Green and red flags

Saying goodbye to colleagues who move or get fired (‘adjourning’ in Bruce Tuckman’s growth development of teams). Saying ‘STOP’ to a project that doesn’t fulfill our expectations. Deviating from our existing strategy in which we expended so much time and energy with people around the table.

That can be done in a better way in our departments and organisations.

In my role as consultant, I often emphasise that red flags are as important as green flags:

  • Where will we be focussing on the coming reference period as an organisation? What are not our strategic goals?
  • What are roles that our department is not yet picking up? 
  • What are future activities which are not in line with our mission?
  • Based on our core values, what is specific desired and undesired behaviour?  
  • What do I not find essential for a good cooperation with my colleagues?

To say ‘NO’ in a healthy, normalising way, gives more energy and inspiration to fully say ‘YES’ to projects and interactions that do matter.

Peter Musschoot

Founding Mind The Solution in 2010, Peter is a trusted partner across sectors all over the world (logistics, life sciences, academia, community building, scale-ups, etc.). His aim to affect people with my passion for training, team & personal coaching and large group facilitation. He also co-create change whilst building a vision with teams and organisations. His personal motto: ‘Catching People Doing Things Better’.

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