Otter Learning’s Post

🎯 The 3 C's of Hiring: Your Path to a Self-Driven Team Tired of micromanaging? The solution lies in your hiring process. Hire for: 1. Character 2. Chemistry 3. Competence When you nail these 3 C's, you'll have a team that: ➡️ Stays engaged without constant prodding ➡️ Aligns naturally with your goals ➡️ Drives results proactively Remember: Good leadership is crucial, but great hiring makes leadership easier. How do you ensure you're hiring for all 3 C's? #HiringBestPractices #LeadershipTips #TeamPerformance

There is no shame in a non-linear career. It can be surprisingly creative. Great insight from one of my interviewees. She stepped down from a manager role to an individual contributor job when her children were small because she wanted to learn something new. Working in an extremely hierarchical organisation where side or downwards steps were unheard of, she was actively discouraged from doing so (she was told her career would never recover) but she forged ahead with her plan. In three years in the ‘lower’ role, she introduced innovation that quadrupled the revenue of that part of the business. From there, she was catapulted into a global sales manager position, responsible for a large team bringing in multi-million pound revenue. Non-linear career steps even if - or perhaps because - they befuddle the hierarchy, can supercharge career growth. Maybe the career ladder is a myth and busting a hierarchy that keeps us straining for the hard-to-attain is the real future of work. Have you ever had a wildly generative side-step that changed your career? *** Follow me as I share insights from writing my book We Need New Leaders, due out from Practical Inspiration Publishing in early 2025.

Looking for a new role? Could be for different reasons: -      Driven by the need to pursue an external growth opportunity due to not being able to increase your learnings and value in your current role? -      Caught in a downsizing? -      Change of geography? -      Change of career direction? Whatever the reason, a few critical areas to consider in the decision process of what to pursue: -      Independent of the product, how does the market that the product or service sells into look like in the healthcare system over the next 5 years? -      How does the product fit into that market? -      What is the current call point in the healthcare system, and does it get impacted negatively or positively by the emerging sites of care? -      Who is on the leadership team and how do they intend on leading, teaching, and facilitating your career growth? Architecting a career takes place in 5 years tranches. Plan accordingly.

Thinking about a career change, promotion or looking for a new job? I wanted to share some of the questions I've used in the past to help identify what's important in my next role. (1) What are some roles that look exciting 5-7 years from now and what skills or critical experiences do I currently have and what am I missing? (2) What culture and/or type of company do I work well at?  -Think about places you’ve worked well in the past?  -What was the team like? What was the size of the company?  -Did they have core values or mission/vison that you were excited about? (3) What am I looking for in a hiring manager and/or leadership team? Who was my favorite manager in the past and why? (4) What is the minimum compensation I can afford to take and what would be the goal comp? What resonated with you? What questions would you include?

In my role as a Global VP of the EQ Champions Affinity group at Amazon, I am surrounded by incredibly ambitious (and talented) people--both here and at our customers. I often hear how do I get ahead? I remind people the following: Someone Is Always Watching. Your Actions Will Shape Your Life In today’s interconnected world, our actions are constantly observed—by colleagues, clients, and even future employers. Every choice we make, big or small, contributes to our professional and personal reputation. 🔹 Your Reputation Precedes You: In business, reputation is everything. Consistently demonstrating integrity, reliability, and professionalism builds trust and opens doors to new opportunities. 🔹 Lead by Example: Whether you realize it or not, someone is always looking up to you. Your actions set the standard for others, especially if you’re in a leadership position. Model the behavior you wish to see in your team. 🔹 Small Actions, Big Impact: Sometimes, it’s the little things that make the biggest difference. A kind word, a timely follow-up, or a display of empathy can leave a lasting impression. 🔹 Long-Term Consequences: Actions today can have lasting repercussions. Building a positive reputation can lead to long-term career success, while negative actions can have equally lasting, but detrimental, effects. 🔹 Professional Growth: Demonstrating a commitment to ethical behavior and continuous improvement not only enhances your current role but also paves the way for future growth. People notice those who consistently strive to better themselves and their environment. Remember, your actions are a reflection of your character. Strive to make choices that not only benefit you in the short term but also build a legacy of integrity and respect. #ProfessionalGrowth #Leadership #Reputation #Ethics #Integrity #CareerSuccess #eq #eqwitheric #selfawareness #career

