Recognize and accept that not everyone wants to pursue personal growth in their careers, and focus on their effectiveness in their current roles.
Use behavior-based questions and create a relaxed atmosphere during job interviews to assess a candidate's potential for growth and suitability for the role.
Deep dives
Understanding Different Approaches to Leadership and Growth
In this episode, the host discusses different approaches to leadership, specifically focusing on how to deal with people who have varying levels of interest in personal growth. The speaker references Kim Scott's model of performance and growth, distinguishing between superstars who thrive on growth and challenges, and rock stars who are high performers but are not necessarily interested in pursuing personal growth. The speaker emphasizes the importance of recognizing and accepting that not everyone wants to take the same career trajectory and that as long as individuals are meeting their current job responsibilities, it's not necessary to push them towards growth if they don't desire it. The speaker also highlights the importance of understanding that people may go through different seasons in their lives where growth takes a back seat, and it's crucial to meet them where they are and focus on their effectiveness in their current roles.
Effective Techniques for Conducting Job Interviews
In this episode, the speaker provides guidance on conducting effective job interviews, specifically when interviewing potential hires for a software consultancy. The speaker emphasizes the value of assessing a candidate's potential for growth, particularly when they are new to the field. The speaker recommends moving away from hypothetical questions and instead using behavior-based questions that require candidates to share past experiences related to the skills required for the job. This approach allows the interviewer to gain insights into a candidate's behavior and assess their suitability for the role. The speaker also highlights the importance of creating a relaxed and comfortable atmosphere during the interview to facilitate authentic responses from candidates. Additionally, the speaker advises structuring the interview process with a clear framework to ensure consistency and minimize biases. Finally, the speaker suggests incorporating additional activities or observations outside the traditional interview setting to get a better understanding of how candidates interact and navigate unexpected situations.
Utilizing Personality Assessments in Leadership
This episode addresses the use of personality assessments in leadership and management. The speaker recommends two frameworks: DISC and StrengthsFinder. DISC focuses on four dimensions of behavior, providing insights into an individual's preferences and tendencies. StrengthsFinder, on the other hand, identifies an individual's core talents and highlights their strengths. The speaker emphasizes that these assessments are valuable tools in promoting self-awareness and improving team dynamics. However, the speaker also cautions about respecting privacy and allowing individuals to choose whether or not to disclose their assessment results. The speaker suggests using these frameworks to facilitate conversations about strengths, preferences, and effective collaboration within teams, rather than using them for typecasting or judgment. Additionally, the speaker encourages leaders to create an environment where team members feel safe and comfortable discussing their assessment results and to leverage the shared language provided by these assessments in building strong and diverse teams.
Balancing Compensation and Passion in Career Development
In this episode, the speaker addresses the topic of pursuing a leadership role with lower compensation. The speaker acknowledges the financial considerations and stresses the importance of evaluating one's ability to maintain financial stability before accepting a lower-paying position. However, the speaker encourages individuals to consider the long-term benefits and growth opportunities that a lower-paying leadership position can offer. The speaker shares personal experiences of taking on roles that may not have been as financially rewarding in the short term but eventually led to greater success and financial stability. The speaker advises listeners to trust their hearts when making career decisions and to consider the potential for future growth, experience, and the reward beyond monetary compensation. The speaker also mentions the potential for biases in compensation and urges individuals to be aware of these biases and to advocate for fair treatment in the workplace.
Bonni Stachowiak: Teaching in Higher Ed
Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*.
Listener Questions
Toni asked about the best way to deal with people who don’t want to grow.
Russ wanted our opinion on the best way to interview potential new hires.
Sami wondering about the best way to utilize personality assessments.
Laura asked our opinion on taking a step back in compensation for a job position she really wants.
Resources Mentioned
StrengthsFinder training for individuals and teams* (use code CFL10 for a 10% tuition discount)
How the Best Bosses Interrupt Bias on Their Teams by Joan Williams and Sky Mihaylo
Related Episodes
How to Get the Ideal Team Player, with Patrick Lencioni (episode 301)
How to Challenge Directly and Care Personally, with Kim Scott (episode 302)
Get Smart About Assessments, with Ken Nowack (episode 371)
How to Motivate Leaders, with John Maxwell (episode 452)
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