| 11 |
Pain Point |
Specific problem that customers or employees face, often used to identify areas needing improvement. |
| 12 |
Hardcore |
Describes an intense, serious approach to work, often in high-pressure environments. |
| 13 |
PIP (Performance Improvement Plan) |
A formal plan used to address and improve an employee's performance deficiencies. |
| 14 |
RTO (Return to Office) |
The process or policy of bringing employees back to the physical office space after remote work. |
| 15 |
Offboarding |
The structured process of separating an employee from the company, including exit interviews and asset return. |
| 16 |
Hero Culture |
A workplace culture that celebrates individuals who make significant contributions, often overshadowing team efforts. |
| 17 |
Leading via Influence |
Leadership style that relies on persuasion and charisma rather than formal authority to inspire and guide others. |
| 18 |
Paradigm Shift |
A fundamental change in approach or underlying assumptions in business strategies or processes. |
| 19 |
Actionable Insights |
Valuable information derived from data analysis that can be directly applied to decision-making or problem-solving. |
| 20 |
Inflection Point |
A critical moment when significant change occurs, often leading to a new stage of development. |
| 21 |
Portfolio Agility |
The ability to quickly adjust and adapt a collection of projects or products to meet changing market conditions. |
| 22 |
Proximity Bias |
The tendency to favor employees who are physically closer or more visible to management, potentially affecting remote workers. |
| 23 |
Prompt Engineering |
Crafting inputs to effectively interact with AI systems, optimizing their outputs for useful results. |
| 24 |
Feedforward |
Providing future-oriented feedback to help someone improve, rather than focusing on past performance critiques. |
