HIRE
Stop Hiring From Panic. Leverage Real Need.
Every team feels "busy" sometimes. That's not a hiring strategy tho.
Hiring because someone is stressed is how overhiring (or going broke) begins.
Simple Capacity Planning Checklist:
- Workload: What actually needs to get done? Prioritize real, high-impact tasks
- Capacity: What can a strong performer realistically handle each week?
- Gaps: What's truly missing not just what's annoying or overwhelming
- Hire Criteria: Is the role defined? Are outcomes and ROI clear?
If the above list feels hard to answer, hiring probably isn't the priority.
LEAD
Annual Reviews Aren't Leadership.
If the only time you provide feedback is during an annual review, you are not leading (or caring).
Real leadership happens real time, not when HR says you have to.
Better Way:
- Hold regular 1-on-1s. Minimum monthly. No skipping.
- Use them for coaching, not just updates. Projects matter but people do more.
- Make feedback normal. Keep it short, honest, and focused. Daily is ideal.
Nobody wants feedback when it's too late to fix it. Clear = Kind.
GROW
Why Are All Projects Half-Done?
If your team keeps starting projects that never finish, it's not a time problem. It's a clarity or ownership issue.
The way your team executes is a direct reflection of your leadership. Missed goals say a lot.
Try On:
- Set 3-5 key goals quarterly per role (yes, everyone)
- Break goals into milestones (think SMART goals)
- Use regular updates for accountability (weekly or biweekly)
- Adjust only when priorities shift, not just because something feels hard
You can fix execution gaps easy, just not by ignoring them…