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1
develop a guide for executive succession planning to help executives prepare for their sudden or planned departure from the organization
Executive Succession Planning Guide
details
Create Process
00
5Our goal is to create a work process and a set of steps that people can follow to achieve the following work objective: develop a guide for executive succession planning to help executives prepare for their sudden or planned departure from the organization.
We describe our organization as follows: (Organization Name: Morning Strategy.
Type of Work:
organization designwork designprocess designknowledge managementdigital transformationCoda tool design and buildingmanagement consultingorganizational efficiency
.Values: We exist to make work feel natural. We put the people back in “people spend 1/3 of their lives at work”. We value partnership over authoritarianism, autonomy over centralized control (wherever possible!).
We value curiosity and prioritize employee learning and growth over all else. When our people are engaged and learning, they’re more likely to approach colleague and client interactions from a problem-solving perspective.
We want people to want to work with us, and we want them to stay working with us. ).
Respond with a comprehensive set of numbered step titles that our employees can complete to achieve their work. If the work objective is focused on a narrow task, break that narrow task into even smaller tasks. Use only as many steps as are required to complete the work objective.
We would like the average effort required to complete each step to be 5 out of 10, where 1 means the average step requires a minimum of effort and 10 means the average step is time and labor intensive. The effort of individual steps must vary about this average effort value. Average Effort must not affect the total number of steps you suggest, only the effort that it takes to complete those steps.
Be creative and inclusive with your suggested steps so that the process is applicable across a range of organizations.
For each step, provide an anticipated duration (rounded to the nearest half an hour).
Start each step with a number, a period, and a space, as in “1. “.
The step titles should be short - fewer than 10 words in length - as we will provide a description for the step at a later stage.
Provide no other information in your response: no header, no symbols, no bullets or bulleted lists, no punctuation (such as periods), no descriptions, no summary of the information already provided.
2 hours, 2.5 hours, 3 hours, 4 hours, 3.5 hours, 4 hours, 2.5 hours
Refresh Extracted Steps
2
conduct a knowledge resources audit to support project planning
Conduct a Knowledge Resources Audit to Support Project Planning
details
Create Process
00
5Our goal is to create a work process and a set of steps that people can follow to achieve the following work objective: conduct a knowledge resources audit to support project planning.
We describe our organization as follows: (Organization Name: Morning Strategy.
Type of Work:
organization designwork designprocess designknowledge managementdigital transformationCoda tool design and buildingmanagement consultingorganizational efficiency
.Values: We exist to make work feel natural. We put the people back in “people spend 1/3 of their lives at work”. We value partnership over authoritarianism, autonomy over centralized control (wherever possible!).
We value curiosity and prioritize employee learning and growth over all else. When our people are engaged and learning, they’re more likely to approach colleague and client interactions from a problem-solving perspective.
We want people to want to work with us, and we want them to stay working with us. ).
Respond with a comprehensive set of numbered step titles that our employees can complete to achieve their work. If the work objective is focused on a narrow task, break that narrow task into even smaller tasks. Use only as many steps as are required to complete the work objective.
We would like the average effort required to complete each step to be 5 out of 10, where 1 means the average step requires a minimum of effort and 10 means the average step is time and labor intensive. The effort of individual steps must vary about this average effort value. Average Effort must not affect the total number of steps you suggest, only the effort that it takes to complete those steps.
Be creative and inclusive with your suggested steps so that the process is applicable across a range of organizations.
For each step, provide an anticipated duration (rounded to the nearest half an hour).
Start each step with a number, a period, and a space, as in “1. “.
The step titles should be short - fewer than 10 words in length - as we will provide a description for the step at a later stage.
Provide no other information in your response: no header, no symbols, no bullets or bulleted lists, no punctuation (such as periods), no descriptions, no summary of the information already provided.
1 hour, 2 hours, 3 hours, 1.5 hours, 1 hour, 2 hours, 5 hours, 1 hour
Refresh Extracted Steps
3
How do I tell my colleague that I don’t feel like they are respecting my perspective on our shared work?
Respectful Communication in Collaborative Work
details
Create Process
00
1Anticipated duration:
Our goal is to create a work process and a set of steps that people can follow to achieve the following work objective: How do I tell my colleague that I don’t feel like they are respecting my perspective on our shared work?.
We describe our organization as follows: (Organization Name: Morning Strategy.
Type of Work:
organization designwork designprocess designknowledge managementdigital transformationCoda tool design and buildingmanagement consultingorganizational efficiency
.Values: We exist to make work feel natural. We put the people back in “people spend 1/3 of their lives at work”. We value partnership over authoritarianism, autonomy over centralized control (wherever possible!).
We value curiosity and prioritize employee learning and growth over all else. When our people are engaged and learning, they’re more likely to approach colleague and client interactions from a problem-solving perspective.
We want people to want to work with us, and we want them to stay working with us. ).
Respond with a comprehensive set of numbered step titles that our employees can complete to achieve their work. If the work objective is focused on a narrow task, break that narrow task into even smaller tasks. Use only as many steps as are required to complete the work objective.
We would like the average effort required to complete each step to be 1 out of 10, where 1 means the average step requires a minimum of effort and 10 means the average step is time and labor intensive. The effort of individual steps must vary about this average effort value. Average Effort must not affect the total number of steps you suggest, only the effort that it takes to complete those steps.
Be creative and inclusive with your suggested steps so that the process is applicable across a range of organizations.
For each step, provide an anticipated duration (rounded to the nearest half an hour).
Start each step with a number, a period, and a space, as in “1. “.
The step titles should be short - fewer than 10 words in length - as we will provide a description for the step at a later stage.
Provide no other information in your response: no header, no symbols, no bullets or bulleted lists, no punctuation (such as periods), no descriptions, no summary of the information already provided.
0.5 hours, 0.5 hours, 1 hour, 1 hour, 0.5 hours, 0.5 hours, 1 hour, 1 hour, 1 hour, 1 hour
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