Beth SchaeferFebruary 8, 2022Advance Your Career, Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog

The Great Resignation Transformation Intro: Is The Great Resignation Time for Your Career Transformation? | A Workplace Blog

To coincide with the IPD Expert Insights free webinar series on transforming the workplace using the Modernization Playbook, I thought I should take a look at workplace transformation on a personal level. For the first time in quite a while, workers are in demand so it stands to reason that they in a position to force their employers to “do better,” not only on compensation, but on benefits, working conditions, and even employee engagement.

America is in the midst of The Great Resignation: I found plenty of statistics that confirmed this, but this set paints the picture quickly and clearly:

24 million Americans quit their jobs between April and September 2021
4 million Americans quit their jobs in September
5 million Americans quit their jobs in November
Vacant jobs are still setting records with December 2021 showing 10.9 million openings in the U.S.

Since many of these departures were related to the pandemic and people not wanting to be in roles required to interact in-person, it is not surprising that as the economy recovers, current demand has risen for Industries related to travel, hospitality, and recreation.

However, the shift in how America works has also created vacancies in software and IT services, corporate services, and finance.

A MarketWatch article cited statistics from Glassdoor after it released its annual 50 Best Jobs in America for 2022. The IT field was on top – actually taking all top 10 spots. Enterprise Architect was in the #1 spot. You can make $144,997 annually and with 14,021 job openings, you can probably find something to meet your work/life balance needs. Think of the value-add you bring to an IT role if you added some business architecture to your resume!

Not wanting to do IT? Some non-tech jobs in the top 50 included: HR Manager (#13), Corporate Recruiter (#17) and HR Business Partner (#39). Also all roles that would benefit from business architecture training.

When I started on the topic of career transformation, I was going to write one article; however, I found so much information that I decided to write a series instead. The Career Transformation Series will help you assess your own career situation and provide some possible actions steps for you to take so that you capitalize on The Great Resignation.

Beth Schaefer, Director

IPD at Metro State

A woman in a business suit leans her head on her hand, looking straight at the viewer, with a laptop in front of her. She looks tired.

February

Part 1: Should I Stay or Should I Go Now?

Evaluating Your Current Organization and Situation

This article will include information about evaluating your current work culture, the signs for departing, and a workplace asset assessment.

March

Part 2: You’ve Got Leverage:

Using The Great Resignation to Transform Your Current Situation

If you decide to stay, this article will focus on the steps you should take to move your career forward, including tips for negotiating better compensation, steering for a promotion, and building your personal career brand.

April

Part 3: Make Your Move:

Leveraging The Great Resignation to Make a Career Change

If you decide to go, this article will provide resources for casting a wide net, preparing for a career transition, and ensuring you negotiate compensation in line with your worth.

If you are interested in researching on your own, check out this list of resources to get started.

Register For The Marvel of the Playbook

Tuesday, March 1, 2022 Noon – 1pm

CLICK HERE

Beth SchaeferDecember 16, 2021Advance Your Career, Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog

The Beatles & Your New Year’s Resolution | A Workplace Blog

Are you in need of a New Year’s Resolution, or a Performance Goal?

If you are as old (mature) as I am, you will remember the craze around a little book by Robert Fulghum entitled All I Really Need to Know, I Learned in Kindergarten.

Now, we have the 2021 version of that book: The Beatles: Get Back documentary. The documentary itself does not call out or highlight lessons, but you can find tons of social media lists that discuss how this documentary is a playbook for production and creativity.

Turns out, the The Beatles not only Get Back; but they also got your back, too.

Here is a Baker’s dozen on lessons for productivity/creativity/problem solving that you can use for self-reflection.

Take a look at the list, pick one lesson you can improve on, and make it your 2022 Resolution!

1.Wait To Speak.

When brainstorming, one person speaks at a time; listening is more important than speaking.

2. Be Silly.

If you do not speak up with an idea because you are scared of looking stupid or silly, your best ideas will never get put into action.

3. Be Silly (Yes, Again).

Have fun with the people you are collaborating with. Humor only helps productivity – moments of levity can spark creativity.

4. Always Say, “Yes.” Or, Maybe “Yes, And…”

Do not dismiss the ideas of others – especially, if you do not have an alternative idea to suggest. “That is a good idea, and we could also…”

5. Let It Be Go

If you keep bringing up an idea that no one else can embrace, let it go and move onto the next idea. (See me demonstrating silliness here with my word play on a Beatles song?).

