When I hear people asking about how they can improve, or other questions that are focused on themselves, I am generally turned off. When I hear them say - how can I help the team - I am more inclined to give serious reflection to the question. Advancing MY career is ultimately my job, and good colleagues will support your efforts.
I supervise others and have crucial conversations with my senior leader. I like the concept of intentional questions and I agree with Carter that I don’t like the motivation behind these specific questions. The time I have with my leader is precious and having standard questions or varying based on the team/situations uses time wisely. Because I have the memory of a gnat :), I keep an update OneNote and/or Notes page for my conversations but I’ll take time to have at least one intentional question for each of our meetings.
Nice questions, but all together they seem a bit kiss-up - I’d balance a few of them with more action, experimentation, risk taking, and learning; and team leadership initiatives and learning. Said differently, considering the article above about ibm slowing hiring... an AI generative system could come up with those questions and ask them... a human could start there but do much more with what they actually built/attempted and learned that might be useful for the AI to help replicate and scale...
As a supervisor and mentor, I really like these questions. However, I think the motivating premise “to impress your boss” is flawed.
These are questions any good employee should be humble, clever and bold enough to ask…because it will help them improve themselves, help their team and contribute better to their company (worthy goals in and of themselves). Good supervisors would rather the time spent trying to impress was spent instead trying to improve!
When I hear people asking about how they can improve, or other questions that are focused on themselves, I am generally turned off. When I hear them say - how can I help the team - I am more inclined to give serious reflection to the question. Advancing MY career is ultimately my job, and good colleagues will support your efforts.
I supervise others and have crucial conversations with my senior leader. I like the concept of intentional questions and I agree with Carter that I don’t like the motivation behind these specific questions. The time I have with my leader is precious and having standard questions or varying based on the team/situations uses time wisely. Because I have the memory of a gnat :), I keep an update OneNote and/or Notes page for my conversations but I’ll take time to have at least one intentional question for each of our meetings.
Nice questions, but all together they seem a bit kiss-up - I’d balance a few of them with more action, experimentation, risk taking, and learning; and team leadership initiatives and learning. Said differently, considering the article above about ibm slowing hiring... an AI generative system could come up with those questions and ask them... a human could start there but do much more with what they actually built/attempted and learned that might be useful for the AI to help replicate and scale...
As a supervisor and mentor, I really like these questions. However, I think the motivating premise “to impress your boss” is flawed.
These are questions any good employee should be humble, clever and bold enough to ask…because it will help them improve themselves, help their team and contribute better to their company (worthy goals in and of themselves). Good supervisors would rather the time spent trying to impress was spent instead trying to improve!