Valuable Lessons – First Time Managers

David Seidman The most important thing is psychological safety. If people can freely share ideas and criticize each other without taking it personally, the team will thrive. Demonstrate vulnerability. If you admit mistakes, your team will too. Any decision that involves someone’s career should be double checked for errors and miscommunications. When you deliver a […]

High-level, Middle, and First-Line Management

David Seidman First line: understands that their role is to make the team better. Listens a lot, delegates decisions and projects and focuses on skills and career development and team chemistry. Mid-level: creates a culture of trust and respect. Holds teams accountable for their performance. Sets a clear and correct strategy. Staffs the team correctly. […]

Earn Employee Respect

David Seidman Be fair in all things. Be as transparent as possible. Praise in public, give constructive feedback in private. Set a high but achievable standard and hold people accountable to it. Never compromise on hiring. Never compromise on ethics. Uphold a high standard of professionalism, but be a human, not a robot. Have a […]

Employee Mistakes

David Seidman Answered Aug 21 There are several categories of mistake: Typo-grade human error: Low consequence: who cares High consequence: our systems should not allow a typo to have high consequence Serious mistake on something they should be able to do First time: make sure they learn from it Second time: warning Third time: performance […]

Align Company and Team

David Seidman Answered Aug 18 Generally each of my reports is always working on something that benefits the company, something that benefits the team, and something that grows them personally. Often I’m able to find one project that does all three. Occasionally a high priority project throws things out of balance. In that case, I […]

Waste Employees Time

David Seidman Giving an assignment, then telling the employee how to do every single part of it Failing to set and maintain clear priorities, so employees waste time working on things that don’t matter Failing to correct performance issues early Failing to provide adequate training and tools Excess overhead in the form of status reports, […]

Evaluate Impact

David Seidman All that matters is impact, so I’d discuss where their impact was falling short. If their hours were really egregiously short I’d mention that, without referencing the other employee, but usually I wouldn’t mention hours. Extension: Interview questions: What is definition of impact. impact on team, impact at organization, etc.