Key Insights

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  Doubling a team’s size can drastically reduce process maturity and create new challenges in scaling tools and workflows.

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  Failing to thoroughly vet feedback before acting can lead to choosing suboptimal solutions that cause more disruption.

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  Piloting changes on a smaller scale helps uncover issues early and builds stakeholder buy-in before full implementation.

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  Assessing the urgency of feedback involves understanding who it impacts, if it blocks critical work, and possible temporary workarounds.

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  Feedback should be viewed as data, recognizing whether it reflects the majority or a small subset to avoid biased decisions.

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  Locking processes from change for 1-2 months creates stability and sustainability, especially when managing multiple teams.

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  Documentation of changes, including rationale, approvals, alternative options, and pilot outcomes, prevents repeating past mistakes.

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  Engaging trusted colleagues can help mitigate personal bias when assessing feedback.

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  Using anecdotal team feedback helps leaders appreciate the human impact of change and the importance of pacing.

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  Managing change frequency is a balance that requires gauging team health through surveys and direct human connection.

Notable Quotes