Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
OK, following up from the last post…you can’t boil the worker in oil and you can’t “take over” responsibility for the task without wasting your time. So what should you do?
Be clear about the outcome you desire or what you are trying to improve. Then see what the worker needs to get it done. Unless you do this, no matter what you do will make the situation worse.
In our case of the intermediate deliverable, for example, you would make sure the worker knows that you need the template for the deliverable completed such that each section has all major points covered, using well-organized paragraphs were appropriate. You would explain that it will be reviewed by you first in preparation for submission to stakeholders, who will look on it to gauge their trust inn your team. You expect to make only minor corrections in the limited deliverable review time you have. You would make it clear that the draft document is due to you by noon of the specified date.
Now that you have the scope and quality defined pretty well, you would ask what additional help or guidance the worker needs. Aha! The worker requests an examplar document that was used previously. You can supply that! The worker wants to be able to request assistance in a particularly difficult portion of the template. You have just the expert in mind.
Look at the advantages of this method:
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The worker plans ahead, identifies issues/weaknesses and gets your guidance in advance
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You do not have to spend all your time managing every detail, as the worker self-directs the completion of the deliverable
That's the wasy to start out a coaching intervention.
Posted on: February 18, 2008 09:31 PM |
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