Pro
Related Posts
Bain & Company I’m a PhD student looking to start in consulting and am looking to connect with other PhD/ADP consultants that went into consulting to learn more about the experience and how to prep for case interviews coming from a non-business background. Especially looking for advice on McKinsey & Company, Boston Consulting Group, and Bain & Company
Bny taken all 3 interview on Saturday & cleared all. #1 Code pair + technical #2 Cross functional #3 Bar raiser . On Monday, HR asked me to send require documents but not scheduled any HR discussion call. I sent docs to HR. Is there any HR discussion call happening in BNY ? How much time BNY takes to release offer post document submission/HR discussion ? BNY Mellon | Pershing Bny mellon technology BNY Mellon BNY
More Posts
Additional Posts in Advertising
Are you looking for a new job? Why?
Your opinion on VaynerMedia?
I feel like we’ve given up.
How’s the job market?
New to Fishbowl?
unlock all discussions on Fishbowl.
Identify any barriers they have holding them back and address them, provide a vision for what success is and get out of their way to let them do their jobs.
Look to them to guide you about what they need, and keep an eye on their mental health to try to catch signs of burnout early.
Pro
You get the heck out the way, and make sure they stay engaged.
Find them more opportunities to shine. And don't compete with them.
TLDR: I actively listen to their thoughts and ideas, provide holistic direction/ vision and let them do their magic.
It’s important to be aware of what motivates and excites them, giving them those opportunities where possible.
I get their perspective on high level decisions when possible and let them be a part of it as opposed to having a top down approach.
I have their back when needed and encourage them to have work life balance as much as possible.
One of my favorite quotes from Steve Jobs: “It doesn’t make sense to hire smart people and tell them what to do. We hire smart people so they can tell us what to do”.
Rising Star
I puked in my mouth with this one.
What a tool bag of an interviewer. You’re not working at JPL or deepmind.
Just say, that’s easy, I’m one of them.
There has to be a unified vision even if they all approach it differently based on their disciplines. From there, manage and coach them as individuals and not as cogs that have to fit the vision. Makes you a leader and a teacher.
Say you'd be sure to remind them every day that based on simple laws of math half of them are below average. Its their job to decide which half they want to be in.
Then say you were just kidding and tell the interviewer its a dumb question.
Pro
It worries me that almost nobody suggested addressing their mental health.
Are your subordinates such overachievers because they are incredibly talented who can do it during 9-5, or do they just work 18h every day day to outwork everybody else?
If you have the geniuses who overachieve during 9-5 (ideally of course), you need to provide a vision. You also need to advocate for them from time to time as corporate politics don’t like talented people) and get out of the way.
But if they’re overachievers because they work more than other people (I mean hardcore grinding: nights, weekends, lots of proactive stuff being pumped out constantly), then address their mental health. They most likely have insecurities that need to be treated before an inevitable, sudden burnout leaves you in a very uncomfortable situation where everything goes to shit.
I wish my CDs, my ECDs, and my CCOs knew that too.
Chief
OP: Just ask if you’d get to meet Wolverine.
I would suggest operating as a “servant leader.”
https://en.m.wikipedia.org/wiki/Servant_leadership
This may also be very successful when you dont have a team of “brilliant overachievers” and can be a way to create them. Not easy to do and can be perceived as weakness in certain agency cultures.
Let them do their thang
Curious who you are getting these questions from!!
Define overachievers?! These sorts of questions make me skeptical. What are you really walking in to?
Set very clear performance goals with each team member so that they know exactly what they need to do to get a promotion, merit increase/bonus. Then let them do their thing!!
Sounds like a future presidential candidate in the making is interviewing for an advertising gig. Cute!
Ah. Culture sounds a bit cutthroat/hustle-y as a potential watch out. But agree with what others have said about looking out for their mental health without “getting in the way”.