If you’re clinging to the old ways just because they’re familiar, maybe it’s time to ask yourself why. After all, we’re adults. And as Spotify so aptly points out, we deserve to be treated like it.
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No Eye-Contact Wednesdays
Camera-off days won’t save remote work. Building trust isn’t about hiding—it’s about connecting. The problem isn’t remote work—it’s our bad habits. Let’s fix meetings, foster connection, and make remote work actually work.
T-shaped professionals are great in theory, but reality favors specialists. The one T-shaped skill we all need? People management. Train managers to lead with empathy, bridge silos, and unlock true innovation.
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How do you deal with a people manager who’s uninterested in managing people? Let’s breakdown the motivations for people management to get at the why.
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Let’s talk about professional Empathy
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For feedback to be effective it must be timely.
Providing feedback that someone will internalize is equal parts why, how and when. The When of providing feedback is important because the person receiving the feedback needs to be in a place where they directly associate behavior with consequence and outcome.
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WHY you’re giving someone critical feedback is as important as the contents of the feedback. The right message can be amplified or undermined by the motivations of the person giving it — so let’s amplify it.
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Every people manager, at some point, has asked another, more experienced, people manager, When do I get to stop dealing with immature people? Don’t they know this isn’t high school?? And the more experienced people manager laughs and says, I’ll let you know when it happens.
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So now you’re having One on One’s regularly— how do you have a good One on One? How do you have a better One on One?
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One on One’s (1o1) are the core mechanic to people management. You can pulse your team, understand where they are, what challenges they’re facing and exchange critical information in a dedicated, recurring setting. Done well they mitigate or outright prevent crises and allow you to understand and motivate your team.
How do we have better One on Ones? Let’s get intentional. Let’s talk about what works and why it works—and why it doesn’t work.
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