Working remotely comes with its own set of unique challenges. While I’ve always been a big fan of the work from home lifestyle and have been doing so in some capacity since 2010, I also understand that it can take a little bit to get used to.

Many people don’t like to work in teams because their teams are dysfunctional. Their teams have gotten stuck in “storming.” Plateauing at this level of Tuckman’s Model of Group Development with your team often creates the dislike of working in teams.

In this post by Peopleside on the importance of gratitude and thankfulness, they explore how renewing emotions can positively impact our well-being. We want to delve into the power of recognition and celebration, which are closely related to gratitude, but with a slightly different focus. As we approach the end of the year, it's a perfect time to reflect on how incorporating these elements into our daily lives can improve accountability, enhance project success, and foster a healthy work-life balance.

A maturity model is an assessment tool that measures the respondent's maturity in one or more areas through a series of questions. In doing so, it allows that person or group of people to determine their current state of maturity and what they need to learn or implement to advance their state. 

The Organization Development Network defines Organizational Effectiveness as how effective an organization is in meeting its intended outcomes. While the OD Network was founded in 1968 as a way for leaders in the field of organization development to connect and advance, there’s not a specific organizational effectiveness industry-governing body like the Project Management Institute or the Change Management Institute.

On our path to getting stuff done, both professionally and personally, it can be difficult to determine where to start. Sure, we can visualize what the finish line looks like. We can even sketch out a comprehensive list of everything we think will need to happen to get there. But then…roadblock.