Reading time: 4 min.
1. Share your vision
1.1 To be listened to, you must first listen and understand yourself. Why did you join this team? What value do you want to bring to them? How do you see the upcoming stages of your collaboration? Be honest and sincere, find your root causes and define your intentions.
1.2 During the interview, you have the great opportunity to demonstrate your motivational skills. Tell them how you see the movement, achievements and victories together with the team. Tell them about the goals that you dream of achieving for the team, tell them about the pains that you are ready to fight and eliminate Be professional, sincere and brave, be resolute and confident - and they will listen to you.
2. Recognize individual strengths
2.1 Please remember: a team is like a flower garden: each flower is unique in beauty, but the right combination of colors creates a magnificent picture. You just need to know what color each flower is and how to combine them harmoniously.
3. Foster collaboration
3.1 In my experience, the most favorable conditions for effective team interaction are Psychological comfort and an Eco-friendly atmosphere. The key is a Culture of Respect, Care, Thankfulness and Goodwill. This type of work environment systematically maintains a high level of motivation and prevents demotivation.
4. Empower autonomy
4.1 Trust. Trust is something that is missing like air in many teams and collectives. Autonomy and trust go hand in hand. Autonomy ensures stable scaling; lack of autonomy often leads to the collapse of a company.
4.2 Create a system and the right conditions, plan the stages of work, set the goals and tasks correctly, etc. But don’t stop team members from learning, gaining their own experience, don’t take this opportunity away from them. Are you afraid of their mistakes and the damage they will cause to the company? Do your best as a manager to reduce the number of mistakes made by team members, but remember that mistakes are an integral part of any development process.
5. Adapt to change
5.1 In my experience, if a Manager regularly not only talks, but helps his Team become better every day (and all changes are aimed at How to work better to achieve the Team's goals) - he is a good motivator for his Team.
Key points
1. Not every manager who successfully passes an interview can really bring value and motivate the team. Please, first of all, be honest with yourself. Are you ready to become a full-fledged member of the team and take on the responsibility of a manager? Are you ready to be with the team no matter what?
2. Be honest with the interviewer and respect their time. There is no need to create an image of someone you are not. Professional & honest - be yourself, genuinely offer your value to the team and talk about it. Please remember that a successful interview is just the beginning of the journey.
Good luck!
1.1 To be listened to, you must first listen and understand yourself. Why did you join this team? What value do you want to bring to them? How do you see the upcoming stages of your collaboration? Be honest and sincere, find your root causes and define your intentions.
1.2 During the interview, you have the great opportunity to demonstrate your motivational skills. Tell them how you see the movement, achievements and victories together with the team. Tell them about the goals that you dream of achieving for the team, tell them about the pains that you are ready to fight and eliminate Be professional, sincere and brave, be resolute and confident - and they will listen to you.
2. Recognize individual strengths
2.1 Please remember: a team is like a flower garden: each flower is unique in beauty, but the right combination of colors creates a magnificent picture. You just need to know what color each flower is and how to combine them harmoniously.
3. Foster collaboration
3.1 In my experience, the most favorable conditions for effective team interaction are Psychological comfort and an Eco-friendly atmosphere. The key is a Culture of Respect, Care, Thankfulness and Goodwill. This type of work environment systematically maintains a high level of motivation and prevents demotivation.
4. Empower autonomy
4.1 Trust. Trust is something that is missing like air in many teams and collectives. Autonomy and trust go hand in hand. Autonomy ensures stable scaling; lack of autonomy often leads to the collapse of a company.
4.2 Create a system and the right conditions, plan the stages of work, set the goals and tasks correctly, etc. But don’t stop team members from learning, gaining their own experience, don’t take this opportunity away from them. Are you afraid of their mistakes and the damage they will cause to the company? Do your best as a manager to reduce the number of mistakes made by team members, but remember that mistakes are an integral part of any development process.
5. Adapt to change
5.1 In my experience, if a Manager regularly not only talks, but helps his Team become better every day (and all changes are aimed at How to work better to achieve the Team's goals) - he is a good motivator for his Team.
Key points
1. Not every manager who successfully passes an interview can really bring value and motivate the team. Please, first of all, be honest with yourself. Are you ready to become a full-fledged member of the team and take on the responsibility of a manager? Are you ready to be with the team no matter what?
2. Be honest with the interviewer and respect their time. There is no need to create an image of someone you are not. Professional & honest - be yourself, genuinely offer your value to the team and talk about it. Please remember that a successful interview is just the beginning of the journey.
Good luck!
