I think I need to re-acclimate myself with staff and expectations from staff. I’ve worked mostly w managers and up this year (so role), and I think I’m out of practice in the coaching mindset.

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Idk about tools per se, since this is more soft skills than anything. There’s a book called radical candor that was given to me, I don’t necessarily follow everything, but it has good concept if you want to freshen up.

As to advice, I always try to follow the lead by example motto with my teams. I come to the meetings prepared, set up periodic touch points, respond to all emails timely, and always stop and ask does that make sense and/or follow up. I usually send a follow up email/ping a few hours later after meeting with the team and say “I know that I may have rushed through some things, so I wanted to check in with you now that you’ve been working on it to see if there is anything I can clarify.” 9/10 I get a question. This shows your team you care, allows them to ask questions, and gives you feedback on how you are giving instructions before it’s too late.

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I’ve definitely gotten used to not having to explain concepts as much (now maybe somewhat to my detriment). Has anyone else experienced this, and what “tools” do you use to re-acclimate? I’m trying to make sure that I have phone calls when giving feedback.

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Repetition, you’d be surprised how dumb people are.

helpful

This mindset will make you a strong senior and a poor manager. People are not dumb, learning that not everyone learns the same way and finding ways to explain things differently for your team makes you a good manager. I say, have low expectations of their understanding of the content prior to the meeting, and explain yourself well. Then there are those who just don’t care to learn it. Not dumb, just lazy and disinterested.

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AA1 saying that just makes you look stupid. You must have been born knowing it all...

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*non-standard role

Thanks, I was also recommended that book and I will definitely read it! I think I have to really work on following up early after my reports send me something to review. The project I’m working on with staff is time-sensitive, but not a client project, which means they have to budget time to work on it between they’re client work (and often that means they rush through it). Hopefully giving feedback soon after they’ve sent something will be more effective because the work they sent is still on their minds. The pitfall is that it’s hard sometimes to come up with all the necessary feedback when following up quickly

Thanks so much for the feedback. Good to hear from someone else. Of course, tried to schedule a check-in meeting and one of the staff said they can’t make it but they’ll make sure they will get their stuff done this week. 🙃 I’m losing it

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