Paul Catanzaro's guest appearances

Paul Catanzaro

Leadership Jam Session

John Fisher

Jason Ross

Joe Kelly

Jeff Harris

Paul Johnston

Jon Macaskill

James Christie

Amy Blaschka

Philip Zimmerman

Brian Propp

Dave Forman

Matt McDonald

Martine Kalaw

Eddie Dowling

Jordan Mendoza

OwlTail

Kim Metcalf

Joe Schnebelen

Imagine the following: you have an employee looking to get promoted, but your manager or other decision-makers don't think they are ready. What is the best way to deal with this challenging scenario?Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.Key Takeaways:Dealing with promotions when it’s too soon (00:00)Keep it to the criteria you’re discussing (03:00)Test the waters (04:00)How to handle baggage and negative perceptions (06:05)Is this the right role for the employee? (08:26)Why teamwork is crucial during the hiring process (12:53)Why it's important to create a culture of redemption (15:55)It’s all about coordinated effort (18:58)Episode summary (21:33)Leadership Resources:How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

<p>Imagine the following: you have an employee looking to get promoted, but your manager or other decision-makers don't think they are ready. What is the best way to deal with this challenging scenario?</p><p>Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. </p><p>You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.</p><p>And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. </p><p>But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.</p><p>I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.</p><h2>Key Takeaways:</h2><ul><li>Dealing with promotions when it’s too soon (00:00)</li><li>Keep it to the criteria you’re discussing (03:00)</li><li>Test the waters (04:00)</li><li>How to handle baggage and negative perceptions (06:05)</li><li>Is this the right role for the employee? (08:26)</li><li>Why teamwork is crucial during the hiring process (12:53)</li><li>Why it's important to create a culture of redemption (15:55)</li><li>It’s all about coordinated effort (18:58)</li><li>Episode summary (21:33)</li></ul><h2>Leadership Resources:</h2><p>How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: <a href="https://sartoleadershipgroup.com" rel="nofollow" target="_blank">https://sartoleadershipgroup.com</a></p>

041: How to Manage a Promotion When It’s Too Soon with Kim Metcalf, Paul Catanzaro and Joe Schnebelen

Jennifer Judy Caldwell

In this next Jam Session, I sit with Jennifer Judy Caldwell and Paul Catanzaro. Paul has held positions in sales training and is currently a district sales manager. Jennifer has held leadership positions in sales, commercial training, planning and operations, and recently started her own strategic training design consulting firm. We tackle the topic of self-awareness and how to coach employees to help them further develop their own.Key Takeaways:Use the technique of time and tone for every conversation. Wait for the right time and always use the right toneHelp your employees become self-aware by asking insightful questionsHelp your employees see how their behavior directly correlates to the brand they are creating for themselves in the eyes of othersThe Trust Continuum - the level of trust you have with your employees is a critical factor in how you approach your conversationDon't get distracted or sucked into the blame game - focus on holding your people accountable for what they ownWhen giving feedback related to self-awareness, sometimes it's best meet in personThere are times when you just need to turn up the heat by having a very direct conversation and set very clear expectationsThere is huge value in reaching out to other managers and leveraging their experience on how you should handle a scenario that you haven't experienced before

<p>In this next Jam Session, I sit with Jennifer Judy Caldwell and Paul Catanzaro. Paul has held positions in sales training and is currently a district sales manager. Jennifer has held leadership positions in sales, commercial training, planning and operations, and recently started her own strategic training design consulting firm. We tackle the topic of self-awareness and how to coach employees to help them further develop their own.</p><h2><strong>Key Takeaways:</strong></h2><ul><li>Use the technique of time and tone for every conversation. Wait for the right time and always use the right tone</li><li>Help your employees become self-aware by asking insightful questions</li><li>Help your employees see how their behavior directly correlates to the brand they are creating for themselves in the eyes of others</li><li>The Trust Continuum - the level of trust you have with your employees is a critical factor in how you approach your conversation</li><li>Don't get distracted or sucked into the blame game - focus on holding your people accountable for what they own</li><li>When giving feedback related to self-awareness, sometimes it's best meet in person</li><li>There are times when you just need to turn up the heat by having a very direct conversation and set very clear expectations</li><li>There is huge value in reaching out to other managers and leveraging their experience on how you should handle a scenario that you haven't experienced before</li></ul>

012: So You Think You Have Self-Awareness? Think Again. With Jennifer Judy Caldwell and Paul Catanzaro