- How can I extract the most value to me from the learning process?
- How can I apply what I’m learning about working in a group in taking leadership roles at work?
- How does value extraction happen regionally?
- How can we evaluate what cannot be measured in the traditional sense?
- If I am currently more of a “manager” can I grow into more of a “leader”? In what ways do I want, not want to do this?
- Does Tanasuk effectively align reward structures with strategy?
- Are we rewarding people for growth that benefits the company or for growth in the ability to ask for a raise?
- What are my assumptions about the people I work with, boss, clients, staff, service providers?
- How is this helping me/not helping me to be effective?
Yay for Lancaster for being a program that encourages meta cognition 🙂
and yes, I will work on sharing my thoughts as I try to answer these questions for myself…
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