🌿 For some time now, The Engine Room has been developing a co-leadership model. From 2024, we're adopting it officially (and looking for a Co-Executive Director! See our job posting, if you haven't already: https://engn.it/jobcoed ) 📒 In documenting their learnings on the process, our Senior Leadership team shared their thoughts on how co-leadership could be transformative: 🎤 Julia: "It allows for talented people with diverse lived experiences and skillsets to develop their own leadership style, while also having the space to rest and recharge." 🔆 Gillian: "It resides in a feminist understanding of collaboration that celebrates divergent thinking and the belief that what is created collectively is something no one person could have come up with individually." ⛓ Paola: "We can stand in solidarity with each other by supporting each others’ wellbeing, building on one another’s strengths, and complementing each other’s work and vision." 🛠 Laura: "It builds muscles, practices and skills that we can then turn towards tackling and dismantling other hierarchies and inequities." 📚 Read more here: https://lnkd.in/etvh4HYj Read the accompanying booklet: https://lnkd.in/ep3YUPDK We're looking forward to the next phase! Applications for our open Co-ED position will close on 28 November, 2023. ⏩ https://engn.it/jobcoed
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Connecting leadership-driven talent and their future employers | Enhancing your Employer Branding | Let's improve your retention by hiring and developing future leaders! 🦅
If you aren’t hiring A-players, are you even on top of the game? 🌟A-players are independent and forward thinking people. 🌟A-players will take your business to higher levels. They see the bigger picture. 🌟A-players are leadership-driven. They get your greatest people inspired and motivated. 🌟A-players bring the success and scale your business by hiring other A-players who are greater and smarter than them! The key in this is⤵️ ✅Finding and hiring people who are coachable, teachable and trainable. ✅Identifying people who have A-player traits. ✅Once hired, don’t over-manage them but provide a clear description of their role expectations, and roadmap to their career path. ✅Do connect with them on a regular basis and discuss their growth and future goals. ✅Provide all the necessary tools and resources for their development. ✅Give space to challenge your ideas and develop new ones. As Steve Jobs said: “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” Are you a leadership-driven company?
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opportunity
We are hiring! A rare opportunity has arisen to join our award-winning team as Operations Manager. If you have the skills and experience in bus and coach operations management and are looking to further your career, apply now! https://lnkd.in/eDuH37RV
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The Exit Five team has grown from 3 to 5 people today We hired for the following positions 1. Head of Content (Danielle Messler) 2. Operations Assistant (Anna Vermillion) It's still early, but I have a great feeling about both. I spoke to both (before they started) and got that feeling. When you know, you know. What's funny is that we weren't supposed to hire anyone this year, but we went and hired two people 😅 Which taught me a couple of lessons about hiring ➡ Hire when you have channels that are working We have community, podcast, newsletter, and LinkedIn (to name a few). It's impossible for one person to take them all on and make them great. These hires allow us to divide parts of the business between us and go deeper. ➡ Ride momentum Things are good right now. We're coming off a record month in pretty much every area of the business. And, since I started in Feb, things have been consistently getting better. We're leaning into our success and doubling down when the iron is hot. ➡ Don't hire someone to 'figure it out' for you No matter how experienced a new team member is, I don't think you should ever expect them to figure it all out. They are another player on the team and should simply be adding to the brainpower. It's not about putting them on their own specialized island and 'giving them the keys'. --- That's all. I'm super excited about Danielle and Anna starting today. It's a special day here at E5 🙂
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𝗣𝗮𝘀𝘁 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝘆 𝗻𝗼𝘁 𝗣𝗿𝗲𝗱𝗶𝗰𝘁 𝗙𝘂𝘁𝘂𝗿𝗲 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 One of the areas that still baffles me is the '𝘦𝘳𝘳𝘰𝘯𝘦𝘰𝘶𝘴 𝘢𝘴𝘴𝘶𝘮𝘱𝘵𝘪𝘰𝘯' that past performance equals future success. This is especially troublesome when considering promoting individual contributors to leadership roles. ✅𝗜𝗠𝗣𝗢𝗥𝗧𝗔𝗡𝗧: 𝙅𝙪𝙨𝙩 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙖𝙣 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚 𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙨 𝙬𝙚𝙡𝙡 𝙞𝙣 𝙩𝙝𝙚𝙞𝙧 𝙘𝙪𝙧𝙧𝙚𝙣𝙩 𝙧𝙤𝙡𝙚 𝙙𝙤𝙚𝙨 𝙣𝙤𝙩 𝙢𝙚𝙖𝙣 𝙩𝙝𝙚𝙮 𝙬𝙞𝙡𝙡 𝙗𝙚 𝙖𝙣 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙡𝙚𝙖𝙙𝙚𝙧. Here are a couple suggestions to consider next time you are hiring an entry-level leader: ✅Assess candidates on their potential to demonstrate the required leadership competencies needed for success in the role. ✅You can then determine: 1️⃣ Where do they 𝘮𝘦𝘦𝘵 the requirements? 2️⃣ Where do they 𝘦𝘹𝘤𝘦𝘦𝘥 the requirements? 3️⃣ Where are they 𝘣𝘦𝘭𝘰𝘸 the requirements? ✅This allows you to make an informed decision on overall readiness. ❗𝗣͟𝗼͟𝗶͟𝗻͟𝘁͟𝘀͟ ͟𝘁͟𝗼͟ ͟𝗥͟𝗲͟𝗺͟𝗲͟𝗺͟𝗯͟𝗲͟𝗿͟:͟ 🖊️Hiring is not about finding a perfect candidate. 🖊️The goal is find the best match (think 80/20) and develop the gaps. 🖊️Use objective criteria (competencies) to make more informed and less risky hiring decisions. Happy hiring!
