{"id":132,"date":"2018-10-20T14:02:57","date_gmt":"2018-10-20T21:02:57","guid":{"rendered":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/?p=132"},"modified":"2018-10-22T21:29:33","modified_gmt":"2018-10-23T04:29:33","slug":"response-to-pierres-response-to-mssl-et1-el-equipo-directivo","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/2018\/10\/20\/response-to-pierres-response-to-mssl-et1-el-equipo-directivo\/","title":{"rendered":"Response to Pierre&#8217;s response to MSSL ET1 &#8211; \u201cEL EQUIPO DIRECTIVO\u201d"},"content":{"rendered":"<p>This is a response to Pierre&#8217;s response to MSSL ET1 &#8211; \u201cEL EQUIPO DIRECTIVO\u201d here:<\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"MzWrBeJt7F\"><p><a href=\"https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/19\/response-to-mssl-et1-el-equipo-directivo\/\">Response to MSSL ET1 \u2013 \u201cEl Equipo Directivo\u201d<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&#8220;Response to MSSL ET1 \u2013 \u201cEl Equipo Directivo\u201d&#8221; &#8212; Pierre Florendo\" src=\"https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/19\/response-to-mssl-et1-el-equipo-directivo\/embed\/#?secret=pMtzmDlzfS#?secret=MzWrBeJt7F\" data-secret=\"MzWrBeJt7F\" width=\"525\" height=\"296\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-medium wp-image-138\" src=\"http:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/2vd8lihdnw-300x200.jpg\" alt=\"\" width=\"300\" height=\"200\" srcset=\"https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/2vd8lihdnw-300x200.jpg 300w, https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/2vd8lihdnw-768x512.jpg 768w, https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/2vd8lihdnw-1024x683.jpg 1024w, https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/2vd8lihdnw.jpg 1600w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/>I have been reading many of the blog posts and especially enjoying the integration of our learning to our professional careers and how both the health and education sector are so closely related.\u00a0 I would like to focus my response to Pierre&#8217;s encouragement to Marcelo, to create more groups to tackle difficulties due to the perception of more work (Florendo, 2018).\u00a0 As mentioned by Florendo (2018), the urgent day-to-day activities often keep us from achieving important goals.\u00a0 This is very similar in health care and education settings.\u00a0 We are often inundated by urgent, but non-important issues where we have no other time to plan and act on important matters.\u00a0 In addition in forming more groups to tackle difficulties, I would also suggest the use of the Eisenhower Matrix to assist with prioritizing various tasks and projects.\u00a0 The matrix is sort into four quadrants: Important-Urgent, Important-Not urgent, Not important-Urgent, and Not important-Not urgent (Scott, 2018).\u00a0 Very often, we are plagued with work that is urgent and requires immediate attention.\u00a0 Some of these are important, but many more are not important.\u00a0 What&#8217;s critical of note is many of our important, long-term goals and strategies fall under the important-not urgent quadrant.\u00a0 When we are too busy and only spend our time with urgent issues,\u00a0 we often neglect what&#8217;s really important and impactful to the organization or team.\u00a0 As suggested by Scott (2018), we should be spending most of our time focusing on quadrant 2 items and not the\u00a0other way around.\u00a0 Following the suggestion of this matrix can help individuals or team to refocus on what is the most important tasks that would fulfil\u00a0long-term strategic goals.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-133 size-full alignnone\" src=\"http:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/Eisenhower-Matrix-Diagram.png\" alt=\"\" width=\"800\" height=\"703\" srcset=\"https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/Eisenhower-Matrix-Diagram.png 800w, https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/Eisenhower-Matrix-Diagram-300x264.png 300w, https:\/\/create.twu.ca\/chiefanalyzerofthings\/files\/2018\/10\/Eisenhower-Matrix-Diagram-768x675.png 768w\" sizes=\"auto, (max-width: 767px) 89vw, (max-width: 1000px) 54vw, (max-width: 1071px) 543px, 580px\" \/><\/p>\n<p>In addition to the above suggestion, I would also want to touch on Pierre&#8217;s and Marcelo&#8217;s point to &#8220;there is no blame&#8221;.\u00a0 While I understand the cultural challenges to this point, I think it plays out very often in the North Americal culture as well.\u00a0 Very often, leaders forget to hold others accountable in their team.\u00a0 Lepsinger (2010) reported the following in a research study:<\/p>\n<blockquote>\n<p class=\"p1\">In our survey of over four hundred senior and mid-level leaders, 40 percent report that employees in their organizations are not being held accountable for results and 20 percent report that managers in their organizations do not deal with poor performers. It also appears that the presence or absence of accountability in an organization makes a difference\u201477 percent of leaders in top-performing organizations report that &#8220;employees at all levels are held accountable for results,\u201d compared to only 44 percent in less-successful organizations.<\/p>\n<\/blockquote>\n<p>We often believe creating a system of accountability is only required when certain individuals or teams are low-performing, or perhaps it is considered too &#8220;micro-managing&#8221; when leaders expect regular check-ins with their team members.\u00a0<span style=\"font-size: 1rem\">Yet, increased accountability can enhance team performance, experience more success, and express more satisfaction with the members of their teams than those who are not held accountable (Lepsinger, 2010). My personal encouragement to all TSL is to consider accountability as a strategic tool to enhance the effectiveness of their team, whether it is in health care or educational settings.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p>References:<\/p>\n<p>Florendo, P. (2018). <em>RESPONSE TO MSSL ET1 \u2013 \u201cEL EQUIPO DIRECTIVO&#8221;<\/em> Retrieved October 20, 2018, from https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/19\/response-to-mssl-et1-el-equipo-directivo\/<\/p>\n<p>Lepsinger, R. (2010).\u00a0<em>Closing the execution gap: How great leaders and their companies get results<\/em>. Jossey Bass.<\/p>\n<p>Scott, R. J. (2018).\u00a0<em>The Eisenhower Matrix: How to Make Decisions on What\u2019s Urgent and Important.\u00a0\u00a0<\/em>Retrieved October 20, 2018 from\u00a0https:\/\/www.developgoodhabits.com\/eisenhower-matrix\/<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This is a response to Pierre&#8217;s response to MSSL ET1 &#8211; \u201cEL EQUIPO DIRECTIVO\u201d here: Response to MSSL ET1 \u2013 \u201cEl Equipo Directivo\u201d I have been reading many of the blog posts and especially enjoying the integration of our learning to our professional careers and how both the health and education sector are so closely &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/create.twu.ca\/chiefanalyzerofthings\/2018\/10\/20\/response-to-pierres-response-to-mssl-et1-el-equipo-directivo\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Response to Pierre&#8217;s response to MSSL ET1 &#8211; \u201cEL EQUIPO DIRECTIVO\u201d&#8221;<\/span><\/a><\/p>\n","protected":false},"author":960,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9,6,11],"tags":[],"class_list":["post-132","post","type-post","status-publish","format-standard","hentry","category-health-education","category-ldrs501","category-post-3-1"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/posts\/132","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/users\/960"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/comments?post=132"}],"version-history":[{"count":4,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/posts\/132\/revisions"}],"predecessor-version":[{"id":139,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/posts\/132\/revisions\/139"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/media?parent=132"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/categories?post=132"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/wp-json\/wp\/v2\/tags?post=132"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}