6. Do not seek perfection.

Rather than revising and revising and revising until you have the perfect product, just get something going. Build the skateboard, then the bike, then the motorcycle, and then the car.

7. Embrace accidents

(Like Covid?) and build on the directions they take you.

8. Eat and drink.

The science is right. If you do not take time to stay hydrated and fuel your body, your problem solving will suffer.

9. Give credit.

If someone else has the winning idea, give that person their kudos for it.

10. Switch gears.

If something is not coming together, move onto another idea or project and circle back with fresh eyes and thoughts.

11. Try it out.

Even if something does not seem quite right, try it for awhile to confirm it’s not right, or to see how you can improve it.

12. Respect others.

Even if someone in the group is less experienced or seldom speaks up, their perspective is valuable (or even more valuable) for its lens and freshness.

While these lists are over the internet, here are a few sites I referenced:

Nick Jakusz from 95.8 The River, The Morning Crew at 98.7 KLUV, and Brittany Wi at The Huffington Post

Beth SchaeferOctober 6, 2021Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog

Taters, Turkey, and TP Anyone? | A Workplace Blog

(Radio buzz) Ahh, Houston, we have a problem… we are out of turkey and Aisle 26 needs more toilet paper.

Worried about shortages in holiday gathering supplies? Now more than ever, business architecture has a role to play.

I heard it on the news (the real news on TV), expect shortages in the supplies you need to host holiday gatherings*.

I do not want to start hoarding or stampeding, but as the host of the family Thanksgiving, I am getting a head start on determining the head count and assigning outside dishes so the people can plan. To make room in a freezer for an early turkey purchase, somebody needs to eat down their frozen dinners and ice cream, and one must provide time for that to happen.

And, my family does a lot of baking… we all remember the great yeast shortage of 2020. While others are focused on Halloween candy, I am getting my pantry stocked with supplies to make bars, cookies, and candy.

The logistics and supply chains associated with my household are much more complex than they used to be.

While I keep wanting the pandemic to be over, one of the ways it keeps circling back is in the form of supply chain issues.

Other than Business Architecture class, I did not pay much attention to supply chain theory, but now, my life is daily affected by the supply chain.

I suppose it always was affected daily by the supply chain but in a positive way. I could go to a store or restaurant and get whatever I wanted or needed as long as I had money to pay.

That is no longer the case.

As I stood 15^th in line at Fleet Farm last Friday with my weekend DIY project items (only 2 registers open because there were not enough employees), I noted a missed profit opportunity because all the “impulse-buy” racks were empty. Was the product sitting…

in the back waiting for an employee to stock?
at a distribution center waiting for a driver?
on the cargo ship waiting in line for a loading dock?
at the factory waiting for wrappers?
in pieces needs waiting for ingredients still trying to be procured?
All of the above?

Note: It was a long wait, so long that the guy behind me had time to rethink his impulse buy and return his bag of candy corn to the bin. Ray of sunshine that there was a giant bin of candy corn?

Now more than ever it is important for those who manage the supply chain to make sure they understand business needs and that the business understands customers’ needs.

Now more than ever, business architecture has a role to play.

A motto of good business architecture is that it should solve a business problem, and the current supply chain issues are giving plenty of opportunity for problem-solving.

Beth SchaeferAugust 9, 2021For the Public Sector, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

The Top Four Obstacles to Problem Solving | A Workplace Blog

This month we are featuring a free webinar on how to solve problems so that you do not need to solve them again.

So, I took a quick look out on the world wide web, to see what obstacles people are facing to getting problems solved – especially as many of us are in transition from remote working to being back in the office.

Turns out that, at least at a high level, it does not matter if you are remote or in the office or somewhere in between. The obstacles seem to be the same.

Lack of communication and sharing of information
Lack of long-term thinking
Silos, and along with that, not having everyone moving towards the same goal or in the same direction
People who seem uninterested in engaging in problem-solving

Depending on the survey or article, these will change in order, but they remain quite consistent.

Consider this – do you have a process to solve problems? Defining a problem-solving process and reflecting on how to make it better each time you finish solving a problem will help you address these four obstacles.

