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87 <br /> What to Preserve: How the Council/Staff Works Well <br /> Together <br /> Council members have lots of previous experience in City <br /> Lots of business experience on Council <br /> Yearly meetings <br /> Personal relationships are strong--openness to express true feelings <br /> Sound financial planning and policy <br /> Efficiency is not penalized--not expected to spend all in budget each year <br /> Common, visible, spoken concern for C of SA, which is elevated about self- <br /> interest of individual or group person represents <br /> Hiring practices which consider ability to "fit" into Council/Staff culture <br /> Role model (walk the talk) our commitment to City <br /> Clear support, availability, tolerant attitude toward honest mistakes <br /> Inclusion, sharing of information, budget <br /> Schedule maximum opportunity for staff development <br /> Allow staff to be visible and responsible <br /> Minimal blaming--bad guys are outside this group <br /> Open door throughout Council and Staff <br /> Informality, status differences are suppressed <br /> Council has reasonable expectations of what's needed in projects--ok to pause and <br /> study an issue before proceeding <br /> Staff is given reign to operate with clear mission--serve the City <br /> Long length of service <br /> Interdependence of services is heightened, emphasized <br /> Future oriented <br /> Economic strength--prudent <br /> Self-contained, autonomous <br /> Clear, strong, unqualified expectations of commitment to City <br /> 2 <br /> ANNA MARAVEIAS, M.A., UCENSEd PSyCNOIOriST <br /> 489 HA <br /> RRIE7 AVE, StiOREVIEW, MN 5 5126, (612) 481-8 5 5 3 <br />