“calling out others who aren’t performing to the standard of the team” this resonated. And how would you do this? During the team’s call? Directly to the colleague? Or to the manager?
One example: When there’s a new hire that’s being trained, use subtle, but thoughtful reminders on what the standard of the team is, and how to elevate their presentations to meet that standard.
Can be something as simple as “typically, we show XYZ feature during our demos.” Best to keep it between you and the other person, and positioned as a coaching opportunity.
Also important to make sure YOU are a top performer first before giving advice. Just like in emergencies on the plane, you need to put your own oxygen mask on first. :)
“calling out others who aren’t performing to the standard of the team” this resonated. And how would you do this? During the team’s call? Directly to the colleague? Or to the manager?
One example: When there’s a new hire that’s being trained, use subtle, but thoughtful reminders on what the standard of the team is, and how to elevate their presentations to meet that standard.
Can be something as simple as “typically, we show XYZ feature during our demos.” Best to keep it between you and the other person, and positioned as a coaching opportunity.
Also important to make sure YOU are a top performer first before giving advice. Just like in emergencies on the plane, you need to put your own oxygen mask on first. :)
This balance requires people skills (see also this post about why “soft skill” are going to be in high demand over the next decade https://www.grantvarner.com/p/how-to-make-more-money-with-specific?r=3221f1&utm_campaign=post&utm_medium=web).
Thank you. Cannot be direct here, “subtle” and be “thoughtful” never forgetting the empathetic attitude.