We are interested in hearing from you. Take a minute to answer our survey question. We will share the results in our webinar on August 25^th.

Beth SchaeferJuly 28, 2021Business Architecture Expert Insights, Expert Insights - archives, past webinar, Uncategorized

Standing Up a Business Architecture Practice Part 3 – Your Governance / Past Expert Insights Webinar

This is a continuation of Standing Up a Business Architecture Practice:

Part 1: Your Value Proposition can be viewed HERE

Part 2: Your Practice Charter can be viewed HERE

This third and final session in Standing Up a Business Architecture Practice poses questions that should be considered when it comes to the governance of an enterprise-level business architecture practice.

Participants will learn about considerations for:

Engagement – How do others access your services?

Deliverables – What products and services are you providing?

Interactions – What are the roles and responsibilities of the people involved?

How do you stand up a business architecture practice within an organization?

This 3-part Expert Insights Webinar Series will provide strategies used by Maureen Mathias to stand up a practice in her organization.

* Please Note

This Expert Insights focuses on Business Architecture and is intended for an audience with a background or understanding of Business Architecture.

r this webinar, I am agreeing to being added to the IPD monthly e-newsletter list.

Maureen Mathias

ABOUT THE PRESENTER

Maureen Mathias earned her Master of Arts from Rutgers University, later adding a Certified Business Architect from the Business Architecture Guild and a Business Architecture Certificate from Metro State University in St. Paul Minnesota.

Maureen started a journey in 2008 that led to a career as a business architect. “Through the journey, it seems I have hit every situation you would want to avoid. One thing that stands out, is that a business architecture practice anywhere must fit the culture and the needs of an organization.”

In her business architect role for an insurance company, she has established training for the teams that utilize architecture tools and for those that need to learn what business architecture is and how it relates to their day-to-day responsibilities for several years.

Maureen is excited to share her experience: what works and what does not as well as learn from the experiences of other business architects.

IPDJune 30, 2021Uncategorized

Yes, We are There! Or Are We There Yet?

Returning to “Normal” After the Pandemic

Sailing Out of the Pandemic Eye

How come returning to “normal” seems to be so much harder than pivoting to pandemic status?

First, I have to say, it has been awhile since I have heard anyone use the word “pivot”- in spring of 2020, I got tired of hearing it. Is the absence because we no longer need to pivot, or we have burned out from pivoting?

Second, I love metaphors, and water offers endless metaphors to use; this is warning that there are three metaphors ahead.

Now that we (The nation, Minnesota, my workplace, my family) have new guidelines for the “fully vaccinated,” I thought I would be leaving the choppy seas of the pandemic and would be heading into smooth sailing.

That is not the case.

Originally, I thought the strict rules BV (before vaccination) of pods and masks, cooking and eating at home every night, and social distancing were the storm. If I could survive that storm (that included the pivoting, the unknown, the weekly or daily changes from science on what to do to be safe), I would be doing the dance of joy once I was fully vaccinated.

Also, not the case.

I have come to believe that all of the “hard stuff” I just mentioned was not the choppy seas, but rather, the calm waters in the eye of the storm.

I sailed through choppy seas to readjust my life to pandemic rules in spring of 2020 – and quite quickly – I might add.

Then, I hung out and learned to live with the pandemic rules for a little over a year.

And now…. Now I am trying to sail back into “normal,” and exiting out the other side of this storm is just as choppy – maybe choppier – than sailing into the pandemic!

I wrote an article a few months back on pandemic changes that would stick because I think many of us are still evaluating what we want to bring forward from the pandemic to define our new “normal.” While we may have some freedom to take our time on a personal level, our jobs may not be so patient.

In talking to the customers that IPD serves, many of you are in the midst of transitioning back to the workplace, or planning to transition back, or being told to transition back. Some of us will never have to transition back (My department is on this list, but not my organization). The anecdotal evidence I have from those conversations is that the transition to return to work is much harder than the transition to work from home.

This is curious as we often find “rip off the band aid” change to be jarring and chaotic, yet in March of 2020 all aspects of our lives made the transition to pandemic rules: schools, workplaces, healthcare, government services, banks, restaurants, grocery stores. And, while there were pockets of logistical nightmares, many made changes (mainly with IT) to meet needs in a just a few weeks; when prior to the pandemic, those changes had been discussed or creeping forward for years!

