Week 4

Nov 1, 2012

Pay people for high level positions - no free based on vision; could do it
Job description - if person is lost, we have something to recruit from
If not clear on performance - it is a moving target
- This is fair - manage expectations
- I have learnings regarding expectations - here's whare I stand.
- It is early for...
- Ex, when we achieve $5M in funding, we start doing bonuses
- 6 months operating cash
- DPV Standard
Need Tight Strategic Plan and Value Proposition
- Ops Mgr job description
- Ask Donna to help with interview - having an eye for talent
Recruiting Team

Week 3

Executive Profile filled out
High touch first, then systems goes without me.
- Next I go to high vision, someone else does high touch
Develop muscle around moving ahead.
Strategic Planning
- Leadership strategy - Katherine
- Strategic Influencing Advisor - Katherine? As part of Sequencing.
Email Michael - generative conversation. I am excited.
Sequencing
Summary:
- Assess Michael for Strategic Plan
- Reach out to Renee for strategic Plan
- Q for Renee - specific assistance Advisory Board
- Emily for Character Stand
- Revisit Strat Plan
- Redo Biz Plan
Tactical vs Strategic/Influencing

Discipline feedback
Hire + Onboard Ops Manager
Look at exec profile
Primary Coaching Goals - for accountability - then we recontract
- Have working parameters to keep our focus!
- Board of Advisors - in in 90 days -
- CVO - Chief Vision Officer - being ready
- What does getting ready look like?
Rules of engagement for others - set the tone - Set the Stage for giving feedback. But set it once.
Personal Growth, Team Growth, and Org Growth
We will identify 2 or 3 goals with many subtasks underneath

Go & No Go
Establish an advisory board to help manage big responsibility
Fill out executive profile
Start on Board Needs -> work on Board Strategy in meantime and then populate Board with assistance from support network.