Excellent HBR article on effectively managing change. Whether you have something to say, or nothing to say (e.g. no new updates/can't share yet), get out of your office and talk with your employees. Tell them the reason for the change, give them the WIIFM, bring them along the change journey with you. Involve them as much as possible. You either make an investment up front (by doing it right) or you pay a bigger price down the road (by dragging people kicking and screaming because the change wasn't implemented correctly). Your choice. ​https://hbr.org/2018/10/dont-just-tell-employees-organizational-changes-are-coming-explain-why

​I have found in my life, both personally and professionally, that I reach my goals more quickly and with less effort if I have a strategy. That said, at times the best strategy for me, at least in the short run, was to "wait patiently." What's been your surprise strategy that's worked for you?

Feedback is essential for growth, and 360-degree feedback offers a well-rounded picture to guide development planning. In this Mettl article, I highlight three ways you and your organization can use 360-degree feedback to drive even higher levels of performance and employee engagement.

How has feedback helped you improve?

​How do you measure the impact of your investment in coaching? As I note in this Training Industry, Inc. article, results from coaching start to emerge fairly quickly. To make the most of your partnership, you'll want to be clear about how you'll gauge success. Some common tools and metrics include 360-degree assessments, employee engagement and retention, and coachee retention and promotion.
​
What coaching success metrics are most valuable for your organization?

​I've watched my fair share of ice hockey… including several years of live action with season tickets. And, I've always been a huge fan of "The Great One" - not just because of his prowess on the ice, but for his unique ability to treat the sport as a true team event. Gretzky is right: you do miss [the opportunity] if you don't take the shot. But, isn't there a risk when you take the shot, miss, and end up with a giveaway [the opposition gains possession]? Translating that to the workplace - is that like making that presentation [with blunders], or taking on a new responsibility [and blowing the first assignment], or going after the big promotion [and you're not selected]? Well I'm here to tell you, I've taken LOTS of shots and missed. And yet, I'm still standing, still learning, and most importantly, still helping others! So I say, take the shot. Yes, you might miss [or miss big if there's a giveaway]. But what's the worst that can happen if you try and miss? More importantly, what's the BEST thing that can happen if you try and score? You won't know unless you try!