Perhaps sailing out of the eye of the pandemic storm is so difficult because we have some freedom of choice back. On the way in, the course was determined for us by government and science recommendations, but now we are back to everyone being “captain of their own ship,” and getting our fleet (whether friends, family, or coworkers) to all chart the same course is difficult.

My solution to almost every problem I experienced during the pandemic was to give people grace, and my strategy for sailing the choppy waters from pandemic to new normal will remain to give people grace. For those in leadership roles, checkout the “Return-to-Work Phobia” article for how to provide grace in the workplace.

“Ahoy!”

Beth Schaefer,

IPD Director

Beth SchaeferJune 30, 2021Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog

Return-to-Work Phobia | A Workplace Blog

What can leaders can do to ease the fear of returning to work after Covid?

Many people are dreading the return to work: the commute, unnecessary in-person meetings, sitting a cubicle, eating lunch at their desk…

For over a year, public health messaging has been that the safest place to be is your home, so it is hard to turn off that messaging just because your cubicle wants you back. Only 44% of workers are comfortable going to a workplace outside their homes. 2/3 thirds have anxiety over returning to work.

Some of the reasons for this anxiety are:

Fear of infection – Many households have someone vulnerable to Covid due to underlying health issues
Grieving – 600,000+ people died of Covid, which means many more of us are still adjusting to life without a family member compared to a non-pandemic time
Distrust of medical institution recommendations – Changing science recommendations as we learned more about the virus, plus a history of inadequate care for Black and Brown people, lead some to distrust any recommendations, including the Covid vaccine
Daycare shortage – Many in-home daycares went out of business, and large centers are having trouble hiring staff
Isolation = depression – The isolation needed for the pandemic could have led to undiagnosed or unidentified depression, so for some, anxiety about returning to work may be a symptom of something larger
Resistance to change – Always a certain percentage of people who just do not want change or are not sure what they want their post-pandemic normal to be – Read more about this in the article Yes, We are There! Or Are We There Yet?

Many people are voting with their feet by leaving jobs that require them to transition back to the cube lifestyle and choosing jobs that offer a more flexible hybrid model or to not work at all.

While many decisions about the transition back to the office are made by the organization, many of those decisions focus on the physical environment: protective plexiglass, higher cube walls, new barriers, mask rules, installation of numerous sanitizer dispensers, reduced room occupancy rate, temperature screenings, etc.

This means that supervisors and managers need to focus on the emotional needs and recognize the true trauma that many faced and are still facing because of the pandemic. While many leaders may feel that handling staff emotions falls outside their roles, research will tell you that employees who feel their concerns and well-being are being addressed by employers are far, far less likely to seek new employment. And, having flexible policies to accommodate the transition will help you hire all those people leaving their inflexible roles.

Five Actions for Leaders to Manage Return-to-Work Phobia After COVID

Proactively address concerns with your team members:

When you sense or hear statements that relate to Return-to-Work anxiety, have a conversation with the person and ask that person to bring the root cause and suggestions for addressing it to you.
If someone proactively brings up concerns, be honest and sincere about finding solutions within the organization’s policies.
Remind employees about Employee Assistance Programs.
Encourage employees to know and pay attention to their stress warnings: clenched jaw, quick breathing, fidgeting, neck or shoulder pain, etc.

Rethink your communication plan:

Communicate the organization’s return-to-work expectations to your staff. Even if the organization sends a mass message, reiterate what that means for your team.
If the organization’s expectations are not clear to you, request more communication from your leadership.
Update frequently. We are still in a time of new information and new guidelines; keep updating as necessary.
If you have some people still working from home, make sure you include them in all communications. One of the biggest complaints from remote workers is lack of information from their leaders.
Consider daily check-ins with staff, not on work getting done, but on how they are feeling. Keep your finger on the pulse of their health, families’ health needs, caregiving to extended family, changes in daycare, and school situations. Let people know that it is OK to not feel OK.

