I outline my current thinking on how to build a culture that simultaneously maintains high output performance and employee wellbeing in a hyper competitive world.
Just want to share that I can personally attest to these leadership qualities you bring to an organization. It's all about the long game, which I believe kindness and outcomes are prime for. Can you share some examples of how to give feedback in an interview? Would this be in a 2nd meeting? Or in real time? I love it.
I appreciate that Lauren! We miss getting to work with you :( (but...super pumped for the new adventure you embarked on recently). Hope it's going well!
As for how to give feedback in an interview, here's what I've (actually) done.
I've said it plainly, "Thank you for giving me feedback, I think it's super important... Would you trust me to give you some feedback as well?"
OR if that feels too clunky, simply stating an observation. I do try to do the sandwich method for most people, but if we have super high trust I'll be very direct but in a warm way.
"To be candid, I think the exercise missed one or two things. It accomplished X, Y, and Z... But it could've gone even deeper by doing A and B."
I'll always try to maintain perspective at all times... if i'm giving what some would call "negative" feedback, I'm trying to make sure it's including the perspective of all the positive feedback or things that went well. Typically I always try to phrase things in a growth context -- "This thing worked, but it could be even more badass if..."
Also, I think it's important to ASK your interviewees for feedback (Ally.io was great about this when I was first interviewing!).
I recently had a behavioral interview with a med tech company known for having a great culture where they asked something to the effect of “Tell me about a time someone (you or someone else) didn’t get the credit they deserved and what you did.”
This was the first time I have ever heard a question at all similar to this and it honestly stumped me, partly because I have worked with some great managers like yourself so always felt I got more credit than I deserved. I ended up telling him about a time I led analysts on a proposal and had to clarify to the partners who was actually doing the work (the bomb analysts of course).
I think this question is poking at something really essential to organizations and along the lines of what you hit on above. I just wonder if there is potentially an even better way to ask it to hit the nail on the head without allowing candidates to manipulate answers to seem like they are a good person when they are not.
Just want to share that I can personally attest to these leadership qualities you bring to an organization. It's all about the long game, which I believe kindness and outcomes are prime for. Can you share some examples of how to give feedback in an interview? Would this be in a 2nd meeting? Or in real time? I love it.
I appreciate that Lauren! We miss getting to work with you :( (but...super pumped for the new adventure you embarked on recently). Hope it's going well!
As for how to give feedback in an interview, here's what I've (actually) done.
I've said it plainly, "Thank you for giving me feedback, I think it's super important... Would you trust me to give you some feedback as well?"
OR if that feels too clunky, simply stating an observation. I do try to do the sandwich method for most people, but if we have super high trust I'll be very direct but in a warm way.
"To be candid, I think the exercise missed one or two things. It accomplished X, Y, and Z... But it could've gone even deeper by doing A and B."
I'll always try to maintain perspective at all times... if i'm giving what some would call "negative" feedback, I'm trying to make sure it's including the perspective of all the positive feedback or things that went well. Typically I always try to phrase things in a growth context -- "This thing worked, but it could be even more badass if..."
Also, I think it's important to ASK your interviewees for feedback (Ally.io was great about this when I was first interviewing!).
I recently had a behavioral interview with a med tech company known for having a great culture where they asked something to the effect of “Tell me about a time someone (you or someone else) didn’t get the credit they deserved and what you did.”
This was the first time I have ever heard a question at all similar to this and it honestly stumped me, partly because I have worked with some great managers like yourself so always felt I got more credit than I deserved. I ended up telling him about a time I led analysts on a proposal and had to clarify to the partners who was actually doing the work (the bomb analysts of course).
I think this question is poking at something really essential to organizations and along the lines of what you hit on above. I just wonder if there is potentially an even better way to ask it to hit the nail on the head without allowing candidates to manipulate answers to seem like they are a good person when they are not.