Why including your weird-shit-o-mere scale makes personas less alien.
People lead, coach Regular short meetings to talk shop and make sure your subordinate is empowered to achieve their goals and realise their potential. Don't skip the call, think about the message it sends about your interest in their development. Be interested, if you don't deeply care about the person's wellbeing and development then reconsider if you are the right person for their development. See radical candor for more advice. Ensure they're on top of the case load Check what else they are being dragged into, is it off value, should they be doing it Have they taken time to work on thier personal development Praise publicly and criticise privately Force yourself to give critique every week, start small and when it comes to harder conversations you'll be prepared as will your subordinate. Note on subordinate, don't think of people on these terms, the use here is to explain the relationship in this meeting but your talent are more important than you, think of football players and their manager. When Weekly with your people Why To maximize potential of talent How Run weekly calls, lunches, breakfasts