Experiment on working models, if you can:

If you do not need to nail down a new working model, take time now to try out different modes, schedules, and combinations to find the one that works best for your team.
Offer the option of an iterative change back to the office.
Invite your staff to provide suggestions and feedback on creating a safe workspace to add a sense of control.
Be prepared for special accommodations, flexible work time, modified work schedule. If in a union environment, also pay attention to contract constraints, and know that accommodations for one person without official paperwork may need to extend to all.
Be flexible and realistic with expectations. Even though people are returning to the familiar, it is still a change, and normal change curve phases (Denial, Resistance, Acceptance, Commitment) will apply.

Be optimistic:

Optimism, joy, gratitude, and humor can spread the same way that fear and anxiety is spread.
Reinstate the fun aspects of being in the office together. Celebrations, ordering lunch in, wearing jerseys for game days, etc.
Consider how to virtually loop in those who work from home to have fun too.
Give your team time to interact without you. Colleagues are more excited about seeing each other than they are for more face-time with their boss.

Focus on wellness for yourself (and encourage your staff to do the same):

As always, practice a healthy diet, get plenty of sleep, and get some exercise.
Fear can weaken your immune system. Eliminate or limit activities that increase anxiety, such as:
Watching a news show (look for 5- minute news summary option)
Having conversations that only focus on negativity and fear

Using these 5 strategies can help you reduce your concerns and the concerns of your staff as you transition back to the workplace.

Beth Schaefer,

IPD Director

Sources

After a Year of Remote Life, New Anxiety Emerges; Returning to Work by Paul Caine from PBS in Chicago
Back to the Office Anxiety? How to Keep Your Fears in Check by Dr. Margie Warrell from Forbes
Child Care Crisis will Linger After Pandemic by Pat Baustian and Heidi Omerza from Star Tribune
Do You Have a Fear of Returning to the Office? By Emma Beddington from The Guardian
Why fear is the greatest obstacle to Returning to Work? by Allison Velex from SHRM
Years of Medical Abuse Make Black Americans Less Likely to Trust Covid Vaccine by Dan Royles from the Washington Post

Beth SchaeferJune 2, 2021DEI Blogs, Professional Development and Career Advancement Blog

Five Criteria For High-Quality Diversity Training | A Workplace Blog

The workplace is full of buzzwords … Some that you may know and love (?) are: pivot, synergy, transparency, bandwith…

Most started out positive, but have devolved into a joke because they are more talk than walk (another overused workplace buzzphrase).

This year, “Diversity, Equity, and Inclusion” have also become words the workplace uses more and more. The difference; Diversity, Equity, and Inclusion (DE&I) are not just buzzwords.

These values deserve and need to be a focus in our workplace goals and strategies and are far too important to just end up a part of the buzzword pile.

Instead of just talking, taking action to make real change should be part of the strategy going forward and training for your workplace is often a good first step.

Please be aware that the popularity of DE&I has made many trainers become sudden experts; all eager to sell your organization on their training. When I searched Google 1,370,000,000 results came up under “Diversity Training.” With so much to choose from, how do you sift through all of these training options and find one that will actually be affordable and make a difference?

To save you time, I researched what makes a good DE&I trainer and combined the information I found into five key criteria.

Training and trainers should…

Focus on changing behavior, not just increasing awareness.
Directly teach actions of inclusion. Do not assume that people know how to intuitively be inclusive even when they want to be.
Encourage leaders to also attend training that is focused on improving their own DEI-related skills.
Offer organizations assistance in setting DE&I strategy and training goals that are actionable and in the forefront of the organization’s goals and work.
Have individuals set a measurable diversity goal to work on outside of the training session. The goal should be just outside their comfort zone with support that encourages, not shames mistakes.

Please keep in mind that even if diversity training for your organization seems impossible right now, you can use the criteria as an inspirational list while you start putting resources towards meaningful intentional workplace changes.

Resources

Beth SchaeferMay 6, 2021For the Public Sector, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

Why It Makes Dollars and Sense to Improve Workplace Mental Health | A Workplace Blog

May is Mental Health Awareness Month

Things You Can Do Now To Improve Your Organization’s Mental Health – Even While Working From Home

In the past, I would have dismissed this topic as something that is so distant to me, I would not even need to glance in its direction.

I would much rather focus on other topics that can claim May as their month:

American Cheese – and not just the slices in cellophane wrappers, but the artisan chesses. The American Cheese Society encourages you to visit a local cheese producer.

Asparagus- hard to grow, but easy to cook.

