Understanding Growth Windows is really understanding People Science. Happiness and stress can ebb and flow, much like our individual resilience and commitment to success can.

From imposter syndrome to personal/family stress, our minds and our bodies are in a constant state of feedback loops, which impact how we feel on a minute by minute or an hour by hour basis.

With Growth Windows, our goal is to shine a light on how your people are feeling as real-time as possible, so you as a manager can either support or challenge as needed.

So now, let's chat about what to do when you have a Yellow Growth Window on either Health or Resilience.

Yellow is an indicator of current or trending stress and/or decreased sentiment. This decrease can be either work related, or personal. We don't know.

As a manager, it is your job to provide context on if this change is purposeful, and prescribed by you, or if it is a sign of other factors, which can be impacting team performance.

The questions you need to ask yourself when you see a Yellow Window are:

  • Is this stress prescribed by me as a manager?

  • Is my team in a challenge or support block currently? Are we pushing for new goals? Higher quotas? Or is this a time of lower stress and recovery?

  • If this is a challenge block and your goal was to push your team harder, is this the appropriate effect?

  • If this is a support block, is it possible that maybe we need to back off more? Maybe run a Playbook or re-align on Goals?

  • What does next week or next quarter look like? Can we keep going, and add more stress to the equation, or would it be better to back off and live to fight another day?

These questions are valuable, because they provide some much needed context to help you make better people decisions.

Once you understand the context, it is easier for you as a manager to asses how you strategize around this signal.

Possible strategies to run:

  • Run a LEON Playbook and see how it impacts your team?

  • Decrease or increase goals?

  • Provide more support, a little less autonomy, and get into the "weeds" with your team?

  • Re-align on long term goals?

  • Do nothing at all?

Ultimately, this is your decision to make. But understand, when you do make that decision, make sure to take into account the "fat tail" effect of your decision, and if that decision will have either positive or negative effect later on.

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