Blog
#Management
9 post(s)
-
How to Use an OJT Plan Template: Goals to Final Review
A walkthrough of the OJT plan template I built in training: how goal-setting, phasing, coaching, tracking, and review fit together, and how to adapt it.
-
OJT Isn't Teaching — It's Designing a Path to Autonomy
Training taught me OJT isn't teaching — it's designing the conditions for someone to become self-sufficient, built on three layers and five trainer postures.
-
Autonomy support runs both ways: reading Why We Do What We Do
Reading Deci and Flaste's Why We Do What We Do reframed motivation for me: we're shaped by society, but we also shape it — even in a controlling environment, how we treat others can nurture their autonomy and sense of competence.
-
A little levity inside seriousness: reading Humor, Seriously
Reading Humor, Seriously reframed levity for me: not a trick for laughs, but a way to build safety — what leaders need most is humanity, not polish.
-
The day I stopped trying to move other people — Adler's separation of tasks, finally landing
From the days when I was wearing myself out trying to make other people move, to the moment 'how others evaluate me is their task' actually hit me at work. A reading note on how The Courage to Be Disliked's separation of tasks finally landed, at home and at the office — and the 1-on-1 phrase I use to keep the principle alive in daily conversation.
-
Knowing psychological safety isn't enough — the four stages: understand, design, implement, reproduce
Many people can say psychological safety matters. Few can actually design it into a team, and fewer still can reproduce the same level in a different team. A four-stage model — built on Amy Edmondson's research — for moving from understanding to reproduction, the four leader behaviors that make it concrete, and why psychological safety only works when paired with accountability.
-
Reading Notes on Reinventing Organizations — Why Pyramids Fail and How to Build a Self-Driven Team
A reading note on the illustrated introduction to Reinventing Organizations (Teal). Tracing organizational evolution from Red to Teal, this article unpacks why pyramid structures break at scale, what genuine delegation looks like, and how a rookie team lead can stop accidentally killing intrinsic motivation.
-
Thinking 101 — Fluency, Confirmation Bias, and the Opposite Question
Reading notes on the Yale intensive lecture-based book Thinking 101. Five concepts that sharpened how I form and test hypotheses at work: fluency-driven overconfidence, why plans are always too optimistic, confirmation bias as a survival strategy, and the surprisingly simple technique of asking the opposite question.
-
From Funeral to Adventure: A Manager's Real Art of Asking
A manager's words decide if meetings feel like funerals or adventures. From The New Art of Asking: expedition mindset, four rules, the see-build-ask cycle.