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May 19, 2021
Show Notes
- [0:00:47] Episode Summary | Intro
- F.I.T.ness Overview
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- Faculty
- Initiative
- Temperament
- A Place for Alliteration
- [0:04:45] Understanding Why Team Members May Be Unhappy in Their Role
- They may be in the wrong place, doing the wrong work, or have the wrong temperament for the type of work they’re doing.
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- You have to be flexible as an organization, hopefully without differing straight to letting the employee go.
- Though it’s important to acknowledge not every individual will be a fit for your culture and organization.
- [0:08:00] Does X Person Have the F. I. and T. to be on Your Team?
- Analyzing & Measuring Faculty, Initiative, and Temperament
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- Determining F.I.T. May Mean Something Different to You and Your Organization
- For Our Company, We’ve Found Temperament to be the Most Important Measurement
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- You Have to Determine What’s the Right Temperament Your Team
- Temperament is the Hardest to Teach...and Change
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- It’s Also the Most Sensitive Topic
- [0:16:26] Recommendation: Hire Slow, Fire Slow
- Take Time to Determine F.I.T.
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- You Can Train Over Most F.I.T. Challenges
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- You Should Be Trying to Help Team Members Through the Obstacles
- What Do They Have Going on in Their Lives, How Can You Help?
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- Even if we don’t want to admit it, personal life can and will bleed into work.
- Empathy and communication are key.
- You HAVE to ask questions about connection, collaboration, and clarity.
- [0:20:24] How Do We Measure & What Does F.I.T.ness Look Like in Practice?
- Recommended (Recurring) Quarterly Check-in
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- But keep the conversation going in between quarterly check-ins.
- F.I.T.ness Changes
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- It changes, sometimes for the better, and sometimes for worse.
- F.I.T.ness is never static.
- Confirm F.I.T. on the front end: during hiring and onboarding.
- [0:25:34] Closing Thoughts
- F.I.T. Operates with the ‘C’s and ‘P’s, Not in A Vacuum
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- Clarity
- Collaboration
- Connection
- Passion
- Purpose
- Progress
- If you don’t take the time to figure out your ideal F.I.T., you’ll end up putting square pegs in round holes.
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- This ultimately hurts the new hire, and the team at large.
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- The ripple effect here doesn’t stop when you let someone go.
- By acknowledging and keeping up with F.I.T. you can minimize the repercussions of not getting it right...because you’re not going to always get it right.
- Companies & Culture Change Over TIme
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- What’s F.I.T. Today May Not be F.I.T. Tomorrow
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