The Neiders Company’s Post

Lessons Learnt From My Past Managers 1. Don’t burn your bridges, paths always cross over. 2. You always get back what you give out. 3. Do it right the first time.

Lessons Learnt From My Past Managers 1. Don’t burn your bridges, paths always cross over. 2. You always get back what you give out. 3. Do it right the first time. Enjoy👌

Last Friday, Reforge hosted the event Dani Pavlu and I put together to help Senior PMs understand how to increase their visibility in the organization. We had almost 300 people joining the talk - a testament to how timely the topic is. I was not surprised to see so many folks attending and engaging during the event as I experienced this "pain" earlier in my career. We've covered 3 actionable key elements of increasing your visibility: 🔑 Understanding of and playing to your strengths. We all know strengths are essential and feedback is a gift; however, only a few take action to dive deeper into internal and external feedback, synthesize findings, and optimize career decisions based on it 🔑 Identifying a big hairy problem to solve in your team/org/company that matches your strengths profile (that's where the "optimization" comes in) and resolving it 🔑 And finally, leveraging results to grow in a career (promotion, new skills, new job, etc.) We deconstruct all three topics in our upcoming course with Reforge: "Building Leadership Skills for PMs," where we offer several playbooks and frameworks our past students, direct reports, and coachees successfully leveraged to grow as leaders. Think about this course as a coach-, mentor-, and teacher-in-your-pocket. The journey is always more fun with others! If you've missed the talk or want a sneak peek into what the course might be about, watch our Friday's event here 👇 #productleadership #seniorproductmanager #careergrowth

I choose to re-post valuable, thought-provoking pieces which I’ve vetted and feel others would benefit from. Thank you Cheryl Merchant because this one from one of my favorite leadership gurus, Simon Sinek, reinvigorates my core organizational belief that TRUST is the fastest way to build a relationship and jeopardizing it is the quickest way to disintegrate it. Top leadership talent is top because we follow people we like, know, and trust. We go out of our way to appreciate and reciprocate. The cycle continues. And the organization thrives. This is a baseline check in the health of an org. Would you agree?

Powerful and clear explanation what the value of trust is in our communities and organizations. We are obsessed with scoring on the short term that we forget to invest into people that will be the driver of succes for the organization and ultimately for yourself now and especially in the future. Just reflect on it........

Love Simon. He always has such a unique view. This video highlights one of the key challenges on many teams. We promote and value toxicity. The medium performer with high trust is your goldmine for culture and growth. Play the long game. #leadershipfirst #leadershiplessons #performance #leadership #hiring #talentretention

It is not all about performance

Trust trust and more trust… so important. This resonates with me. As a young software licence consultant I constantly doubted my ability. I was mediocre at delivery/performance at best. Over time I learnt to bring in my colleagues to do specific elements of work. My clients always knew that I may not have all the relevant licence skills but I could always be trusted to get them from A to B. Every time… fast forward to 2024 and I no longer worry about what I do/don’t know about software licensing. Instead I focus on making sure my clients always trust my judgement and guidance. Trust sits at the core of so much in life.

Old one, still very valuable #peoplemanagement insight. Especially (also) in #cybersecurity. I'd say go for a decent mixture of performance and trust. Don't hire brilliant prics, but attract and keep trustworthy people who do perform (with outperforming not to be a requirement, but just a KPI for defining bonusses). By the way, mutual #trust, respect and kindness typically boosts #performance.

Some interesting insights on what happens when an organization (or government) rewards performance without seeking to foster good character as well. Long-term success requires leadership with a balance of both.