Welcome to a new issue of the Supermanagers TLDR newsletter!
A few reminders before we get into this week’s management best practices… 🤩
- You can still get access to our exclusive Supermanagers slack community by emailing supermanagers@fellow.app 🙌
🎙 What’s new on the Supermanagers podcast
- A Compass Is Better Than a Roadmap: Becoming a Manager of Managers with John Gleeson (VP of Customer Success at Motive)
- Raising the Bar from Day 1: Why Talent Acquisition and DEI Go Hand in Hand with Jackye Clayton (VP of Talent Acquisition and DEIB at Textio)
Scroll down to read our top takeaway ⬇⬇⬇
🤩 Popular posts in the Fellow blog
- 30 questions to ask during your first 1-on-1 meeting
- Do your meetings always run over? Here’s how to fix it
- How to manage multiple generations in the workplace
- Understanding the 5 types of Career Ladders
- Measuring and increasing Software Engineering Productivity
🎙 Takeaways from the Supermanagers podcast
Episode 121: John Gleeson (VP of Customer Success at Motive)
TLDR: Employees don’t want to be micromanaged – but still crave direction.
How can you share guidance without being overbearing? Give them a compass, not a roadmap. Both tools deal with direction, but there’s a fundamental difference…
A compass will point someone in the right direction, allowing flexibility in how they get there. A roadmap plots out every twist, turn, and shift – and doesn’t welcome freedom of movement. What’s more – maps can change. New roads are built, new destinations plotted, roads turn one-way. An outdated map can do more harm than good. If we allow the trip from Point A to Point B to be one of discovery and exploration, we leave room for a more satisfying journey.
Episode 122: Jackye Clayton (VP of Talent Acquisition and DEIB at Textio)
TLDR: Recently, DEIB (Diversity, Equity, Inclusion, and Belonging) has become a big priority for companies. Many are building out new ways to approach talent acquisition… But it turns out recruiting is only half the battle. Jackye Clayton has a fast rule: No talent acquisition without DEIB, and no DEIB without influence over acquisition. Your company culture changes with every single hire, and If you don’t see these things in advance you can’t be held accountable.
Here are 5 ways to build DEIB (Diversity, Equity, Inclusion, and Belonging) into your acquisition and retention strategy:
- Define what diversity means
- Focus on this early
- Build out metrics for accountability
- Give opportunities to grow
- Share learnings publicly of what’s happening within your company and be consistent with your message
… and that’s a wrap! We hope that the content we curated inspires you to continue growing as a leader.
If you enjoyed this issue, please share the newsletter with a colleague or friend –they can subscribe here!
Thanks for being part of our community,
Manuela & the Fellow.app team