“they were great at work but hadn't been supported on how to lead people. And at this time, it wasn't just a local issue. It was more systemic and reflective of the broader industry norm at the time. So I designed a manag...”
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12 results for “leadership teams”
“a group discussion in terms of how can we collaborate and discuss what we could have done differently to avoid said mistake in the future. We even had this little fail forward trophy, and every time someone made a mistak...”
“say that process should include probably like a pilot or like a— pick a group or a team that's like, you know, really good performers, a lot of projects or a lot of agility within that function, and use them as kind of a...”
“time we had a new hire, we did a 4-week, or I should say a 4-module, 4-week module commitment, culture commitment session with them to talk about what the culture of our team entailed and what that meant and what you wer...”
“that I had done or we had done collectively in that team. And I think that model, building that out, the HR partners, that business partner mindset or that structure could be put in place and could start working.”
“ratio product had the highest low ratio. They were on the extreme end of low-performing team. And the CEO had to do a double take of it. This doesn't make any sense to me. Why is this accurate? Is this true? What this wa...”
“Yeah, this is a good one. I've written a little bit about this and I've thought about it a lot because I was with a leadership team in HR that was really going from transactional HR, HR associates, generalists out in the...”
“or a high-performing team? Like this was the crux of it. It led us to like wanting to debate what is a high-performing team at Eventbrite? What's a low-performing team? What are those sort of behaviors that we're seeing?...”
“Yeah, absolutely. I can tell you early on, one of the roles I had at UHG, I was leading the compensation function for one of the businesses and then had the opportunity to lead the comp function across the enterprise. I...”
“basic. You don't need something really fancy to start off with. The content is really the most important thing. I wrote out the same competencies and core values for every team, and then wrote specific skills that scaled...”
“And so that dissonance really intensified and there was a real clear need for some type of empathetic leadership and transparent communication that I don't think our staff at the time felt like they were experiencing. Th...”
“You've mentioned working with smaller companies where supervisory development wasn't established. How did you approach building these programs from the ground up?”