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1. A new leader at Starbucks ran an assimilation session on their first day, focusing on personal questions and team dynamics. This unconventional approach allowed the leader to quickly integrate into the company, setting a solid foundation before making significant changes.
2. A CEO unified their company’s culture by focusing on BRAVE dimensions—Behaviors, Relationships, Attitudes, Values, Environment—bridging gaps between the current and desired states. This unique method empowered employees to make decisions aligned with shared objectives.
By George Bradt | AUG 19, 2024
Read the original article at FORBES
HBR – Employees who facilitate collaboration across organizational silos, known as boundary spanners, face significant risks of burnout due to increased cognitive and emotional demands. Research involving over 2,000 professionals reveals that such roles can lead to higher levels of exhaustion and negative social behaviors. To mitigate these risks, organizations should formally recognize and support boundary-spanning roles, provide adequate resources and training, and implement check-in mechanisms to monitor and alleviate burnout, fostering a healthier and more productive work environment.