Hi everyone, I’m Santiago, Bay Area, Engineer, Stanford, How to empower your team

Rachel Escobar, SF (Remote)- Director of People, Blockstream 60 gloabl. Giving positive and constructive feedback

Tanal Basma, SF, LaunchGood, Global Head of People, 90+, coaching skills

Good morning everyone! I’m Sahar, People Ops Manager at Lily AI, a Series A retail-tech startup with about 45 employees as of today :) feedback (good / bad) is an important manager skill I’d love to learn more about

Lindsay Johnson, FitPros Founder & CEOSan Diego, CAAn important skill of a Manager is empathy and big picture vision.

INTROS: Name, Location, Role, Company, Company SizeMost important Manager Skill to teach at work?

Steffany, Manhattan Beach, Director of Stores, Marine Layer, 250. Active listening

Welcome everyone! We’re doing some intros in the chat: Name, Location, Role, Company, Company SizeMost important Manager Skill to teach at work?

Ebony, Redwood City, Office Manager, about 50, positivity, encouragement and connection!

Lizzetth Bellot, SF Bay Area, Head of People, ForAllSecure, 35, feedback and coaching

Anni, SF, HR manager for Marine Layer, 250, leadership development

Arielle, Berlin (Germany), CEO, DadoHR, 5ish!, Team Development

Joua Thao, SF Bay Area, HR Director at Radish, 65 folks - everything!

Welcome everyone! We’d love to have you to an intro in the chat: Name, Location, Role, Company, Company SizeMost important Manager Skill to teach at work?

Love this convo! How would you go about developing leaders that aren’t managers? Does this fall on the managers who have gone through the training, another training for everyone?

+1 on thought leaders vs people leaders

+1 to having managers take it more seriously when senior leaders are also in the training

And then senior leaders were able to bring in real-world company-specific examples into the training as well

@joua I want to hear what others have to say on this too. One thing that I’ve started doing to develop non-managers is frequently sending notes in our general Slack to everyone in hopes to strike a cord. For example, today’s message was a post from Simon Sinek on teamwork and I wrote “This couldn’t be more true. Teamwork makes the dream work. Everyone must be eagerly putting their best work forward to support the team to achieve a common goal.You are all leaders. Simon Sinek’s TedTalk on “the power of why” resonated with a decade ago when my career journey was taking off. I highly encourage you to check it out: https://youtu.be/u4ZoJKF_VuA”

How do you follow up to make sure that managers are taking action on the things that they were trained on?

As vendor I couldn’t agree with you all more! Even though FitPros sells manager training as a service I still hire vendors outside of our company to coach our leaders occasionally because I find that people may listen more attentively when they don’t know the speakers as a colleague.

Dave mentioned “back to office program” and I’m curious to hear about thoughts on how you see people training will continue forward on in-person versus remote/virtual, especially for companies who are leaning more towards remote work. Pros/cons?

Love the idea of giving them an opportunity to practice!

Thank you for panel leaders!

Another practice opportunity is to partner with other organizations. For example, Braven has opportunities for people to mock interview graduating students, mentor them, etc., and they provide the curricula.

Since Dave just mentioned BetterUp - this has been a good tool in the past to offer to rising leaders as we identify areas of focus. It’s flexible at various levels.

Love that Kati, go with the platinum rule- treat others the way they want to be treated. Here’s my go to article when getting managers to see the why: https://hbr.org/2017/03/pioneers-drivers-integrators-and-guardians

This aligns with the Neuroleadership Institute approach to training which I really like. https://neuroleadership.com/your-brain-at-work/ages-model-for-learning

Attendees, before you go, please give us feedback: https://docs.google.com/forms/d/e/1FAIpQLSdaN-uxbdg1nEG1Ha7l54FrhK6Vw7u0-yDPdgDaJtghL7-VRg/viewform

Thanks all for being here today with us!

Thank you for sharing Kati, Dave and Renee!! Very inspiring panel, I appreciate the fluid mindset and customized approach you each have.

Great panel! Seriously!

Thank you panelists. Great insight.

Great panel, thank you!

Thank you very much!!

Great discussion, thank you!

Awesome panel, every time! Thank you Katie, Dave and Renee!

Great conversation, thank you all!

Thank you everyone! This meeting was very insightful. Thanks Holly for hosting! Thanks Kati, Renee, and Dave for sharing your experiences and best practices!

Thanks!