Listen and take action

I am thinking specifically here of white people like me who are working among other white people and feeling the urgency — the need for growth plus a desire for growth. How do we keep going with accountability, every day from here on out?

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Rumors

I find great relief in knowing that my job isn’t ever to stop a rumor from existing. It already exists! If Beyonce can’t get an “unflattering” picture off the internet, I’m certainly not going to be able to stuff a rumor back in its bottle. My job is to help surface the truth in the most useful way possible. As a manager, I’m more weatherman during a tornado watch than god of wind.

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Is it too much to ask?

I don’t think it’s wrong at all to expect follow-ups from your team when something has slipped through the cracks. What I love most about this question, though, is that there’s not a single clear-cut answer. It’s one thing to ask your boss to respond to an email that’s been languishing in their inbox for three days. It’s another to have to ask again after a week, and again after two.

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It’s probably not you

Don’t shrug off real change by blaming and shaming yourself. It’s probably not you, and that means the solution is probably not you, either. There are real next steps to take. Let’s find them.

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Why won’t my team ask for help?

Any advice on how to better manage a team that doesn’t like to ask for help? Our company culture is mistake-friendly and solution-focused, and we reiterate that all the time. Why is my team still hiding mistakes or operating with an “I got this!” mentality when they, erm, don’t always got this?

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Get ready: Your team will embarrass you

It took me a long time to build up the confidence to let my team’s actions stand on their own, and not let my own insecurity take over. In the meantime, it’s helpful to have a process to fall back on — a sort of program you can mindlessly rely on when you may not be thinking clearly.

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So, you’re on the hiring team now

The point of any interview is to get concrete evidence that the candidate can or cannot meet the expectations you have for the role on your team. If you’re the hiring manager, you’ve got to calibrate with your team on what the ideal candidate will demonstrate, and what are dead-in-the-water dealbreakers.

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