Tanvvii Jain’s Post

We know many of our #members find themselves looking for ways to build a strong team. Here is an interesting article for ya! #managertips #millennialmanager #teambuilding #enrollingnow

Harvard Business Review highlights an entrepreneurial mindset, curiosity, leading from where they are, self-awareness, and growth potential as crucial traits for a new hire. These qualities foster innovation, adaptability, and positive relationships, benefiting both individuals and the organization. As a first-time manager, focusing on culture add rather than fit and considering a sense of humor can also strengthen team bonds and communication. Implementing a robust onboarding program is vital for new hires' success, ensuring clear goals, measures, and support throughout their journey. Shifting to a skills-based approach in hiring and development can help level the playing field and increase talent pool diversity. #NewHire #Innovation #TeamBuilding #Leadership #CareerGrowth #EntrepreneurialMindset #Curiosity #SelfAwareness #GrowthPotential #Onboarding #HBR #Hiring #TalentAcquisition #CultureAdd #SkillsBasedHiring #Diversity #Equity #Inclusion #FirstTimeManager #Humor #Adaptability #ChangeManagement #EmotionalIntelligence #PositiveWorkplace #EmployeeRetention #Productivity #LearningAndDevelopment

Great insight to guide an interview.

Here’s one unique piece of career advice that a Managing Director at ITV told me last week: ‘WHO you work for is far more important than the COMPANY that you work for’ 🤔 Don’t waste time focusing on applying to your ‘dream’ company. Instead, when interviewing, focus on finding a manager that you’d love to work with and learn from. This makes sense as your manager can directly influence: → Team culture → Your pay progression → The projects you’re staffed on → The amount of hours you work → Whether you work from home or remote REMEMBER: Your manager will make or break your experience at work ⚖️ Great manager > great company. EVERY TIME.

Ever hired a leader/manager and found they weren't very good? Here's the ONE interview question investors find beneficial when interviewing potential leaders for their portfolio clients - from VP of Sales to CEO... 🙋♀️How do you measure your success? Listen to what is said first By how well I'm performing in my job By my bonuses By how much I'm earning By the compliments my boss is giving me By the promotions I receive ➡️these are your individual A players By how well my team are performing By how we exceed our numbers By the happiness of my team and how they are progressing By how well we have achieved the goals we set at the beginning of the year By what people say about the team 🎯these are your leaders! If only hiring leaders was this simple! Yet, it's also worth remembering simple questions can provide a lot of insight!

Remember those personality tests during your last job hunt? Turns out, they're more than just a hiring hurdle. These research-backed assessments unlock a treasure trove of insights about your team. But here's the shocker: many companies invest in these expensive tests- just to file those reports away later. Lost opportunity, right? Imagine using them for: ·Team building exercises: Assign team projects that leverage individual strengths for example, pair analytical minded with creatives for a problem-solving edge.   ·Professional development: Use the results to personalize training and development plans for each employee. For example, someone who scores high in an organization might benefit from leadership training, while someone who excels in social interaction could develop their presentation skills. ·Strategic hiring: Find candidates who complement existing team dynamics, not just fill skill gaps.   Here's a glimpse of my personality traits revealed by one such test – quite interesting and quite accurate!  

If I were an AE looking for a great manager, here are the questions I’d ask in the interview process to assess how well they coach, retain, and promote their people: 1) How do you identify skill gaps? How do you coach those gaps? How do you track progress? 2) How many reps have left your team in the last 12 months? Why did they leave? 3) Who do you think will earn the next promotion on your team? What do they have to do first? If your potential manager provides strong answers for all three, do all you can to land a spot on their team. If they are two for three, you’d likely be in good hands. If they are one for three, or worse, I’d think twice before joining their team. And I definitely wouldn’t join their team until I checked their company health here: https://lnkd.in/gdUWpA_w What questions did I miss?

Great set of questions by Kyle here:

As part of my role in L&D, I frequently collaborate with HR and Sales heads to interview candidates for positions like line sales managers. Recently, I had an interview experience that I felt compelled to share. We were interviewing for a 1st Line Manager (FLM) position. The candidate had 15 years of industry experience, with 9 of those years spent in a 1st Line Manager role. During my 15-minute conversation, I aimed to assess his competency in team development and customer centricity. However, his responses mainly revolved around highlighting the qualities of his team members, rather than his own contributions to their growth. This interaction led me to reflect on a broader issue: Are we, as senior leaders in the industry, perhaps not setting clear enough expectations for the younger generation regarding their roles and responsibilities? I’ve encountered many candidates who, despite spending a significant amount of time in the industry, seem to lack focus on team development. There also appears to be confusion between the roles of an FLM and a representative. I felt it was worth raising this point, and I would appreciate your thoughts on it.

During a recent interview, I was asked why I chose to apply for a role at this particular organisation. My answer was simple, "how they treat people and the team dynamics I had observed support my values". Why this matters.... 1. How People Are Treated Speaks Volumes The way an organisation treats its employees is a direct reflection of its values. When I see teams that are empowered, supported, and given opportunities to grow, it tells me the leadership genuinely cares about their people. That kind of culture creates a workplace where everyone can thrive. 2. Team Dynamics Are the Key to Success A high-functioning team isn’t just about skills or experience, it’s about collaboration, respect, and trust. When I see evidence of teams working together seamlessly, sharing ideas, and supporting one another to succeed, I know it’s an environment where I can contribute meaningfully and continue to grow. Choosing where to work is more than just finding the right role. It’s about finding a place that aligns with your values and where you can be part of something greater than yourself.