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Leaders Letter Newsletter

Leaders Letter 45

Professional Injuries & Rehab 

Dear leaders, I trust you had a good weekend. 

As I have mentioned before, I love coaching and mentoring. I currently have two great coaching clients and it is the highlight of my week whenever we sit down, zoom and run through coaching sessions. 

Something that came up in a recent mentoring session was being conditioned by a previous experience and it having a lasting impact on their career. 

I for one know I have many battle wounds and mental scars from previous workplaces and I am open to telling many of these to help to share and show we all have them and let them know being vulnerable is part of the process with us. 

Something many managers forget is the professional injuries our team members suffer or have suffered at previous companies or under previous management.
Truth be told some might be impacted by our management styles today. 

Yes, being busy is a part of it, an (important) however, not being close enough to the team and choosing to be a coach or mentor vs not having to be specific people’s manager is not taught and rarely discussed in management books or courses. 

Like athletes, injuries take a tremendous toll on us, physically and mentally and are often triggered by repeat events or similar results from a similar approach. 

This is one of the reasons why I recommend more coaches and mentors than managers. Coaches improve performance and recognise weakness that needs more personalised coaching. Managers rarely have the skillset for this.

We need rehab, we need to retrain and strengthen, what is different in the workplace especially large corporations, this is often left to the individual to work through, professional assistance and training is not promoted or recommended by managers or management teams. 

It is the time to balance this, help your team or department members seek professional help or self start and find a coach or mentor to help work on their injuries and improve our reliance and our strength. Training budgets should be used to train and retrain. 

I highly recommend updating your leadership principles to include developing your colleagues with coaching and rehab.

This week consider how you can take forward your colleague’s professional injuries or scars and look to offer a chance for them to rehabilitate. It doesn’t have to cost a huge amount of money or time but the benefit for you, your colleague and the business in a short period of time will be huge. 

Have a great week and take the time to list of a couple of your own injuries and how you might rehab them.  Professional 1-2-1 coaching is only an email away.

Thanks, 

Danny Denhard 

Focus Founder 

Five Important Reads To Read & Share 

  1. Return to the office checklist – reduce the anxiety around returning to the office 
  2. Recording mico-moments – this should be a micro moment   
  3. Offsites to reconnect as a team – need to reconnect with your team? An off-site or on-site done well with help you win the next two quarters  
  4. Fight, flight or freeze – changing the default reaction of teams
  5. Time for a co-pilot? – Is it time to revisit whether you need more support or the team needs a different pilot?
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Leaders Letter Newsletter

Leaders Letter 31 – Interview Training & Practise

11/01/2021

Dear Leaders,

Today I am writing to you to help you think a little differently about personal development and team development.

We will see a reduced amount of hiring for most businesses, we will see the number of jobs available reduce by around ~50%, the first order is less staff turnover, this provides a great opportunity to improve company culture, especially with your teams to get to work better and ideally more effectively together.
Remember experts suggest it takes six months of no change (no new staff or staff leaving) for a team with training to be able to operate at the highest level.

The second order is how this will impact your team and personal development of your teams. Less interviewing means less development, less gained experience, less finding out what you and your staff are worth.

Netflix is huge advocates of understanding your value and knowing the market rates (Read The Netflix Company Culture newsletter for full info). Netflix even encourages staff to take interviews, which many companies have a fear of but the way Netflix is set up is to embrace this and allow their teams to know they are paid at the top of the market as they are the top of the market.

This process is likely not happening within your business, your teams will be stuck in their way of doing things and will struggle to ask great questions when hiring is back on the agenda.

Recommendation:
I strongly recommend you and your best-interviewing staff alongside HR, arrange internal interviews, build out on a selection of questions, share and co-develop a selection of tasks and presentation to interview each other on and run dummy runs.

Some of the best organisations I have worked in or programmes I have created is around creating great interview questions, creating exciting and challenging tasks and personalising interview question and techniques to improve your departments.

This week start putting together a training guide for interviewing. Ensure you add interview training into everyone’s personal development plan and help people of all experience levels to improve their experience and their interviewing techniques. Some of the worst interviewers are the most senior staff, keep this in mind when setting up these activities.

Something to always keep in mind, you might be an attractive brand to work for, you might be well known but your interview processes is what will convert someone who is interviewing at many companies to someone who will want to work for you and your organisation.

Have a good week and let me know if you have any brilliant interview challenges, questions or tasks.

Thanks,

Danny Denhard

PS, my favourite interview question ever asked is what pizza toppings are you and why? Remember bland can be good or bad, you will understand how you got on instantly with your answer and the social cues received even virtually, so keep alert to these.

Recommended Reading: Ten ways to improve your remote management skills.