“Over my twenty-eight years of leading people, I learned that people need clear expectations, the autonomy to craft and pursue their agendas, support to achieve success, and help thinking about their careers.”
That’s one of my favorite quotes from Russ Laraway’s new book – When They Win, You Win – and in today’s issue of the Supermanagers TLDR newsletter, we’re giving you a sneak peek at our conversation with him!
Before we do that, here’s a quick reminder about an exclusive event for our community of leaders:
- Do you manage a remote or hybrid team? Download our new on-demand panel to learn best practices from leaders at Loom, Upwork, Oyster, and Because Mondays to adapt to a Hybrid Work environment.
Now, let’s get into the podcast content ⬇
TLDR: After 20+ years leading teams at the Marine Corps, Google, Twitter, Qualtrics, and other high-growth companies, Russ Laraway developed a leadership framework that measurably and predictably delivers 1) more engaged employees and 2) better business results.
The 3-part leadership approach involves:
- DIRECTION: ensuring your team members understand exactly what is expected and when it is expected.
- COACHING: coaching people toward both short and long-term success through positive and constructive feedback.
- CAREER: investing in your team’s careers in a way that considers their long-term goals and aspirations.
💡Aligning Expectations vs. Reality: How to Create Successful Environments, Self-Discipline, and Momentum
TLDR: Joel Beasley is the host and author of Modern CTO, a podcast for Chief Technology Officers to share their experiences. In episode 104, Joel describes how he created a hiring process that ensures alignment between expectations and reality.
Quote: “The Friday after they start, I meet with them, and I ask them if the expectation of what we said the job was going to be like matched with the reality. Because you know, sometimes you’re sold something, when you join a job, you spend a week there, and you will know at the end of the week if what they said was really what the culture is like, what the job training is going to be. I did that because I hired people. They had a misunderstanding, and I had to let them go. I hate doing that. It’s not fun. And so I thought: How do I reduce this from happening again? And it’s really about making sure that their expectation lines up with what actually happens.”
… 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