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WHAT DOES YOUR CALENDAR AND DAILY SCHEDULE LOOK LIKE?
Full of good stuff that keeps me very close to my employees and the business – and still room for myself
Busy and regularly 1:1 sessions with my employees
Busy, but should be able to find the time for talent interactions here and there
Pretty much back to back meetings and very little time for anything else within regular working hours
IMAGINE BEING AWAY FROM YOUR TEAM FOR 30 DAYS AND COMING BACK AGAIN. WHAT WOULD YOUR EMPLOYEES DESCRIBE AS MISSING IN YOUR ABSENCE?
I think it would be difficult for them to answer that question
It is hard to say because they are so different
I think they would highlight my focus and attention in making them feel safe and develop
Tough question but I will go’ ask them right away
WHAT IS YOUR APPROACH TO LEARNING AND DEVELOPMENT?
I believe I am quite attentive when my employees could benefit from going on learning and development courses
I deliberately make sure that all of my employees have a chance to work from their strengths and also be challenged through real and important on-the-job experiences
It is an important part of my job and as integrated as other core business
My employees are responsible for their own learning and development and my door is always open to discuss that
WHAT IS YOUR TALENT FOOTPRINT AND IMPACT ON CURRENT AND PREVIOUS EMPLOYEES?
I am proud to say that I’ve developed my fair share of new leaders, highly qualified specialists and still deliberately contribute with people across our organisation when we have important projects or tasks
I have changed careers and lives of people and that is something I am very proud of as a leader
I don’t know and I think it is more interesting to discuss my real business impact
I am not quite sure, but I need to find out right away
WHAT WOULD HAPPEN IF ALL YOUR EMPLOYEES GOT THE OPPORTUNITY TO SELECT THEIR OWN MANAGER TOMORROW?
I don’t know but it could be an opportunity for me to just keep the good ones
Interesting question. I think I might go ask them
Most of them would probably stay with me and we would have a thorough and deep dialogue about why
Dangerous question to ask. I think I’ll pass
HOW DO YOU MAKE USE OF YOUR NETWORK TO DEVELOP TALENT?
My network is a natural extended pool of people which all my employees can tap into and I am generous with the people I know
I don’t do that because the employees report to me
I make use of my network in a very deliberate way because it can bring in perspectives and ideas that are different from mine
I never thought of my network as a potential source of learning and development, but I will start to consider that right away
HOW DO YOU EXTRACT LEARNING AND DEVELOPMENT FROM ON-THE-JOB EXPERIENCES?
I have structured follow up sessions with my employees regularly to evaluate their performance
I don’t do that a lot
I have a structured approach assisting my employees before important tasks, sometimes observe them doing it and follow up afterward to make the most out of it
I have smaller and longer sessions with my employees to extract learning after certain tasks
IF WE OBSERVE YOU AND YOUR TEAM WORK TOGETHER FOR A WEEK – WHAT WOULD WE NOTICE?
That we have a very trusting, can-do and honest team. We have a really good balance in helping and challenging each other
That we are a very supportive team and always ready to help each other
That we are good at focusing on our tasks and completing them on time
It depends on each day so you can’t really say
(+45) 2389 7828
(+45) 2389 7828