Struggling with difficult conversations at work?

As an engineering manager or tech leader, it's essential to navigate conflicts, provide feedback, and discuss sensitive topics effectively - and this episode emphasizes the importance of:

• Preparation, fact gathering, and setting clear goals

• Choosing the right time and place

• Framing difficult conversations positively

• Considering the other person's perspective

• Fostering solution-focused open dialogue

You’ll learn 5 powerful strategies (like 'giving them an out' to alleviate tension and create a supportive atmosphere) for mastering tough conversations with your team, colleagues, and even your boss - so that you can unlock the power of effective communication, become a more effective engineering manager, and tackle difficult conversations head-on to excel in your role as a leader!

If you’re an engineering manager or technical leader, there’s a good chance you struggle with giving constructive criticism or negative feedback in a positive way. As an engineering manager myself, I understand the unique hurdles and complexities that come with providing constructive feedback to your team - and I also know how to help you overcome them!

The first step in building this critical skill is recognizing the 10 most common barriers that are holding you back from effectively providing your team with constructive feedback.

By understanding these obstacles and implementing practical strategies, engineering managers can overcome them, enhance their leadership abilities, and foster a supportive feedback culture within their teams.

When you’re an engineering manager or technical leader, providing clear and effective constructive feedback to your team is critical to your overall effectiveness and success!

This eye-opening episode is packed with valuable insights for engineering managers who want to create a feedback-rich environment that drives innovation, fosters growth, and delivers exceptional project outcomes.

We’ll explore the 12 consequential outcomes of not providing constructive feedback to your team - from missed learning opportunities and stagnant individual growth, to diminished team dynamics and reduced productivity.

You’ll also discover how avoiding negative feedback kills employee engagement, leads to increased turnover, weakens manager-employee relationships - as well as its negative impact on organizational culture, accountability, and alignment with goals.

What to do when your top-performing employee resigns: A guide to handling their departure with professionalism and grace.

Managing employee turnover is a common challenge for engineering managers - and anyone who manages people. Employees come and go, and replacing them is part of the job. However, when a highly valuable member of your team announces their departure, it can be particularly challenging.

It is crucial to handle this situation with care, considering various factors and ensuring minimal impact on the team and the departing employee

Understanding the reasons why good employees leave and knowing how to respond is essential. In some cases, employee departures are straightforward, with reasonable performers who are easily replaceable or contractors for whom turnover is expected.

However, what do you do when the one person you least want to lose from your team informs you of their departure? This is a difficult experience for any team leader, as it requires careful consideration of multiple aspects. As a leader, your responsibility is to mitigate any lasting negative effects on the team and the departing employee.

This video explains 5 most constructive actions you should take to make sure your team stays focused, productive, and positive during this transition period.

When one of your top performing engineers gives their notice, it creates a negative impact on your team’s productivity and morale - and it creates many issues that you don’t have time for either, like hiring, onboarding, and training their replacement without missing a beat.

If one of your top performers just gave their notice, don’t panic - in this video, I explain how you can convince them to stay, without even getting HR involved!