Hi all,
reading all the above, my 2 cents would be: Internal promotion (in a
broader sense: a current or ex-employee or someone 'close and experienced
enough').
First as interim (as a 'probation period') then if the staff feedback meets
the pre-agreed satisfaction level on agreed key areas, as permanent.
Balazs
2016.02.27. 5:24, "George Herbert" <george.herbert(a)gmail.com> ezt írta:
On the Vision thing -
There is a leadership vision, and an organizational/movement vision.
The leader should articulate theirs. The organizational one needs to come
from everyone but would likely be articulated by the ED after that process.
George William Herbert
Sent from my iPhone
On Feb 26, 2016, at 4:58 PM, Greg Grossmeier
<greg(a)wikimedia.org> wrote:
<quote name="Yuri Astrakhan" date="2016-02-27" time="03:45:28
+0300">
> Greg, agree 100%, but that's not how I understood the question and the
> results of the staff survey. It seemed the staff expected the vision
from
the
ED/Management.
I think you're misinterpreting.
The agree/disagree statement was:
"Senior leadership at Wikimedia have communicated a vision that
motivates me" (7% agree)
https://en.wikipedia.org/wiki/Wikipedia:Wikipedia_Signpost/2016-01-06/News_…
See also, this quote in glassdoor, quoted in the Signpost as well:
"The Executive Director unveils a new strategy every three months or
so."
So, it's not that people wanted the vision solely from the
ED/Management, it's that they wanted a not constantly changing one.
This is getting off topic, however.
The point is, a vision does not need to come from one person, which you
agree with. A good vision comes from many people working together
collaboratively. Then sticking with it to see it through. Consistency is
needed in an ED.
Greg
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