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Mar 28 •
Welcome Post 👋 Say “hi”
Before we begin, we want to know where you actually are — not where you think you should be. Don’t be shy. This is a group for growing each other as leaders. 𝐘𝐎𝐔𝐑 𝐎𝐔𝐓𝐂𝐎𝐌𝐄 1. What is the single most important outcome you want from this experience? 2. If you achieve that outcome — what does it make possible? What changes in your work, your team, your organization, or your life that isn’t possible today? 𝐘𝐎𝐔𝐑 𝐂𝐇𝐀𝐋𝐋𝐄𝐍𝐆𝐄𝐒 3. What is the most significant leadership challenge you are facing right now? 4. Name three things that hold you back from being a more effective leader. 𝐇𝐎𝐖 𝐘𝐎𝐔 𝐋𝐀𝐍𝐃 𝐎𝐍 𝐎𝐓𝐇𝐄𝐑𝐒 5. How do you think the people you lead would describe your leadership style — specifically on a hard week? 6. Where do you suspect your intent and your impact don’t match? What do you mean to do vs. what do others likely experience?
6d •
Exit interviews are autopsies.
By the time you're asking someone why they're leaving, the decision was usually made weeks or months earlier. The exit interview tells you what happened. It rarely changes the outcome. The better question is why leaders wait until someone has one foot out the door. High-performing organizations don't wait for resignation letters to learn how their people are doing. They conduct STAY interviews instead, built around five questions: • What do you look forward to each day when you come to work? • What are you learning here, and what do you want to learn? • Why do you stay here? • When is the last time you thought about leaving, and what prompted it? • What can I do to make your job better for you? These conversations don't guarantee people will stay. But they give leaders something an exit interview never can: time to act. Most turnover isn't a surprise. It's a series of small signals leaders either notice or ignore. The goal isn't better exit interviews. It's fewer of them. Start with STAY interviews.
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8d •
If you lead people and hire, read this article.
Most of you have probably heard me say, "Stop hiring for skills only to fire because of behaviors." This article will explain that. https://www.linkedin.com/feed/update/urn:li:activity:7480634429183447040/
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8d •
𝗜𝗠𝗣𝗲𝗿𝗳𝗲𝗰𝘁 𝗔𝗖𝗧𝗶𝗼𝗻 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗜𝗠𝗣𝗔𝗖𝗧
Who else wants things to be perfect? What success is holding you back in “protection mode?”
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