The People Leader’s Dilemma
Separating personal and professional growth in the workplace makes it difficult to connect on what matters, at scale and in the long run. Without knowing how to coach effectively, most people managers give feedback that’s too intense too early, without boundaries and consequences, or both.
Employees want coaching — actionable feedback about their work and trajectory — as well as transparency and real communication from their manager.
People Leaders want something simple — a methodology that makes it clear what feedback to give, when, and with what degree of urgency.
Leaders want high-performance — a team of people who take personal ownership of the work and don’t need to be micromanaged.
The Refound Solution
We assume that personal and professional growth are necessary and inseparable in today’s workplace and that the role of the people leader is to walk this talk.
We believe the way to get people more engaged with their work and growth is to be more engaged with them. This means using everyday conversations to support, guide, and celebrate learning.
We train our clients on targeted practices for how to give feedback, have effective one-on-ones, be appropriately transparent with your team, create a culture of accountability, in one coherent philosophical framework that avoids confusion for people leaders at all levels who are moving fast and need training that is relevant to the work in front of them.
To learn more about how to apply this framework to your organization: