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[Calling all Managers] We have your answers 👩‍💻

"The only true wisdom is knowing that you know nothing" - Socrates
Where Leaders Learn
[Calling all Managers] We have your answers 👩‍💻
By Gillian Davis • Issue #31 • View online
“The only true wisdom is knowing that you know nothing” - Socrates

Hello again! 
It’s been a minute since I’ve sent out a newsletter as I have been knee deep in colorful sharpies and blank A4s designing new content. I am working on a series of Leadership related workshops that I will launch next quarter, and you know you will be the first to know. 
However, I have managed to kick off my solo podcasting journey. It’s been a pretty safe space for me behind the mic when I am interviewing others but have struggled to manage just me on my own. UNTIL a loyal community member reached out on Twitter with a question regarding managing a new team member. 
Narrator: It didn't go out that week.
Narrator: It didn't go out that week.
And there you have it; #AskGillian was born. 
In this first episode I answer these three very pertinent questions: 
Q1: I’ve got an employee who just doesn’t seem to care about deadlines. We’ve spoken about it time and time again. They are quite ‘work young’. And honestly, I’m just at a loss on what to do as they have been with us for 5 months?
Q2: The place I’m working is let’s say, developing their feedback culture. Basically, people don’t feel comfortable doing it and don’t know how to do it in a useful way. They tend to talk about people to their manager instead of the person in question. In the short term, I have someone on my team who I’ve had numerous comments + complaints about. However he’s never received that specific feedback to his face, and also feels like he’s doing a better job at things (the comments are all related to his manner and temper (!)) he’s also, always sweet as pie when I talk to him…..so my question is - what would you do as a manager in that instance. I need to make sure his end of year review is based on things that I can validate and I hate 2nd hand feedback, but also don’t want to miss out this bad behavior if indeed it is still happening
Q3: Hey Gillian. I’ve been asked to run a session for all the line managers at my company on making the most out of the one-to-one with direct reports. Wondered if you had any material on Overtime leader or could suggest any good material elsewhere that maybe you’ve used before? Thanks!
If you have any questions you’d like me to cover in the next episode you can;
Be sure to add #AskGillian so that I know you want it covered on the podcast. All questions will be managed with discretion. 
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Gillian Davis

Helping leaders inspire and enable their teams.

Author: First Time Leader // www.overtimeleader.com //
Reach out @gilliandavis07

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