# data[].attributes.headline
Thinking big — managers generally paint big goals

# data[].attributes.subject
Thinking big — managers generally paint big goals

# data[].attributes.headline
Curious to know if there are inconsistencies in management approach across managers

# data[].attributes.subject
Curious to know if there are inconsistencies in management approach across managers

# data[].attributes.headline
Conversations are often based in goals - org goals, project goals, and/or goals for the direct report 

# data[].attributes.subject
Conversations are often based in goals - org goals, project goals, and/or goals for the direct report 

# data[].attributes.headline
What are we not doing, or what we are going to stop doing — not always spelled out

# data[].attributes.subject
What are we not doing, or what we are going to stop doing — not always spelled out

# data[].attributes.headline
Staff generally feel valued in their work. 

# data[].attributes.subject
Staff generally feel valued in their work. 

# data[].attributes.headline
People report liking their managers and having good relationships 

# data[].attributes.subject
People report liking their managers and having good relationships 

# data[].attributes.headline
In addition to feedback, folks often times feel disheveled with varied expectations 

# data[].attributes.subject
In addition to feedback, folks often times feel disheveled with varied expectations 

# data[].attributes.body
While we're getting better, communication and providing context still not seen as central to manager role (speaking for myself, at least)

# data[].attributes.headline
Managers seem to create a safe space to make mistakes and grow

# data[].attributes.subject
Managers seem to create a safe space to make mistakes and grow

# data[].attributes.body
Managers seem to be very positive and supportive w/ direct reports, but also w/ people across the org

# data[].attributes.headline
techniques for how managers coach their folks. How can we avoid micromanagement, set guardrails, allow folks to fly, but offer feedback 

# data[].attributes.subject
techniques for how managers coach their folks. How can we avoid micromanagement, set guardrails, allow folks to fly, but offer feedback 

# data[].attributes.headline
Time tabling — when must certain things really get done by?

# data[].attributes.subject
Time tabling — when must certain things really get done by?

# data[].attributes.headline
being a coach vs. manager - how to balance this? Also, mentor, too?

# data[].attributes.subject
being a coach vs. manager - how to balance this? Also, mentor, too?

# data[].attributes.body
Not every manager, and not all the time —but we are clearly not giving enough HAT feedback

# data[].attributes.headline
what does inclusivity look like? are our managers creating space to talk about race and identity in our coaching? Do people feel seen and respected (question for Promise54)?

# data[].attributes.subject
what does inclusivity look like? are our managers creating space to talk about race and identity in our coaching? Do people feel seen and respected (question for Promise54)?

# data[].attributes.headline
Maybe SLT members should emulate Rachel's newsletters?

# data[].attributes.subject
Maybe SLT members should emulate Rachel's newsletters?

# data[].attributes.headline
Feedback and check-ins sometimes feel very focused on projects, and less on professional development and longer term goals 

# data[].attributes.subject
Feedback and check-ins sometimes feel very focused on projects, and less on professional development and longer term goals 

# data[].attributes.headline
Maybe have a coach observe managers giving feedback, then give feedback to managers, and have managers do more reps with coach guidance

# data[].attributes.subject
Maybe have a coach observe managers giving feedback, then give feedback to managers, and have managers do more reps with coach guidance

# data[].attributes.headline
Emphasis on increasing trust and autonomy

# data[].attributes.subject
Emphasis on increasing trust and autonomy

# data[].attributes.headline
I like some sort of a formal structure - monthly workshops geared toward sharing promising practices, collaborating, etc. 

# data[].attributes.subject
I like some sort of a formal structure - monthly workshops geared toward sharing promising practices, collaborating, etc. 

# data[].attributes.body
I feel like I want to learn from others who are stronger than me!

# data[].attributes.headline
All managers should carve out time to ask for feedback from direct reports

# data[].attributes.subject
All managers should carve out time to ask for feedback from direct reports

# data[].attributes.body
Need to model appreciation of feedback (and gently encourage direct reports to engage if it still seems  risky)

# data[].attributes.headline
do managers fully know themselves and their identities? Strengths / areas of growth? Triggers? Do they convey this to their people? Are they being vunlerable?

# data[].attributes.subject
do managers fully know themselves and their identities? Strengths / areas of growth? Triggers? Do they convey this to their people? Are they being vunlerable?

# data[].attributes.headline
Norming on the role of the manager across the organization; where are there opportunities for consistency in practice?

# data[].attributes.subject
Norming on the role of the manager across the organization; where are there opportunities for consistency in practice?

# data[].attributes.headline
Groups based on level in organization? (ex. manager group, etc.) To learn from each other and feel supported and also to see if there are inconsistencies

# data[].attributes.subject
Groups based on level in organization? (ex. manager group, etc.) To learn from each other and feel supported and also to see if there are inconsistencies

# data[].attributes.headline
Quality training for managers or shared reading/discussion

# data[].attributes.subject
Quality training for managers or shared reading/discussion

# data[].attributes.headline
creating "opportunities" instead of a deficit of inconsistencies

# data[].attributes.subject
creating "opportunities" instead of a deficit of inconsistencies