SECRET tip to get appraisals and promotions in the field of tech - Work hard. Just kidding, there’s much more than working hard to the answer. What helped me is working towards initiatives which can create impact that aligns with leadership goals and creating environment that helps other members in the team. Expanding on my experience here’s how to truly stand out: [1] Focus on Company Goals: I repeat your ‘Company Goals’ not your personal ones. Align your solutions with the company's strategic objectives, demonstrating how your solutions contribute to the bigger picture elevates your impact. [2] Gather Data and Evidence: Back your proposals with data and evidence to build a compelling case. Collect quantitative metrics solidify the value your solutions bring. [3] Communicate Effectively: Clearly articulate the problem, your proposed plan, and the expected benefits. Strong communication skills ensure leadership understands the value you offer. It will also help you to mentor junior members and foster collective growth of the team. What is your secret to getting appraisals and promotions? Found this helpful? Follow Akshay Patel for more such posts! #promotions #job #corporate

Are you looking to build a great team? It takes more than just hiring well or aligning roles. Building a great team is like growing a garden. You have to cultivate it with the sun (praise), water (passion), rest (shade), weeding/tilling (feedback, 1-1's, development), and even sometimes a trellis to support the plant (support). To build a great team, get to know your people. Know what ignites their hearts. When you do, you'll not only know how to hire and align roles, but you'll also tap into your team's greatest potential. Remember, the harvest doesn't happen overnight. Great things take time. #hiring #operations #executiveassistants #leadership #leadershipinsights

Dear Leaders, It's time to challenge conventional thinking! 🤔 Hiring someone with ZERO experience can turn out to be the BEST experience. Here's why: 👉Fresh ideas: People without industry experience often bring a new outlook and ideas you might not have considered. 👉Growth potential: You get the chance to shape them to fit your team perfectly. Train them well, and they can quickly become an integral part of your organization. 👉Enthusiasm: They’re eager to prove themselves and ready to go the extra mile to impress. This kind of motivation can be infectious. 👉Adaptability: Without established habits, they’re open to learning your way of doing things and can adapt quickly to your company culture. Sure, it takes a little extra effort to train someone new, but the rewards can be huge. What’s your take? Have you ever brought someone on board with no experience and been pleasantly surprised? #Linkedin #Leadership #Hiring

I was having a conversation with one of my colleagues on what I would choose in a candidate I had to hire. 1. Extremely talented but not very focused and not hardworking. 2. Moderately skilled but extremely hard working. I would always choose the hard working and moderately skilled folks. I can teach a skill to a person, maybe it will take a bit longer but because of their hardworking nature, they will pick it up fine and deliver well eventually. Intent and integrity is something I cannot teach. We need to give our honest efforts in whatever we do, be it personal or professional. Hardwork does not have any alternative. #leadership #hiring #productmanagement #digitaltransformation

Why do managers and leaders experience mid-career blues? Perhaps, the answer lies in a term the legendary CEO of Intel, Andy Groove, coined in his book, Only The Paranoid Survive. Strategic inflection point. He described these as critical points in the journey of a business when massive change occurs and the rules of the game change, all of a sudden with disruptive force. This concept of strategic inflection point can also be applied to careers. In your career, you reach a point where the underlying fundamentals of your career change. Often this is experienced in the mid-career stage. The expectations may change. The environment may change. The requirements may change. The rules of engagement may change. From this point either you can rise to new heights of glory by grabbing the change as an opportunity or you can start falling off from here on. You know something has changed, yet you may not understand what exactly has changed. This is a critical point that needs to be tackled carefully and with urgency. Often a mentor or a coach can help you gain clarity around it. When you reach this point, do not take it lightly. It can propel you to a higher orbit or it can lead to a crash. It all depends on how you handle it. #career #midcareer #growth