• S03E04 - Career Planning with Executive Director of People and Investor Relations - Ari Gerber (and being hard to work with)

  • 2021/05/13
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S03E04 - Career Planning with Executive Director of People and Investor Relations - Ari Gerber (and being hard to work with)

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  • Description  This week Ari brings the passion, Tyler loves the passion, Darin used to be Tyler’s manager, Garret doesn’t integrate, and James is hard to work with. All of that and Ari discusses Career Planning at Infoplus. Show Notes  00:00:00 - Pre Show Power tools: “It’s nice to have the right tool for the job” Festool! Is James hard to work with? 00:04:15 - Show Start Week 3 with Ari 00:04:35 - Follow-Ups  Listener Becca - Darin, thank you for normalizing mental health. “If I took pills for my thyroid I would talk about that, so if I take pills for my brain I’m going to talk about that”. Listener Becca - James, you told Darin you lost trust in him. Is that out of anger and is it still true? …”I know exactly who Darin is and I trust him completely” Listener Becca - Where does everyone feel they stand with the 15CoCL? Not mentioned as often as it was in season 1. Listener Becca - You never provided a link to Support Engineer Jackson’s music Boom - Now We Have! Listener Becca - Lucy update? Comforting news - Lucy’s cries are that of confusion and not pain 00:21:33- The Headlines Darin Strategic Team Live with Support in Hubspot Kicked off new sprint  Create the sales machine monitoring system Dashboards and metrics in Hubspot Clean up a few things with Hubspot Put together a proposed plan for the Order Speed changes One on One with Tyler Identified a potential GWC™ issue as scrum master Managed not to speak about the fact I used to be Tyler’s manager ...but Darin’s talking about it Virtual podcast bro hug between Tyler and Darin Tyler Product L10™ - scored a 4.4 Assigned a series of ToDo’s to get the scorecard back to a good place T2 Support is stretched thin One on Ones complete Got into a lot of important topics that helped a lot of employees Continued to push the Same Page meetings Garret Completed 5 of 6 1 on 1’s Ranged from: Just want some clarity on a few things 90% employees sharing To a PrinciplesYou joint assessment Opened my eyes to several ways Ari and I can work better together LT L10™ - scored below a 4 so no need to report Issues Career Planning ToDo not done and how we can get it back on track 3PL and Retail Team L10’s™ - both scored a 4 3PL dove into good issues around sales process Retail dove into lead quality issues IDS™ on V/I dynamic not working within Infoplus Garret’s not a great integrator (not a quad 1 thing for Garret) Real time follow up:  Why is there a negative connotation to identifying what’s not your Quad 1 “I think it comes from the struggle to let go” Could it be fear around financial stability / health? Ari  Getting ready for “super fancy official” launch into funding Taking my first vacation (disconnected from work) in over a year Hiking and forest hot tubs Taking on planning Monday / Tuesday for the leadership team How to lean into Rocks only planning Being a “one person” department - what is this trying to teach me “Behaviors that got me here, don’t serve me at the levels I’m at and to grow” James (collective jaws hit floor) has no headlines 00:55:03 - Topic 2 (1) - Ari part 3 - Career Planning We developed a version one, but Ari has taken it to version 2.   Ari what do we mean by career planning? 18 month Executive 24 month employee How do we continue to make our employees lean into that Zone of Genius? How do we continue to reward them? 24 Month employee 12 months to master what you are currently doing (get to all 5’s on your FA) 12 months to execute a career plan to move to the next level ⅔’s are classes dictated by the path / ⅓ are electives you get to chose Completion = New Seat, New Title, Pay Increase 18 Month executive We will always hire executives Employees can apply but no dedicated / ensured path VP and Director Teams will = Visionary / Integrator teams over a functional area or department Executive Director = Visionary and Integrator in a single person Tyler - “I love the passion here” A couple of employees have an old version of a career plan or moved titles recently, how do we handle these in the new career plan launch? “This is stupid I don’t have a career plan, I don’t need a career plan, this is the best career plan meeting I’ve ever had” 01:12:41- Questions and Long Answers  Listener Brandy (to everyone) - Do you feel the podcast has helped you in any way? Darin - “rubber duck debugging” Have given us an entirely different mindset - not trying to solve problems, just sharing and talking   Tyler - “very strange” Employees quoting our podcast on how to solve a problem Garret - “this would be your turn to answer” Takes the place of the “fireside” chats Ari - “I know Tim doesn’t like to be on podcasts” Helped the co-founder (plus “post founder”) dynamic Yes...Tyler and I made up the concept of...
