NOBL Collective

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[NOBL Collective @WorkNOBL]

We're moving! Join us on BlueSky https://t.co/vnOcfB6tUK or Threads https://t.co/PyDAtrk1Vl

[NOBL Collective @WorkNOBL]

@httpster_ #submission
URL: https://t.co/3KpN2yM2gg
Credits: ECD Nathan Iverson https://t.co/6iGSPmffzX, illustrations and animation Jay Keeree https://t.co/ICbgOIkCb7; design and build Jesse Inman, Joe Burton-Small, Jessica Gray, Jay Pick

[NOBL Collective @WorkNOBL]

@nicholasgfearn @BusinessInsider Happy to be of service—we've focused on this exclusively for the past nine years.

[NOBL Collective @WorkNOBL]

@Kellblog Team performance (and involve both groups to improve collaboration over the long-term). One of the most effective ways to improve org performance long term.

[ʙᴜᴅ @bud_caddell]

Our whole (now global) team @WorkNOBL is heading offsite in a week to reflect and improve. Wondering if folks out there have used and appreciated our tools/content and can please take a moment to share some kudos to fuel the team. https://t.co/7MEYJtHMl8

[ʙᴜᴅ @bud_caddell]

A little PSA for leaders still debating the old chestnut of “family” versus “team” as the metaphor for their cultures https://t.co/dkqH8EISLz

[NOBL Collective @WorkNOBL]

@ListonPitman @leegrunnell @bud_caddell Thanks for the heads up!

[NOBL Collective @WorkNOBL]

@leegrunnell Happy to chat further!

[NOBL Collective @WorkNOBL]

@leegrunnell And, we've put together some of our favorite books on the subject on Bookshop (standard disclaimer, we get a commission on what you buy): https://t.co/CJX9YrjsgC

[NOBL Collective @WorkNOBL]

@leegrunnell We've also created an app that helps teams decide how to decide—it doesn't always have to be one person or unanimous consent. https://t.co/NurOrcwoQo

[NOBL Collective @WorkNOBL]

@leegrunnell We do! First, we've put together a guide on building high-performance teams: https://t.co/cdCJ53Ynqc

[ʙᴜᴅ @bud_caddell]

This week's newsletter came from a reflection I had about our own culture - that we sometimes have a tendency just to "make do" and not ask for what we need https://t.co/JhjpIalZC9

[Kjenndegselv @kjenndegselv]

responsibility here is twofold: 1) to be aware of any past broken promises so that you can address them and navigate any cynicism and resistance that may accompany them, and 2) to not re-stage any further Change Theater activities that could erode trust and slow your own changes.

[Dan Doerksen @DanDoerksen]

"Rather than a blueprint, org charts are often illusions of order; and a reorg may simply swap one illusion for another."

#Orgdesign
@WorkNOBL

https://t.co/gWSF6FzrLP

[ʙᴜᴅ @bud_caddell]

Many leaders feel a sense of gloom right now, caused by the weight of uncertainty they sense and shoulder. The remedy? A bold, galvanizing mission. No, really. https://t.co/f7vxNfiQqS

[ʙᴜᴅ @bud_caddell]

Now serving APAC.
https://t.co/dgz0bTkNJ0

[/mark @markdrasutis]

Great insights from @WorkNOBL on the timescales of high performers when they move organisations & feels about right to me #culturematters #DigitalEdge2022

[ʙᴜᴅ @bud_caddell]

In new teams, getting explicit about norms and expectations is essential. In new hybrid or fully remote teams, it's life and death stuff for the team. https://t.co/bkanvTQjCf

[NOBL Collective @WorkNOBL]

@robertjweisberg Fair point. We'd advocate to bring folks together to plan for the cultural impact of a strategy, but we didn't say that in the newsletter. Good call out.

[ReadySet @ReadySetInc]

Our free Talent Attraction panel is tomorrow at 12 PT. It’s not too late to sign up here: https://t.co/ZdYR0kx3OV #ReadySetHireTA