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Bain & Company Bain & Company Do you have any insights into what they are expecting in the second (last) round? I saw that there are two cases and a presentation. Are they more interested in professionalism than the "analytical" skills assessed in the first round? Do you have any more insights into the presentation?
Many thanks in advance
Rising Star
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Two words: Crowdsourcing inspiration
Nothing ensures it. But your enthusiasm and attitude and feedback go a long way. Also, helping your teams to understand the criteria you use to judge the value of an idea does wonders.
You need to fight for great ideas, better briefs, and the time to do the work. And they need to see you doing that.
Let them see you winning battles/arguments against strategy or account people who want to kill or water down more ambitious ideas or who want to present too soon. If they trust that you'll fight for greatness, they'll work harder to deliver it.
Related to the above, but get the Strat and account people on board. There is nothing more defeating than fighting within the agency to get a great idea presented. Either get on board or stfu. Or go work somewhere else.
Celebrate and share great work from other agencies. Ask them to do the same. Talk about why it's great. Why you or they like it. Let them know what the standard is.
Work to change or get rid of people who aren't delivering the work or attitude you want.
This one is hard, but if you can't have people weighing down the department, or people bringing down the vibe. Talk to them. Try and get them on board. Give them time to change. But if they don't, you may have to cut them loose.
Let your team see you enforce a personal, work, life balance, boundary a couple times. "I have a hard stop at 5 PM for my mom's birthday." "I'm done at 6 PM so I can have dinner with my kids."
Maybe even go so far as to coach them enforcing personal boundaries, especially when the work is heavy. Set expectations, but give them a vocabulary and examples.
The effect I have found is similar to the philosophy behind "unlimited vacation," they feel as though you are looking out for their work life experience, and show up more knowing that they are seen and acknowledged people outside of work. That said, the teams I have taken care of to do this with work more hours (and weekends) than the teams who are just consistently ground to a pulp with massive top down expectations. A lot more. Without complaints.
I like to give my team ownership. They have to feel the work is theirs and they’re not just your pair of hands. That means make their ideas better. Help them sell them.
It also comes with expectations that they will own it and take responsibility instead of passively waiting for you to solve things.