I have always been a natural leader, in part because I am an empathetic partner and articulate communicator, who excels at generating enthusiasm for ideas among others. I have consistently improved my management skills over the last 15 years to attract diverse top talent, retain and develop high-performers, and drive my teams towards delivery of a collective goal. With the recent transition to remote work, I have consciously adapted and grown to effectively navigate the complexities of leading teams that are hybrid, distributed, and global and who possess varying degrees of experience and multidisciplinary skill sets.
How I Attract, Hire, and Retain talent
Attracting, hiring, onboarding, and developing tremendous, high-performing talent requires a clear strategy. Below I've outlined my high level approach.
Active participation and influence in product, design, and technology leadership communities.
Develop and maintain healthy relationships with faculty and deans at leading educational institutions.
Support and mentor designers via LinkedIn groups, conferences, and by maintaining an open line of communication with individuals I’ve worked with over time.
Hiring tremendous talent requires a clear strategy that encourages diverse applicants, clearly identifies the team & business need(s), defines a consistent scoring practice, and provides comprehensive onboarding for each new team member. I am very thoughtful in this process and partner closely with human resources / people to ensure I provide a memorable and considerate candidate process. This includes:
- Identify the need for a new team member and articulate the business value proposition.
- Write a high-quality job description that becomes the basis of the new team member's performance profile.
- Partner with human resources / people to evaluate the salary band.
- Post the position across diverse job boards, social media sites, and my network.
- Setup candidates for success by clearly defining the process and time commitment upfront.
- Establish evaluation criteria for the interviews to remove bias amongst the hiring committee
People are at the heart of retention and creating conditions for people to thrive is the key to success. A team, by definition, is a group of people working together to achieve a collective goal. They embrace the daily challenge because they have the support, tools, processes, conditions and culture to lean into so they can become the best versions of themselves. Over my career, I’ve found the art of retaining and developing high-performers and an effective product, design, & research team is heavily reliant on the following building blocks:
Purpose: Team Charter, Vision and Strategy, Roadmap, Leadership
Principles: Customer-driven and innovative
Partnerships: Communication and how we work
Performance: Accountability, Learning & Development programs
Productivity: Tooling and Meetings that Matter
Predictable Quality: Workflow & Metrics
Product-Market Fit: Revenue Generating and Sustaining