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OverTime Leadership: 🙋 Adapting Leadership, Power of Process and Hard Feedback

Welcome. 👩‍💻 Excited to be sharing with you our second OverTime episode today. In this episode we mee
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OverTime Leadership: 🙋 Adapting Leadership, Power of Process and Hard Feedback
By Gillian Davis • Issue #5 • View online
Welcome. 👩‍💻
Excited to be sharing with you our second OverTime episode today. In this episode we meet with Ross Allmark, Head of Ticketing at the music ticketing start-up DICE. I met Ross during my time with ustwo and it was a pleasure to sit down with him and talk ‘management’, feedback, and process.

Ross shares with us the challenges that came with the transition from event management VICE to tech start-up DICE and how he learned the hard way that he needed to adapt his style in order to succeed. I found this extremely relevant as many leaders rush into new roles without taking the time to consider the transition needed from one team to another, even if it’s within the same company. A take-away I got from Ross’ experience is that when you’re starting with a new team, take the time to sit back and take stock of;
1) The People
Start by getting to know your team through one on ones. Take note of their preferences, similarities and differences. Don’t ever try to ‘make an impact’ before building some credibility with your team. Take the time to understand the dynamics and personalities within your new environment. I’ve adapted this questionnaire to fit within the on-boarding process.
2) The Process
Just because something worked really well at in your previous role, does not mean it will work in a new one. This is especially true with software tools (I’ve learned this the hard way). Assess what is currently in place and this should shape what you introduce.
3) The Culture
Each team and company has a culture unique to them which is driven by the behaviours and attitudes they value. In order to lead effectively you have to understand the nuances of the culture you are working within.
During Ross’s transition he was also given the gift of feedback by his team. At the time Ross really struggled with this, but understood that he needed to learn and adapt in order for him to succeed. He refers to the work Kim Scott has done with her Radical Candor approach to feedback. If you haven’t looked into this approach, I highly recommend it.
We finish off the episode by discussing one of our shared passions; process, and the challenge of implementing them into fast-growing tech companies which can often be seen as slowing down the pace.
You can listen to Ross’ episode here.
Subscribe on itunes
Enjoy and share!
G 🤘
Save The Date 📆 Next Episode Runs: June 27th
Read 👓
Feedback; Get comfortable with the uncomfortable. – First Time Leader – Medium
Watch 🎥
Stanley McChrystal: Listen, learn ... then lead | TED Talk | TED.com
Listen 🎧
‘Radical Candor’ author Kim Scott says being too nice is worse than being mean - Recode
Attend 🙋
Leadership: Essential Skills Needed to Run a Team | General Assembly
Tweet of the week 🐥
“If you’re a manager and not questioning how you’re doing, you’re probably a bad manager. It’s an emotional job.” @catehstn #LandingFest - @joelgascoigne

Did you enjoy this issue?
Gillian Davis

Helping leaders inspire and enable their teams.

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

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