Barbecue – obviously, go out to eat

Bikes – featuring National Bike to School Day on May 5^th

Even, Correct Your Posture Month sounds more appealing than a discussion about mental health, and oh, so easy, to celebrate. This website says to stand up from your desk every 30 minutes.

Mental Health – no so fun and not so easy to focus on.

While, in theory I know the stigma attached to mental health and seeking help needs to be removed; when it comes to myself it is easy to think, “I am just fine – thank you very much.”

In actuality, being just fine would put me in the minority.

Forbes reported that 75% of U.S. Workers have struggled at work this past year due to anxiety caused by the Covid-19 pandemic and other recent current events.

While many companies are mentioning their support systems more frequently to help their employees with mental health – like the Employee Assistance Program (EAP) that Metro State employees can tap into, I feel it quite unlikely that I would make that call because I feel “stressed.” Perhaps, you are like me. Even though you are struggling with stress, you are not ready to make an official call for help.

So, what can you and I do to contribute to positive mental health of our workplace – especially when working from home?

#1. Take Care of Me

Yes, you first.

You cannot help others if you are unhealthy.

Keep a regular schedule each day that includes specific times to:
1. Stop and start work
2. Connect with family and friends, and
3. Provide self -care (time to eat, exercise, and sleep).
Use relaxation techniques, such as the 5-4-3-2-1 Coping Technique
Distract and redirect energy into activities that bring joy – for me – gardening
Schedule time away from screens and get fresh air
Set up an ergonomically correct work station

#2. Take Care of Your Coworkers

Now that you cannot gather around the water cooler each day, this is even more important.

Show empathy when others share their anxiety
Schedule time to routinely check in with coworkers to ward off isolation
Encourage them to use the EAP if you hear something troubling
Encourage them to be assertive, yet courteous, and say “no” to work or deadlines that go beyond understood boundaries
Encourage them to do the five items above in “Taking Care of Me”

#3. Take Care of Your Staff

Leaders have extra responsibility in maintaining a health workplace culture.

Make sure your staff is aware of EAP resources
Routinely schedule 1:1 time with team members:
1. Provide space for them to “not be OK”
2. Help them feel connected to the vision and mission of the organization
3. Clarify their role and responsibilities
Encourage staff to set and keep regular work hours. Make sure they know that working from home does not equate to being available 24/7
As guidelines change, create coworking spaces where your team can meet in person now and then
If the position allows, provide flexibility for staff to control their own schedules

If your organization needs some nudging to help you create a healthy work- from-home structure, remind them that

healthy people are more productive: they…

Call in sick less
Reduce the organization’s turnover rate
Have more brain capacity available to be problem-solvers
Reduce healthcare costs

One final note, *I am not a mental health professional.*

This blog is not intended to be a substitute for professional advice, diagnosis, medical treatment or therapy.

Now, quit reading this screen and go for a walk.

Resources

5-4-3-2-1 Coping Technique for Anxiety from Behavioral Health Partners Blog from the University of Rochester Medical Center

Coping with Stress on Healthline

How to Keep Your Mental Health in Check When You Work From Home from We Work Remotely

How Working from Home is Impacting our Mental Health by Bethany Garner from Business Because

The Impact of Mental Health on Employees’ Productivity by Dennis Relojo-Howell on Psychreg

Mental Health and Remote Work: Survey Reveals 80% Would Quit their Jobs for This by Chris Westfall on Forbes

What Employers Need to Know About Mental Health in the Workplace published on McLean: Harvard Medical School Affiliate

Working Remotely During Covid-19 Center for Workplace Mental Health sponsored by the American Psychiatric Association Foundation

IPDApril 27, 2021Expert Insights - archives, Leadership Toolbox Past Expert Insights, past webinar, Project Management Past Expert Insights

Are You Fixing or Solving? / Past Expert Insights Webinar

Past Expert Insights Webinar

WATCH THIS PREVIOUSLY RECORDED WEBINAR HERE

All organizations have problems— it’s how we handle them that matters!

If it feels like your teams go in circles looking for answers to fix a problem only to have to fix it again the next month or next quarter, this webinar is for you!

Learn the difference between fixing and solving problems so that you can help your teams make real progress towards solutions so that problems are solved the first time.

You’ll leave knowing what it means to truly solve a problem and fixing pitfalls to avoid.