SLT Nature Canada Group Coaching 10th December 2024 by Shauna Moran

Purpose of Today’s Session: To align as a leadership team, celebrate wins, and co-create solutions for continued success in the second phase of the pilot.

info29664 — 2024-12-06 19:35:57 UTC

Candor

info29664 — 2024-12-10 15:43:12 UTC

Respect different perspectives & experiences

info29664 — 2024-12-10 15:43:36 UTC

Keep anchored on the 'So, what' - what do I/others need to do to meet those challenges.

info29664 — 2024-12-10 15:44:46 UTC

There will never be one perfect system to make everyone happy

info29664 — 2024-12-10 15:46:19 UTC

Embrace flexibility

info29664 — 2024-12-10 15:47:03 UTC

Skip level meetings have been the most positive they have ever been

info29664 — 2024-12-10 15:49:16 UTC

Old staff reapplying to work here again

info29664 — 2024-12-10 15:49:45 UTC

Nature on the hill project

info29664 — 2024-12-10 15:50:39 UTC

Professional development + team retreats

info29664 — 2024-12-10 15:52:09 UTC

Campaign plan structure - supports where to spend our time based on impact (Comm)

info29664 — 2024-12-10 15:53:11 UTC

Program team meetings are more collaborative

info29664 — 2024-12-10 15:54:15 UTC

The change management muscle is there. We can get everyone on board

info29664 — 2024-12-10 15:55:02 UTC

Comms team sharing speaking responsibility

info29664 — 2024-12-10 15:55:44 UTC

Morale is really high- they decorated!

info29664 — 2024-12-10 15:56:22 UTC

Team going into projects they don't have experience in and doing it well.

info29664 — 2024-12-10 15:57:38 UTC

Are we a 4DWW organization? Are we ready? An answer to what's going to happen to the 4DWW after the pilot.

info29664 — 2024-12-10 16:00:27 UTC

Solutions bank & agreement (considering donors, organization, teams) ... supports that are available when... sick days are extended, people quit or are let go, we have a lot of travel, and holiday Mondays, increase in workload.... field work...

info29664 — 2024-12-10 16:02:37 UTC

What are we going to ask staff members to do differently? (what are our expectations of great work in the 4DWW)- explicitly clear

info29664 — 2024-12-10 16:06:20 UTC

Support our team's to create white space for deep work

info29664 — 2024-12-10 16:11:52 UTC

Document- language, guidance

info29664 — 2024-12-10 16:17:00 UTC

Timeframe- when does this end?

info29664 — 2024-12-10 16:17:17 UTC

Unwillingness to go back

info29664 — 2024-12-10 16:18:59 UTC

Commitment and confidence that we are going to do this and if we go off track, we can deal with it.

info29664 — 2024-12-10 16:19:50 UTC

Mindshift- are we all in the place where we feel like we're all in a 4DWW? - How do we give permission for Friday work?

info29664 — 2024-12-10 16:30:36 UTC

If they choose to work....follow process for Lieu time... Overtime versus ... if things come up send it in advance... How do we hold people to taking that space on a Friday? How do we identify if it's a team member who isn't suited for a 4DWW? (getting the workdone in a 4DWW) - Do they have to work it??

What is the profile of someone who can work well in a 4DWW?

info29664 — 2024-12-10 16:33:30 UTC

What does healthy modelling look like?

info29664 — 2024-12-10 16:39:47 UTC

Scheduling emails & slack

Being aware of team members responsiveness

Expectations on email response- team and department expectations

Desiloing- Critical functions (what is critical) that have to be managed... Contingency plan for longer leaves of absences- (moving resources to address the pain points, temp, redeployed, cross training)

info29664 — 2024-12-10 16:44:48 UTC

Timing- when do we cross change? Into January to have it as an ongoing process....