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Claire Lew
CEO at Know Your Team (). My life's mission is to help people become happier at work. Join my weekly newsletter on leadership 👇
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Claire Lew 4 h
"My feedback to my team is too nice. What do I do?" #1 - Get specific about observable behaviors. "I noticed X." #2 - Ask yourself: "If I sugar coat, how likely will behavior change?" #3 - Realize your desire to be liked might be getting in the way of you being effective.
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Claire Lew 15 h
Odgovor korisniku/ci @jamesnord
Thank you, James! 😭
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Claire Lew proslijedio/la je tweet
James Nord 5. velj
Love this product
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Claire Lew 15 h
Odgovor korisniku/ci @jshirley
🙏 thank you, Jay! Means a lot coming from you.
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WorkMinus 28. sij
If you are a , you need to be on 's mailing list. Just her first newsletter is enough to set you on the right course for years to come.
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Jared Spool 27. sij
As explains in this episode of , fear is a big reason why people don’t speak up at work. To overcome that fear, you need to create a safe space for your team to speak. People need to feel psychological safety in the workplace.
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Tim Burgess 30. sij
Our exit interviews have become way more valuable since we incorporated some of the questions from 's how-to:
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Help Scout 31. sij
When there is no break room and no water cooler, how does a remote team build a social bond? tells us "How to build social connection in a remote team"
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jacob 5. velj
Great podcast for getting into management. They just got past 50 episodes . From
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Claire Lew 5. velj
I've been waiting to announce this for a while... A brand new redesign for is live! 🎊 Now it's easier than ever to hold 1:1 meetings, get status updates, build rapport, and more. Give it a whirl + lemme know what you think 😊
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Claire Lew 5. velj
"My feedback to my team is too blunt. What do I do?" #1 - Make intention clear. "I'm giving you this feedback bc I care about your career progression." #2 - Ask permission. "Would you be open to me sharing some observations?" #3 - Admit fallibility. "I've messed this up too."
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Claire Lew 30. sij
So enjoyed talking with on podcast – we talked getting my start with 1:1 coaching, being profitable in Month 1, and rebuilding last year. Full episode here 👇
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Claire Lew 24. sij
Yes, a big part of leadership is understanding what motivates each team member. But equally important is to understand what motivates *yourself*. Ego? The cause? The thrill of growth? Uncover your motivation as a leader and you'll uncover what your actions are most biased by.
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Claire Lew 23. sij
Just finished putting last touches on this piece before my art show this Saturday...! 😱 If you happen to be in SF this weekend and would like to swing by, send me a DM and I can share details. Til then, hoping this drys in time... ("Choosing" – 30x24 oil on canvas.)
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Claire Lew 22. sij
Psst! In case you missed it.. We're opening up our KYT Workshop Live! "How to Be a Successful Manager" tomorrow @ 2PM PT☀️ Usually it's only available to customers, but would love to have you join us tomorrow. Register here:
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Claire Lew 22. sij
Odgovor korisniku/ci @clairejlew
In sum: Don't sweep this first 1:1 meeting with an employee aside. It's not a thing that's getting in the way of your "real work." The emails and to-do lists you have can wait. The 1:1 meetings you have with your team ARE the real work.
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Claire Lew 22. sij
Odgovor korisniku/ci @clairejlew
#5 - Share takeaways, reflect on how helpful the 1:1 was, and write notes after. 1:1s are only empty words if the ideas and action items that are spurred are not followed up on. (Using is super handy for this.)
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Claire Lew 22. sij
Odgovor korisniku/ci @clairejlew
#4 - Don’t cancel the 1:1 meeting. Only reschedule it if you have too. Consistency with 1:1s matter. You say a lot about how you prioritize the other person’s time with how well you prepare + how consistently you show up for your 1:1s with them.
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Claire Lew 22. sij
Odgovor korisniku/ci @clairejlew
#3 - Prepare an agenda, and ask your new hire for input on it. You’ll want to spend at least 15 min brainstorming thoughtful, specific questions you might want to ask. ( is perfect for doing this btw – we give hundreds of q's + templates). An example:
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Claire Lew 22. sij
Odgovor korisniku/ci @clairejlew
#2 - Ask your new hire what frequency + duration they prefer. If new hire directly reports to you, I recommend weekly 1:1s for 1-hour for 1st 90 days. If new hire doesn’t directly report to you, either biweekly or monthly 1:1 for 1-hour is likely sufficient. But get their input.
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