Leading Your First Team Lecture Series: Recent Episodes
Natalia Preiss PhD
Natalia designs and facilitates leadership and personal development sessions. She creates tools from several modalities that get you immediate results, drawing from her work at GE and her experience in business performance and innovation, and her background in Neuroscience and Organizational Psychology. Follow her on LinkedIn to access additional materials.
As business leaders, it's critical to track economic trends and performance over time. In this lecture, LP Soltesz shares a Global Economic Outlook for the years ahead.
Natalia interviews Jacob Morgan, author of "The Employee Experience Advantage -How to win the war for talent by giving employees what they want, the tools they need, and a culture they can celebrate."
Shane Green shares his insights from selection to succession on how to improve employee performance and engagement.
High performance is a science and consistent attention to how well a person can improve on their tasks and building their skills. This requires you to have set aside time to identify key performance indicators for the role, but also, you will now need to establish your employee's current skill to form a plan to increase and build upon those strengths. This requires your coaching and- coaching is a do with process not a do to process or one time event. It requires an iterative approach to how the skill or talent could be further enhanced or developed. Because ultimately, it is these combination of skills and passion that drive higher engagement and customer experience.
You might have been part of an interview team, and of course at some point yourself was interviewed - but now it's you first time to interview someone on a team who will report directly to you! You now of course that there are some legal parameters that you have to follow, make sure you have asked for help from your HR advisor and know all of the appropriate guidelines in your business, your state or country and so forth.
We usually are in crunch situations when trying to fill roles on our team, yet making a bad hire has really undesirable effects and impact on the whole team's performance. Hiring the right person requires an intimate awareness of what is really needed to be successful, and being transparent about the role and it's needs when recruiting. Shift your mindset from using templates and generic job descriptions and dedicate time at the beginning of every recruiting opportunity to assess the effectiveness and selection criteria for the role.
Using LEAN principles can help you further streamline your processes. Listen in for the basic concepts behind LEAN, running a "Go and See" Activity, and other ways to quickly put LEAN Method to work for you and your team, from how you explore the process, to managing changes associated with improvements you may make.
Avoid doing redundant, irrelevant, or non value added work by leverage technology, and Process Improvement tools to hone value driven workflows, forecast capacity needs, and create a graphic dashboard to monitor performance and ensure work is relevant, current, responsive.
Roles (not Souls): Understand what it takes to deliver value and outcomes, and align your team's talent and resources accordingly. With this understanding, Tasks, skills, resources necessary to deliver value and outcomes could then be grouped into roles. After this, you'd easily see the natural alignments between your team member's strengths ,to roles where they can add the most value and impact. By considering the elements that lead to success in role first, you have the opportunity to create teams that are self regulating, need less time coming up to speed or building their knowledge and networks, and can consistently deliver winning results. There are several tools that we can use to configure this alignment, and today we will explore some of these tools including Setting Outcomes & Expectation, Role Mapping, and Value Stream Maps.
In this episode we look at the Economist Magazine's 2017 Predictions to track predictions - do they hold true right now?
We explore Discover's magazine treatment of the latest in technology, the stories presented, and what they may mean as you keep focused on tracking industry trends and developments. I deconstruct how to look at these editorials to form an understanding, and interpretation of the data and stories in order to see patterns emerge.
There is a specific way to transition into this role that allows you to show your personal value early, while setting yourself (and your team) up for long term success. We look at the critical information you need to gather up front that affects your strategy later, traps to avoid, setting up milestones, forming and strengthening stakeholder connections. You will have a solid grasp on how nuanced and challenging your transition period is (or was), the 7 transition traps to avoid, 10 steps to build momentum and credibility during the transition period, and 8 ways to prepare yourself for the new role.
LYFT EP4: Leveraging individual strengths and values to achieve results by Natalia Preiss PhD
Does your Leadership Brand attract today's top performers? If you are not paying attention, you'll miss the fact that a shrinking population contributes to a shrinking talent pool. Add to that new tech that demands new skills and training - well you can see how your options are becoming restricted while you are still accountable to deliver results. In this episode, we'll discuss today's environment, including some considerations for you, as you start this journey into people leadership.