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Let’s spread the word. Check out this opportunity!
We are HIRING! We are looking for a School Leader who understands and communicates with the broader classical movement to promote better education in our country and is committed to the larger network of schools of which he or she may be a part. The School Leader is an energetic advocate for classical education as being good for all learners. He or she enjoys and respects children, offering positive energy as the primary role model for training minds and transforming hearts, believing that classical education leads them on the path to true happiness. Please visit our website https://lnkd.in/gEbetRn8 for more details and a link to the School Leader job listing.
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I’m a huge believer that great team = great business. You can be selling the same product as your competitor but if you have the better team, you’ll win every time. That’s why at PurpleFire I really try my hardest to hire the best talent possible (not only from the U.S. but globally). Couple key traits I look for in new team members: • Accountable • Easy-going yet hard-working • Growth-oriented • Client-focused What do you look for when hiring new team members?
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When interviewing applicants, it’s crucial to inquire about their expectations and the “essential duties/benefits/perks” they seek from a potential employer. Understanding these expectations helps both the candidate and the employer ensure a healthy fit and alignment of goals. As an applicant, being clear about your “look fors” allows you to make informed decisions during the job application process. 🌟 😎 Applicants, make sure you hire the employer that matches your employer qualifications. This maybe the future format for resumes⬇️
Project Manager | Program Coordinator | MA Organizational Leadership | Collaboration | Relationships | Team Building
I’m HIRING!!! Seeking a qualified and engaged organization or leader to call ME their most recent exceptional team-member! Company Overview: You are a forward-thinking organization committed to fostering innovation and excellence in all aspects of your operations. Your team is dedicated to driving positive change in your community and beyond, and you believe in the power of collaboration, integrity, and continuous improvement. Position Overview: As a great Organization, you will play a vital role in leading and involving me in various projects and initiatives aimed at driving organizational success and enhancing stakeholder experiences. You will be responsible for inserting me into projects ensuring alignment with strategic objectives and delivering impactful outcomes. This role requires strong leadership skills, exceptional communication abilities, and a passion for building relationships during coaching and mentoring of all team members. Responsibilities: ☑ Lead and manage my on-boarding process, organizational culture immersion, and ensuring setting me up for success. ☑ Exhibit strong relationships with stakeholders at all levels of the organization to ensure alignment and support for career growth goals. ☑ Exemplify strong diversity, equity, and inclusion (DEI) initiatives within the organization. ☑ Facilitate effective communication and knowledge sharing among project team members, fostering a collaborative and engaged work environment. ☑ Provide leadership and guidance to all team members, fostering professional development and growth opportunities. What You'll Bring: ✅ Proven experience in leadership and care for your employees, including health of the business model to avoid layoffs. ✅ Exceptional communication and interpersonal skills. ✅ Demonstrated ability to identify team strengths, provide meaningful feedback, and directions for growth. ✅ A collaborative and team-oriented mindset, with a willingness to adapt to changing priorities and environments. Benefits Sought: 🎉 Wage appropriate to role that allows ability to pay all my bills and put a little away, maybe take a modest vacation once a year. 🎇 Comprehensive healthcare. 🎈 Remote or flexible hybrid location. (Seattle or Denver areas) 🥂 Retirement match. 🏕 Progressive leave policies. 📈 Professional development and advancement opportunities. What You'll Be Getting: ☄ An opportunity to bring on a dynamic and innovative employee committed to making a positive impact. 🔥 A supportive and inclusive worker that values diversity, collaboration, and continuous learning. 🌠 The chance to work alongside a talented and passionate colleague who shares your dedication to excellence and community stewardship. 👽 You’ll have at least one team member that can wiggle their ears! If you are a results-driven organization or leader with a passion for driving positive change and adding value to your team, I invite you to apply for this exciting opportunity! 😎
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**read this if you're building a team** So you've decided to scale. You know you need the help of a reliable team to move forward... And you even started hiring. Congrats. But here's the thing when it comes to hiring a reliable team... It's like nurturing a basket of apples. All it takes is just one bad apple to ruin the entire basket. Every team will encounter one person who is a bad apple. These people will kill the enthusiasm of all your motivated team members. They blame. They complain. They resent the overachievers in your team as they make them look lazy & ineffective. You must not let them contaminate your team! Your only job as a team leader is to: Protect the energy, enthusiasm, and the code of honor. And you'd have built the team that gives you freedom :) So here's my one line team building mantra: - remove contamination & nurture enthusiasm. That's it. Goo Luck!
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Whom to promote first? - The potential leader Or consistent individual contributer?... It all depends on which phase the business is in, to take a right decision. But, as a rule of thumb - I'd go by Steve Job's Strategy. Promote exceptional individual contributors first (Mid-senior levels), who bring consistent results for atleast 5 business quarters. (and make sure they are passionate about what they do.) 🪄 They can fill immediate gaps in actionables of the current team. ✨ Those who are passionate keep upskilling after every job promotion. So dont worry about people management skills. 💯 They are 100% result oriented. They figure out frugal ways to improve performance. And they are very strong in their game. 🚀 They have seen it all - They exactly know the weakness of their peers and help them upskill. ✅ And its a strong message to the team - IT'S A PERFORMANCE ORIENTED GROWTH. Those live examples help build team morale. Keep engaging with Arjun for more such work related insights.
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