Runs on PeoplePlaybooks
A playbook for every dimension.
21 playbooks so far, organised by the model. Each one gives you the situation, the human cause, the steps and the words to use. Greyed titles are in the works.
Product and Operations
The work your customers, patients or clients actually receive, and whether it runs without rescue.
Outcomes
Do we know what matters to the people we serve, and why?
- Prioritisation that survives the loudest voice
- Good vs excellent
- Outcomes over output: measuring what changed
- Talking to customers without leading them
Reliability
Does the work run without rescue?
- Stability without heroes
- Blameless reviews: fix the system, not the person
- Change without chaos
Measures
Do the numbers change what we decide?
- Using data to make decisions
- Good manager, good leader: how to know you're both
- Surveys that change something
- Leading and lagging measures for any team
- When a measure becomes a target
Process
The priorities, rhythms and agreements that turn effort into delivery, or into noise.
Clarity
Does everyone know the priorities, and what we're not doing?
- How to say no
- From vision to the graduate's first day
- Writing a strategy on one page
- Goals your team actually believes in
Cadence
Do our regular rhythms help more than they cost?
- Ending the engineering vs product tug of war
- How to reset a team
- Meetings worth having
- Annual planning is people planning
Agreements
Is our process owned by the people who use it?
- Process is an agreement
- Handovers that don't drop things
- Estimates that aren't lies
People
Trust, capability and energy. Everything above runs on this layer, so it's where diagnosis ends up.
Trust
Do people tell the truth, early?
- The 1:1 playbook
- Runbooks for humans
- Getting the steer you need
- Working with each kind of manager
- Feedback that lands: situation, behaviour, impact
- Psychological safety, without the jargon
Capability
Could we cope if anyone left tomorrow?
- People debt
- You've been promoted. You're a beginner again.
- Multiply, don't diminish
- Getting noticed, without the networking malarkey
- The promotion conversation
- Delegation: six levels from "do as I say" to "you decide"
- Onboarding so people contribute in week one
- Hiring for real performance
Energy
Can people sustain the pace?
- Groundhog Day: when every week feels the same
- Recognition that costs nothing
- Boundaries and burnout