This is a small excerpt from next week's article about Oracle's layoffs. Let's normalize "knowing our people." ******************************************************************************************************* Most organizations have never built a real behavioral map of their talent. They know job titles. They know performance scores. They know who has been there longest and who costs the most. But they do not know who operates best in ambiguity. They do not know who builds trust naturally in a room full of strangers. They do not know who sees patterns in chaos, who stabilizes teams under pressure, or who would thrive in a completely different role if someone bothered to look. That is not a technology problem. That is a leadership problem. When disruption hits, and you do not have that data, the only move you have is elimination. You cannot redeploy people you do not actually understand.

Great seeing you cohort members in the office hours. As a reminder, you don't have to show up at 9 and you don't have to stay until 9:30. These are drop ins if needed or you can stay the entire time. This time is for you. Have a wonderful Easter weekend. Don't forget the reason for the season.

Today’s article on LinkedIn/Medium discussing some of the misconceptions. Micromanagement is easy to blame but many times it’s really not. https://www.linkedin.com/posts/michaelclegg1_your-team-does-not-have-a-micromanagement-activity-7445066184980398080-roTu

As we grow our group, it's important that you see value in the items that we will share. Trust has a cost. These are great scripts to work through. If you'd like a hard copy PDF, just message me, and I can send it to your email. In April, we will start having Community Calls. Buckle up. It's going to be a fun ride.