'I just don't know what I'm doing with my life.'Īs we start to unpack that crisis, I usually discover a twisted knot of emotions, dreams, and fears. I can fix your existential crisis in less than 4 weeks.Īll too often, people who worked for me would begin to drift. If you liked this content, ♻️ repost this and follow Dave Kline Understanding the power of purpose is a leader's cheat code.īecause people want more than a paycheck.Īnd when get good people to align around a shared purpose. We are in the second half, and there's no way to stop the clock. The urgency comes from knowing our weekends together are dwindling fast. Able to say 'Yes!' to another ski run or a driveway basketball game. I suspect it's because my purpose doesn't go to school on the weekends.Īnd I want to be fiercely present. I don't get a couple of things off the to-do list. I find the words with ease that eluded me all week. I slice through work at twice the normal rate. Why is it so much easier to locate our purpose on Friday?
Please repost to help grow our community Plus, access to dozens of other practical leadership playbooks + templates.Īnd if you want more actionable leadership advice. I saved it for my MGMT Playbook subscribers. It's also a chance to build a deeper view of them on a human level and connect personally. 🔎 What I'm Listening For: Labels fall away, and it's just passion, clarity of thought, storytelling, and enthusiasm. I tend to ask this late to see if they can connect to what they've learned about our company and team.ĥ️⃣ 'Teach me about something you're obsessed with.' Ideally, they proactively have ideas about addressing that challenge too. 🔎 What I'm Listening For: Understanding the profession, an appreciation of the craft, and the forces confronting them. I want to understand how they considered it (not all feedback is useful) and their action to address it.īonus points if they had the confidence and humility to circle back.Ĥ️⃣ 'What is the most significant challenge facing job seekers in your seat today?' 🔎 What I'm Listening For: Ideally, they sought out the feedback as a regular practice. High marks for people who used the opportunity to add value to the organization (recommendations, research), not just memorize facts.ģ️⃣ 'Tell me about a time a subordinate gave you negative feedback. 🔎 What I'm Listening For: Proactiveness, motivation, creativity. 3rd party feedback asks them to consider how they're actually perceived, not how they wish they were.Ģ️⃣ 'What did you do to prepare for this interview?' 🔎 What I'm Listening For: Honest self-awareness. Rely on high-signal interviews to find starsĪfter leading more than 1000 interviews in my career, here are the 5 I rely on to find the best of the best for my teams.ġ️⃣ 'If I had dinner with your 3 best friends and asked them to describe you, what would I learn?' Eliminate low-probability candidates early Use their values to repel the wrong people It's about finding the one you want to hire as efficiently as possible. Recruiting isn't about getting the most people to apply. And give me a follow Dave Kline for more like it. If this post resonates with you, please share it or jump in on the comments. ❌ Don't confuse a lack of skill for a lack of will. You might be an amazing coach, but they have to want it. Coach Taylor sees one of his star players, Smash Williams, who stopped playing football because he injured his knee senior year and lost his scholarship.Ĭoach keeps trying to coax him back. There's a classic scene in Friday Night Lights.
You can't coach someone who doesn't want to improve. There's one other mistake, but it's not yours. With coaching, you create space for them to be The problem is that you might be the expert Guide them to solve the problem, don't solve it. Meet them where they are, not where you wish they'd be Frameworks provide shape people put in the effort Do your questions help them discover the truth? They're called blindspots b/c they can't see them Think of yourself as the prompts in a journal Make sure you're not making any of these classic coaching mistakes: You rationalize their initial slow startīut 6 months later, they're still not clicking.
You found the perfect person for the team Anyone who manages people has been there:
