Typically, this is a time of year when we make new resolutions about the year to come. What we want to achieve professionally and personally. A time when career and business goals are assessed. Leaders looking at what they and their teams need to achieve in 2019. Transitioning and transforming individuals and companies share a number of common denominators.
With that in mind, we wanted to pass on some of our tips for preparing self for change, be it an internal promotion, an external transition or shaping team expectation. Regardless of how many people you have in your team, or not, in one way or another, we are all leaders.
What we have to share isn’t rocket science, just six gentle reminders. Happy 2019!!
Tips for Leaders preparing themselves, their teams and Individuals preparing for an interview.
Leaders Communicate clear company and team objectives and what this means to the people within the business unit, region etc. so everyone’s aligned. Also, assess yours and the team’s capabilities and areas of support. Development is key to support sustainability.
Individuals learn about the organisation and the particular position for which you are being interviewed. Ideally do this before you send in your application, if you haven’t, do it asap.
Work out the best way of getting to the interview and how long it will take you to get there etc. Better to be early than be flustered or appear to be disorganised by arriving late. Give yourself a good 15 mins before your scheduled interview time. If it’s an internal move you’ll know where to go, no excuse for being late! Don’t leave yourself open to the interviewer questioning how important this is to you?
Leaders get to know the applicant/team member/company employee or subject matter before the interview or meeting otherwise you leave yourselves open for the individual believing they’re not valued and or the conversation holds no importance, so why am I here? Or that you’re unsure of your own area of expertise. Lasting impressions go both ways.
Individuals find out who is going to interview you and their role within the company, background and how to pronounce their name, it’s so important!! Also, check time allocated for the interview. Your Hiring Professional should be able to advise you.
Plan what you’re going to wear and ensure it is clean and appropriate and in line with the company’s culture. Don’t rock up in a suit when smart casual is who they are or vice versa. Being comfortable doesn’t mean wear what you want, it can mean being comfortable with the uncomfortable i.e. if you’re a jeans and T type person in life and the company you wish to work with are all pinstripes. Dress accordingly and clean your shoes or trainers!
Leaders set the tone always. It’s amazing how many leaders don’t realise that company culture manifests itself from them. The people around you learn from you, aspire to be you and therefore will behave like you.
4 (Our personal favourite)
Prepare to sell yourself. Like it or not, we’re all salespeople even if that’s not what you do for a living. This is your time to shine and be memorable. Hiring professionals work on the assumption that past behaviour is a good indicator of future behaviour. Think about situations that best illustrate your core skills and personal qualities that are aligned to the position.
Leaders this is a two-way thing regardless of whom the conversation is taking place, i.e. your peer group or your manager. Everyone has one even the CEO, they’re called shareholders usually. Presenting needs, wants, desires, solutions, new methodology, innovation to your team members or when acquiring new talent or anything else for that matter, it’s all about the pitch. You too have to sell the proposition so be ready, because whatever you say will impact the individual’s decision making. Facilitate the right decision.
For Leaders and Individuals Practise your answers to predictable questions and the not so predictable. Be your own devil’s advocate and prepare yourself for the hardest questions and most difficult situations you’ve been in so you are clear, succinct and factual if they come up. Put yourself in the shoes of your audience – what will they want to know? Practise your answers out loud – preferably with someone who will give you constructive feedback.
Individuals prepare your questions to ask the interviewer about the organisation and/or the role. Remember that an interview is a two-way process and it is important that you have enough information to decide whether or not you really want the job. Have a few questions ready just in case some of them are answered in the course of the interview. If they are answered in the interview, let them know they’ve covered all that you had to ask. Equally, don’t be afraid to ask about topics that show up in the conversation that require further clarification. This is your career, only you can know for sure if it’s the right FiT for you.
Leaders plan the questions your audience might want to ask but dare not because of who’s in the room, address potential blindspots with possible solutions. Create an environment where collaboration is welcome to preempt the naysayers and resistance from others, discuss immediately to resolve. Don’t leave a topic unresolved, lead the conversation to find mutual solutions. Everybody’s a winner.