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Description  This week Ari brings the passion, Tyler loves the passion, Darin used to be Tyler’s manager, Garret doesn’t integrate, and James is hard to work with. All of that and Ari discusses Career Planning at Infoplus. Show Notes  00:00:00 - Pre Show Power tools: “It’s nice to have the right tool for the job” Festool! Is James hard to work with? 00:04:15 - Show Start Week 3 with Ari 00:04:35 - Follow-Ups  Listener Becca - Darin, thank you for normalizing mental health. “If I took pills for my thyroid I would talk about that, so if I take pills for my brain I’m going to talk about that”. Listener Becca - James, you told Darin you lost trust in him. Is that out of anger and is it still true? …”I know exactly who Darin is and I trust him completely” Listener Becca - Where does everyone feel they stand with the 15CoCL? Not mentioned as often as it was in season 1. Listener Becca - You never provided a link to Support Engineer Jackson’s music Boom - Now We Have! Listener Becca - Lucy update? Comforting news - Lucy’s cries are that of confusion and not pain 00:21:33- The Headlines Darin Strategic Team Live with Support in Hubspot Kicked off new sprint  Create the sales machine monitoring system Dashboards and metrics in Hubspot Clean up a few things with Hubspot Put together a proposed plan for the Order Speed changes One on One with Tyler Identified a potential GWC™ issue as scrum master Managed not to speak about the fact I used to be Tyler’s manager ...but Darin’s talking about it Virtual podcast bro hug between Tyler and Darin Tyler Product L10™ - scored a 4.4 Assigned a series of ToDo’s to get the scorecard back to a good place T2 Support is stretched thin One on Ones complete Got into a lot of important topics that helped a lot of employees Continued to push the Same Page meetings Garret Completed 5 of 6 1 on 1’s Ranged from: Just want some clarity on a few things 90% employees sharing To a PrinciplesYou joint assessment Opened my eyes to several ways Ari and I can work better together LT L10™ - scored below a 4 so no need to report Issues Career Planning ToDo not done and how we can get it back on track 3PL and Retail Team L10’s™ - both scored a 4 3PL dove into good issues around sales process Retail dove into lead quality issues IDS™ on V/I dynamic not working within Infoplus Garret’s not a great integrator (not a quad 1 thing for Garret) Real time follow up:  Why is there a negative connotation to identifying what’s not your Quad 1 “I think it comes from the struggle to let go” Could it be fear around financial stability / health? Ari  Getting ready for “super fancy official” launch into funding Taking my first vacation (disconnected from work) in over a year Hiking and forest hot tubs Taking on planning Monday / Tuesday for the leadership team How to lean into Rocks only planning Being a “one person” department - what is this trying to teach me “Behaviors that got me here, don’t serve me at the levels I’m at and to grow” James (collective jaws hit floor) has no headlines 00:55:03 - Topic 2 (1) - Ari part 3 - Career Planning We developed a version one, but Ari has taken it to version 2.   Ari what do we mean by career planning? 18 month Executive 24 month employee How do we continue to make our employees lean into that Zone of Genius? How do we continue to reward them? 24 Month employee 12 months to master what you are currently doing (get to all 5’s on your FA) 12 months to execute a career plan to move to the next level ⅔’s are classes dictated by the path / ⅓ are electives you get to chose Completion = New Seat, New Title, Pay Increase 18 Month executive We will always hire executives Employees can apply but no dedicated / ensured path VP and Director Teams will = Visionary / Integrator teams over a functional area or department Executive Director = Visionary and Integrator in a single person Tyler - “I love the passion here” A couple of employees have an old version of a career plan or moved titles recently, how do we handle these in the new career plan launch? “This is stupid I don’t have a career plan, I don’t need a career plan, this is the best career plan meeting I’ve ever had” 01:12:41- Questions and Long Answers  Listener Brandy (to everyone) - Do you feel the podcast has helped you in any way? Darin - “rubber duck debugging” Have given us an entirely different mindset - not trying to solve problems, just sharing and talking   Tyler - “very strange” Employees quoting our podcast on how to solve a problem Garret - “this would be your turn to answer” Takes the place of the “fireside” chats Ari - “I know Tim doesn’t like to be on podcasts” Helped the co-founder (plus “post founder”) dynamic Yes...Tyler and I made up the concept of...
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