetIn this development, every improvement in a system challenges its users to think critically, and every personal breakthrough paves the way for system enhancements.
Buckle up, the future is here.
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Embracing Employee Voices: A Guide to Building an Effective Feedback System for Organizational Change
To develop an effective feedback mechanism for employee reactions to a recent change within an organization, here are some steps that can be taken:
- Communicate the change: Before implementing the feedback mechanism, it’s crucial to ensure that all employees understand the recent change, its rationale, and its potential impact on their roles and responsibilities. Clear and transparent communication from the leadership team can help employees feel informed and valued.
- Establish multiple feedback channels: Provide employees with various options to share their feedback, such as online surveys, anonymous suggestion boxes, town hall meetings, focus group discussions, or one-on-one meetings with managers. Employees may prefer different channels, and offering multiple options increases the likelihood of receiving diverse perspectives.
- Ensure anonymity and confidentiality: Some employees may hesitate to provide honest feedback if they fear repercussions or judgment. Emphasize that all feedback will be treated confidentially and, if possible, allow for anonymous submissions. This can encourage employees to share their genuine thoughts and concerns without fear of reprisal.
- Ask specific and open-ended questions: Craft your feedback questions carefully to gather meaningful insights. Ask specific questions about the change, its implementation process, potential challenges, and its impact on employees’ work and overall experience. Open-ended questions can provide rich data and uncover unforeseen issues or concerns.
- Encourage constructive criticism: Make it clear that it is welcome and valued. Employees directly affected by the change may have valuable insights into potential pitfalls or areas for improvement. Please encourage them to share their perspectives respectfully and be open to considering their suggestions.
- Analyze and act on the feedback: Once you have collected feedback, take the time to analyze it thoroughly. Look for recurring themes, pain points, and areas of concern. Share the feedback analysis with relevant stakeholders and decision-makers, and develop action plans to address any legitimate concerns or issues employees raise.
- Follow up and communicate changes: After implementing any changes based on the feedback, communicate those changes back to employees. Let them know their feedback was heard and acted upon, and explain how their input shaped the adjustments or improvements made. This feedback loop helps build trust and encourages continued participation in future feedback initiatives.
- Continuously monitor and iterate: Treat the feedback mechanism as an ongoing process, not a one-time event. Regularly seek feedback, analyze it, and make necessary adjustments to ensure the change remains effective and aligned with employee needs and organizational goals.
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Unlocking Potential: The Power of Teaching, Training, Mentoring, and Coaching in Personal Growth
Once, a young apprentice approached an old master, seeking wisdom. “How do I find success?” he asked. The master replied, “By learning the art of influence through teaching, training, mentoring, and coaching.”
Teaching introduces new concepts. It lays the foundation upon which all other growth is built.
Training hones specific skills, sharpening the tools needed for mastery. It’s the practical application that turns knowledge into expertise.
Mentoring brings personal guidance and sharing hard-earned insights. This relationship shapes perspectives and fortifies resolve through challenges.
Coaching unlocks a person’s potential to maximize their performance. It is more about drawing out answers than putting them in.
"To teach is to master simplicity, to train is to sculpt ability, to mentor is to enrich lives, and to coach is to unveil inner greatness." – Mike Brewer Click To TweetThese four pillars are not just methods of imparting knowledge but also essential strategies for personal and professional growth. By weaving them into our development, we create continuous improvement and lifelong learning.
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Mastering the Basics: The Focus of Shoelace Tying in Elite Sports Training
![](https://multifamilycollective.com/wp-content/uploads/2024/03/Multifamily-John-Wooden-Tie-Shoelaces-1024x683.jpg)
Photo by Taylor Smith on Unsplash
Mastering foundational skills often paves the way to greatness. A captivating example of this principle is the meticulous shoelace-tying ritual practiced by a renowned coach and his team of All-American seniors. This seemingly mundane task, taught with focus and precision, is more than just a lesson in tying shoes; it embodies the essence of discipline, attention to detail, and the pursuit of perfection, critical elements in making champions.
John Wooden’s systematic approach, instructing the athletes to put their socks on slowly and carefully, smoothing out every wrinkle, and lacing their shoes tightly and precisely, transcends the act of preparing for practice or a game. It transforms into a meditative process, teaching athletes the importance of being present in the moment and giving their undivided attention to even the most minor tasks. This meticulousness is not just about avoiding blisters or preventing shoes from coming untied during crucial moments in a game. It’s a metaphor for the dedication and focus required in their training and performance.
Such attention to detail may seem excessive to the uninitiated. However, for athletes striving for national championships, it’s a fundamental aspect of their success. The coach’s lessons go beyond physical preparation; they instill a mindset. When freshmen athletes witness this ritual for the first time, their surprise soon gives way to understanding the underlying philosophy of their coach’s teachings.
This approach aligns with the philosophy of kaizen, a Japanese term meaning ‘continuous improvement.’ In kaizen, the focus is on small, consistent changes that lead to substantial improvements over time. By applying this principle to sports training, athletes learn the value of incremental progress and the power of focusing on the basics. The shoelace-tying lesson is a perfect embodiment of this philosophy. It’s about doing simple things extraordinarily well, a principle that can be applied in sports and various aspects of life.
The broader implications of this practice extend into personal and professional realms. In the business world, for instance, this approach can be seen in the meticulous attention to customer service or the continuous refining of products. Personal development is about mastering fundamental skills before moving on to more complex tasks. This philosophy encourages a growth mindset, where challenges are seen as opportunities to learn and improve.