Contents
// 01
My style
I operate with trust, respect, and accountability. I will always ask you to come up with solutions to problems first — not because I don’t have answers, but because it gives you the opportunity to learn and upskill, and it gives me the opportunity to navigate through your thinking and explain why I’d make a decision a certain way.
This builds alignment in how we think and creates decision-making parity over time. The goal is for you to need less of me, not more.
"Explicit is better than implicit. Don't expect people to understand unless it has been explained and agreed."
// 02
My expectations
These are the operating principles I hold myself to and expect from the people I work with.
We are a sports team. Everyone is treated as part of a sports team where we thrive to be the best. No passengers.
Clear communication. Keep it simple and avoid jargon. If you can't explain it plainly, you don't understand it well enough yet.
Over-communication. Updating status on Slack is helpful. Sending a proper note to stakeholders is ideal. Don't assume people know.
Explicit is better than implicit. Don't expect people to understand unless it's been explained and confirmed. Assumed alignment is not alignment.
Our problem. I don't see things as my fault or your fault. It's our problem to solve. Blame is a waste of time. Bias to action is expected.
Mediocre work is a sin. Take additional time to deliver high-quality output rather than meet a deadline with mediocre work. Once mediocre output is accepted, it's hard to weed out of the system.
Radical candor feedback. Feedback should be given and received with respect and an open mind. It exists for the betterment of each other — nothing else.
// 03
How I execute
These are the recurring conversations I have with every person I work with. Each one has a specific purpose.
Intro / Exploratory call
Format
- Duration: 45–60 mins
- Recurrence: Once per quarter
Purpose
- Get to know each other's working styles
- Establish mutual trust
- Set expectations and outline values
Career conversation
Format
- Duration: 60–90 mins
- Recurrence: Once per quarter
Purpose
- Understand aspirations and motivations
- Deep conversation on background and pivotal decisions
- Identify strengths and growth areas
Goal-setting conversation
Format
- Duration: 30–45 mins
- Recurrence: Once per quarter
Purpose
- Clarify roles and responsibilities
- Align personal goals with org goals
- Review competency framework and self-evaluation
1-1 meetings
Format
- Duration: 15–30 mins
- Recurrence: Biweekly
Purpose
- Track action items from last meeting
- Evaluate career development progress
- Discuss current work and blockers
- Share critical feedback for continuous improvement