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Leadership Development and Manager Training - Shared screen with speaker view
Santiago Ossa
30:52
Hi everyone, I’m Santiago, Bay Area, Engineer, Stanford, How to empower your team
rachel
31:12
Rachel Escobar, SF (Remote)- Director of People, Blockstream 60 gloabl. Giving positive and constructive feedback
Tanal
31:34
Tanal Basma, SF, LaunchGood, Global Head of People, 90+, coaching skills
Sahar Naim
31:54
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
32:05
Lindsay Johnson, FitPros Founder & CEOSan Diego, CAAn important skill of a Manager is empathy and big picture vision.
Holly Hatlo (she/her)
32:29
INTROS: Name, Location, Role, Company, Company SizeMost important Manager Skill to teach at work?
Steffany Strain
32:30
Steffany, Manhattan Beach, Director of Stores, Marine Layer, 250. Active listening
StartupExperts Host
33:16
Welcome everyone! We’re doing some intros in the chat: Name, Location, Role, Company, Company SizeMost important Manager Skill to teach at work?
Ebony
33:43
Ebony, Redwood City, Office Manager, about 50, positivity, encouragement and connection!
Lizzetth Bellot
34:58
Lizzetth Bellot, SF Bay Area, Head of People, ForAllSecure, 35, feedback and coaching
Anni Cacciatore
35:31
Anni, SF, HR manager for Marine Layer, 250, leadership development
Arielle Kilroy
37:08
Arielle, Berlin (Germany), CEO, DadoHR, 5ish!, Team Development
Joua Thao
38:52
Joua Thao, SF Bay Area, HR Director at Radish, 65 folks - everything!
StartupExperts Host
48:29
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?
Joua Thao
48:56
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?
Sara Schrage
49:28
+1 on thought leaders vs people leaders
StartupExperts Host
53:04
+1 to having managers take it more seriously when senior leaders are also in the training
StartupExperts Host
53:38
And then senior leaders were able to bring in real-world company-specific examples into the training as well
Lindsay Johnson, FitPros
53:45
@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”
Arielle Kilroy
53:59
How do you follow up to make sure that managers are taking action on the things that they were trained on?
Lindsay Johnson, FitPros
58:55
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.
Santiago Ossa
01:00:54
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?
Arielle Kilroy
01:04:55
Love the idea of giving them an opportunity to practice!
Joua Thao
01:05:17
Thank you for panel leaders!
StartupExperts Host
01:06:47
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.
Renee Fischer (she/her)
01:10:55
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.
Tanal
01:15:51
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
Heather Houston
01:21:42
This aligns with the Neuroleadership Institute approach to training which I really like. https://neuroleadership.com/your-brain-at-work/ages-model-for-learning
StartupExperts Host
01:26:45
Attendees, before you go, please give us feedback: https://docs.google.com/forms/d/e/1FAIpQLSdaN-uxbdg1nEG1Ha7l54FrhK6Vw7u0-yDPdgDaJtghL7-VRg/viewform
Kati Ryan (she/her)
01:27:02
Thanks all for being here today with us!
Steffany Strain
01:27:03
Thank you for sharing Kati, Dave and Renee!! Very inspiring panel, I appreciate the fluid mindset and customized approach you each have.
Arielle Kilroy
01:27:04
Great panel! Seriously!
Lindsay Johnson, FitPros
01:27:15
Thank you panelists. Great insight.
Santiago Ossa
01:27:24
Great panel, thank you!
rachel
01:27:28
Thank you very much!!
Sara Schrage
01:27:30
Great discussion, thank you!
Ebony
01:27:30
Awesome panel, every time! Thank you Katie, Dave and Renee!
Sahar Naim
01:27:46
Great conversation, thank you all!
Joua Thao
01:27:50
Thank you everyone! This meeting was very insightful. Thanks Holly for hosting! Thanks Kati, Renee, and Dave for sharing your experiences and best practices!
Tanal
01:28:12
Thanks!