We believe that we work with responsible people. People who have a growth mindset. We don’t tell people what to do. We want to create an environment that boosts team members’ growth, but we don’t want to be the ones who drive it. It’s on individuals to drive their growth on their own.

We believe in freedom and responsibility. This means that we have a lot of freedom to make decisions and take risks. You are accountable for your actions and results.

Therefore we would like to bring only one, very open constraint regarding personal growth. We want that growth to be perceived by you as a growth of a bigger whole. If you believe that team member growth direction helps your team grow, implying AppUnite growth or explicitly moving our company forward - then it’s great.

We believe there are many great ways to help personal growth be a great one so we won’t tell you how exactly it’s expected to do that. Do it in a way that you find

Summary - what do we expect from a leader?

• Help team members clarify their growth needs (What do more I need from myself?)
• Help with connecting these needs with team / AU needs (What Team/AU needs more from me?)

Getting there

However, we know that some of you may recently started a leadership journey, so here are some aspects whose considering might help you to do that well:

• Help the individual to discover her/his personal needs

• Be the AppUnite and your team mission evangelist. Help the individual to understand it well, and provide the context of the team/company, so the possible growth directions could be more accurate

• Help with the progress. Many growth ideas will not be the ones that succeed, don’t consider that as failures but help with exploring them more and helping the individual to stay on the growth trajectory

• Build an environment where others in the team or the organization could help the individual - i.e. by giving her/him feedback

  Is the leader responsible for creating a feedback culture?

• If you both decide that the compensation depends on that growth - don’t make surprises here. Build some bi-directional consciousness about how particular growth affects salary.

• Other inspirational resources

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  • https://appunite.slack.com/archives/C03BACBF25U/p1678880062464769

Do I have to set goals?

No, as long you have other tools to: discuss performance on a regular basis, track the progress, discuss and support blockers, align the growth with the company's needs, and be transparent about it.